Annual Leave Calculator UK
Calculate your UK statutory annual leave entitlement based on how many days or hours you work each week. See your holiday allowance with or without bank holidays, monthly accrual rate, and pro-rata entitlement for part-year employment.
Based on the Working Time Regulations 1998 - 5.6 weeks' statutory entitlement
Holiday Entitlement Calculator
Choose days for regular patterns, or hours for irregular or shift workers.
Number of days you work each week (e.g. 5 for full-time, 3 for part-time)
Check your contract to see whether bank holidays are part of your entitlement or given on top.
How to Use This Calculator
Enter Your Working Pattern
Choose whether to calculate in days or hours, then enter how many days or hours you work each week. Use days for regular patterns and hours for shift or irregular workers.
Set Bank Holidays & Period
Select whether bank holidays are included in your annual leave or given on top. If you started or are leaving mid-year, choose part-year and enter the months worked.
View Your Entitlement
See your total annual leave broken down into discretionary leave and bank holidays, plus monthly and weekly accrual rates and pro-rata figures if applicable.
UK Statutory Annual Leave at a Glance
Entitlement by Days Worked Per Week
| Days/Week | Entitlement | Monthly Accrual |
|---|---|---|
| 1 | 5.6 days | 0.47 days |
| 2 | 11.2 days | 0.93 days |
| 3 | 16.8 days | 1.4 days |
| 4 | 22.4 days | 1.87 days |
| 5 | 28 days | 2.33 days |
| 6 | 28 days | 2.33 days |
Statutory entitlement is capped at 28 days regardless of days worked.
Key Facts
- 5.6weeks is the statutory minimum annual leave for all UK workers
- 28days maximum statutory entitlement (full-time cap)
- 8bank holidays in England and Wales each year (may or may not be included)
- 1.6weeks (8 days) can be carried over to the next leave year
- 12.07%accrual rate for zero-hours and irregular hours workers
- Day 1entitlement starts from the first day of employment, including probation
How UK Annual Leave Is Calculated
Annual Leave = Days (or Hours) Per Week x 5.6UK statutory annual leave is governed by the Working Time Regulations 1998. Every worker is entitled to a minimum of 5.6 weeks' paid annual leave per year. This applies equally to full-time and part-time workers.
Calculation Examples
Full-time (5 days/week): 5 x 5.6 = 28 daysPart-time (3 days/week): 3 x 5.6 = 16.8 daysHours-based (20 hrs/week): 20 x 5.6 = 112 hoursThe calculation process follows these steps:
- Multiply your working pattern by 5.6 - this gives your base statutory entitlement in days or hours
- Apply the 28-day cap - for day-based calculations, the statutory entitlement cannot exceed 28 days, even if you work 6 or 7 days per week
- Factor in bank holidays - if your contract includes bank holidays within your annual leave, they form part of your 5.6 weeks; if additional, they are added on top
- Pro-rata if needed - for part-year employment, divide by 12 months and multiply by the months you will work
Pro-Rata Formula (Part-Year)
Pro-Rata Leave = (Full-Year Entitlement / 12) x Months WorkedExample: 28 days entitlement, starting in April (9 months remaining): (28 / 12) x 9 = 21 days
Frequently Asked Questions
How much annual leave am I entitled to in the UK?
All workers in the UK 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. This is the statutory minimum set by the Working Time Regulations 1998. Your employer may offer more than this, but never less. The entitlement is capped at 28 days maximum, so workers doing 6 or 7 days per week still receive 28 days.
Are bank holidays included in my annual leave entitlement?
It depends on your employment contract. There is no automatic legal right to have bank holidays off or paid. Your employer can choose to include the 8 UK bank holidays within your 5.6 weeks’ statutory entitlement, or they can offer them on top of the 28 days. Check your contract or staff handbook to see which applies to you.
How is annual leave calculated for part-time workers?
Part-time workers are entitled to the same 5.6 weeks’ annual leave, calculated pro rata based on the number of days or hours they work per week. For example, someone working 3 days a week is entitled to 3 × 5.6 = 16.8 days of annual leave. For workers with irregular hours, annual leave can be calculated in hours to ensure fairness.
How do I calculate annual leave for someone who starts mid-year?
If you join partway through the leave year, your annual leave is calculated on a pro-rata basis. Divide the full-year entitlement by 12 and multiply by the number of complete months remaining in the leave year. For example, starting in April with a January-to-December leave year means 9 months remaining, so a full-time worker would get (28 / 12) Ă— 9 = 21 days.
Can I carry over unused annual leave to the next year?
You can carry over up to 1.6 weeks (8 days for full-time workers) of unused statutory leave to the next leave year, unless your contract allows more. If you were unable to take leave due to sickness, maternity, or other statutory leave, you can carry it over but must use it within 18 months. Any contractual leave above the statutory minimum is governed by your employer’s policy.
How is annual leave calculated for zero-hours contract workers?
Zero-hours and irregular hours workers are entitled to 5.6 weeks’ annual leave. Their entitlement is typically calculated using the 12.07% accrual method: for every hour worked, they accrue 0.1207 hours of paid holiday. Alternatively, employers can use rolled-up holiday pay, adding 12.07% to each pay packet instead of providing separate paid time off.
Important Disclaimer
This calculator provides estimates based on the UK statutory minimum annual leave entitlement under the Working Time Regulations 1998. Your employer may offer more generous leave provisions. This tool does not account for contractual enhancements, company-specific leave policies, shift patterns with compressed hours, or other arrangements. For definitive guidance on your entitlement, consult your employment contract, your employer's HR department, or ACAS.