Holiday entitlement and annual leave calculator for workers in Great Britain

“Almost all people classed as workers are legally entitled to 5.6 weeks’ paid holiday a year (known as statutory leave entitlement or annual leave). This includes: agency workers workers with ‘irregular hours’ (where the number of hours they work in a pay period often or always changes) ‘part-year’ workers (where there are periods of at least a week in a leave year where they do not need to work and are not paid) An employer can include bank holidays as part of statutory annual leave.”

“Most workers who work a 5-day week must receive at least 28 days’ paid annual leave a year. This is the equivalent of 5.6 weeks of holiday.”

“Part-time workers who work regular hours for the whole year are entitled to at least 5.6 weeks’ paid holiday, but this will amount to fewer than 28 days. For example, if they work 3 days a week, they must get at least 16.8 days’ leave a year (3 × 5.6).”

“Statutory paid holiday entitlement is limited to 28 days. For example, staff working 6 days a week are only entitled to 28 days’ paid holiday.”

“(e)in any leave year beginning on or after 1st April 2009, 1.6 weeks. (3) The aggregate entitlement provided for in paragraph (2) and regulation 13(1) is subject to a maximum of 28 days.”

“An employer can choose to offer more leave than the legal minimum. They do not have to apply all the rules that apply to statutory leave to the extra leave. For example, a worker might need to be employed for a certain amount of time before they become entitled to it.”

“Bank or public holidays do not have to be given as paid leave. An employer can choose to include bank holidays as part of a worker’s statutory annual leave.”

“The employer:

• can include bank and public holidays as part of the statutory entitlement
• can choose to round up the holiday entitlement, but cannot round it down

[…]”

“People working irregular hours or part of the year are entitled to up to 5.6 weeks statutory leave. They will build up (‘accrue’) leave depending on the hours they’ve already worked, rather than getting a fixed number of days or hours.”

“Employers need to use a specific accrual system to calculate leave for irregular-hours or part-year workers. If their leave year began on or before 31 March 2024, employers do not need to use this system until their leave year renews. The amount of leave depends on: how often they get paid (their ‘pay period’) how many hours they worked in a pay period Their entitlement will be 12.07% of the hours they worked in a pay period. It must be rounded up to the nearest hour if the entitlement is 0.5 of an hour or more. For example, if they worked 30 hours and are paid weekly, they’ll have earned 4 hours leave (30 × 12.07 ÷ 100 = 3.621). They can take this leave from their next pay period.”

“(3) In each leave year, an irregular hours worker, or a part-year worker, accrues annual leave— (a)during any period of sick leave or statutory leave, in accordance with regulation 15C, and (b)otherwise, on the last day of each pay period at the rate of 12.07% of the number of hours that they have worked during that pay period. (4) But a worker cannot, in any leave year, accrue more than 28 days of annual leave under this regulation. (5) Where the amount of annual leave that has accrued in a particular case includes a fraction of an hour, the fraction is to be treated as zero if it is less than 30 minutes and one hour if it is 30 minutes or more than 30 minutes.”

“If a worker starts part way through the month, they can accrue one-twelfth of their leave from their first day. Example Someone works a 5-day week and is entitled to 28 days’ annual leave a year. The leave year starts on 1 January but they start their job on 13 January. They’re entitled to 2.5 days’ leave for January (28 days ÷ 12 = 2.33), rounding up to the nearest half day. Alternatively, their employer can choose to calculate the first month’s leave ‘pro-rata’ (in proportion to the number of days worked) instead. This means the worker does not accrue one-twelfth of their leave from their first day.”

“For regular hours workers, annual leave begins to build up (‘accrue’) as soon as they start their job. An employer can use an accrual system to work out a worker’s leave during the first year of the job. Under this system, a worker gets one-twelfth of their leave in each month. Example Someone works a 5-day week and is entitled to 28 days’ annual leave a year. After their third month in the job, they’d be entitled to 7 days’ leave (a quarter of their total leave, or 28 ÷ 12 × 3).”

“Leave entitlement accrues differently in a worker’s first year. This tool calculates leave for a worker who: starts part way through the month, by applying one-twelfth of their leave from their first day - alternatively, an employer can choose to calculate the first month’s leave ‘pro-rata’ (in proportion to the number of days worked) instead leaves employment within the first 12 months, using the “For someone starting and leaving part way through a leave year” option”

“Workers are entitled to a week’s pay for each week of statutory leave that they take.”

“For regular-hours workers (full- or part- time), an employer cannot include an amount for holiday pay in the hourly rate (known as ‘rolled-up holiday pay’). Employers can use rolled-up holiday pay for irregular-hours and part-year workers, unless their leave year began on or before 31 March 2024.”

“(3) Subject to paragraph (4), these Regulations extend to England and Wales and Scotland. (4) This Part and Part 5 extend to England and Wales, Scotland and Northern Ireland.”

“15.—(1) Subject to paragraph (4), a worker is entitled to four weeks' annual leave in each leave year.”

“16.—(1) Subject to regulation 33 and paragraphs (2) and (4), a worker is entitled to a period of 1.6 weeks additional leave in each leave year. (2) The aggregate entitlement provided for in paragraph (1) and regulation 15(1) is subject to a maximum of 28 days.”