How do you calculate holiday entitlement for part-time workers?

Part-time workers in the UK are entitled to the same 5.6 weeks of holiday as full-time workers, calculated on a pro-rata basis. Multiply 5.6 weeks by the number of days worked per week. For example, someone working 3 days per week is entitled to 5.6 × 3 = 16.8 days of annual leave.

Do bank holidays count towards UK holiday entitlement?

There is no automatic right to take bank holidays off or to receive extra pay for them in the UK. Employers can include the 8 UK bank holidays within the 28-day statutory minimum, or offer them on top. Check your employment contract for details on how your employer handles bank holidays.

How is holiday entitlement calculated for new starters?

For employees who start part-way through the holiday year, entitlement is calculated on a pro-rata basis. Calculate the proportion of the year remaining and multiply by the full annual entitlement. For example, someone starting on July 1st (6 months remaining) would receive 50% of their annual entitlement for that year.

How is holiday calculated for zero-hours contracts?

For zero-hours and irregular hours workers, holiday entitlement is calculated as 12.07% of hours worked. This is often paid as 'rolled-up' holiday pay included in each paycheck, though this must be clearly shown. For each hour worked, the employee accrues 0.1207 hours of paid holiday.

Free UK Holiday Calculator

UK Holiday Entitlement Calculator

Calculate statutory holiday entitlement for UK employees. Works for full-time, part-time, and new starters with pro-rata calculations.

5.6 Weeks

UK Minimum

Pro-Rata

Part-time ready

Calculate Entitlement

Enter employee details to calculate their UK statutory holiday entitlement

Employment Type

Employee Start Date (optional)

For pro-rata calculation of new starters

Bank Holidays

Some employers give bank holidays on top of the statutory minimum

Your Entitlement

Based on UK statutory minimum of 5.6 weeks per year

days annual leave

Breakdown

Statutory entitlement28 days

Bank holidays (included)8 days

Days worked per week5 days

Note: This calculator shows the UK statutory minimum. Many employers offer more generous holiday allowances.

Common scenarios

Holiday Entitlement Scenarios

Full-time Employee

Standard 5 days per week

28 days

5.6 weeks x 5 days = 28 days. This can include bank holidays, or bank holidays can be given on top.

Part-time (3 days/week)

Pro-rata entitlement

16.8 days

5.6 weeks x 3 days = 16.8 days. Bank holidays should also be pro-rated if included.

New Starter (6 months)

Joined mid-year

14 days

For someone joining halfway through the year: 28 days x (6/12) = 14 days remaining entitlement.

Irregular Hours

Variable schedule workers

Calculated method

Holiday accrues at 12.07% of hours worked. For each hour worked, 0.1207 hours of holiday is earned.

Compressed Hours

Full-time in fewer days

Based on days

Someone working 40 hours over 4 days gets 5.6 x 4 = 22.4 days, but each day is longer.

Zero Hours Contract

Variable workers

12.07% of hours

Holiday entitlement is calculated as 12.07% of hours worked, often paid as 'rolled-up' holiday pay.

UK Employment Law

UK Holiday Entitlement Law

Statutory Minimum

Under the Working Time Regulations 1998, all UK workers are entitled to a minimum of 5.6 weeks paid annual leave per year. For someone working 5 days a week, this equals 28 days.

Bank Holidays

There is no automatic right to take bank holidays off or to receive extra pay for them. Employers can include the 8 UK bank holidays within the 28-day minimum, or offer them on top. Check your employment contract for details.

Part-time Workers

Part-time workers are entitled to the same 5.6 weeks of holiday, but calculated on a pro-rata basis. Someone working 3 days per week would get 16.8 days (5.6 x 3 = 16.8).

Carrying Over Holiday

Only 1.6 weeks of the statutory entitlement can be carried over to the next year (unless your contract says otherwise). The remaining 4 weeks must be taken in the current holiday year or it may be lost.

Payment in Lieu

Workers cannot be paid instead of taking holiday, except when leaving a job. Upon termination, any unused holiday must be paid out.

Related HR Terms

Annual Leave Entitlement Bank Holidays

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