Free toolsHoliday entitlement
Holiday entitlement calculator for UK staff
Statutory holiday for full-time, part-time and irregular-hours staff: the 5.6-week rule, the 28-day cap and part-year starters, worked out in front of you.
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Worked examples
Holiday a year
16.8days· 134.4 hours
- 3 days × 5.6 weeks16.8 days
- Under the 28-day cap16.8 days
- × 8 h a day134.4 h
- Statutory entitlement16.8 days
Based on GOV.UK statutory rules. Whether the 8 bank holidays sit inside the 28 days is set by the contract. Not legal advice.
How statutory holiday is worked out
The rules are short once they’re laid out. Here they are on one example: Priya, who works three days a week and starts with three months of the leave year left.
GOV.UK: Holiday entitlementAlmost every worker is entitled to 5.6 weeks’ paid holiday a year.
5.6 weeks
For a fixed pattern, multiply the days they work each week by 5.6.
3 × 5.6 = 16.8 days
Cap it at 28 days, the statutory maximum, however many days they work.
16.8 is under 28
Starting or leaving partway through the leave year? Pro-rate by the months they’re with you.
16.8 × 3⁄12 = 4.2 days
For irregular or zero hours, holiday builds up at 12.07% of the hours worked.
120 h × 12.07% = 14.48 h
Whether the 8 bank holidays sit inside the 28 days is up to the contract.
Check the contract
When it’s the whole team, keep the balances for you.
Weekola keeps each person’s allowance and what’s left of it, pro-rates new starters, and shows approved leave on the rota while you plan, so a holiday never turns into a surprise gap.
14-day trial No payment details required
- Requests and approvals in one place, with the balance in view
- Balances that update as leave is approved
- Approved leave on the rota while you build the week
Or just ask Weekola Brain“How much holiday has Anna got left?”
Questions, answered.
Part-time and zero-hours holiday, new starters, bank holidays and the 28-day cap.
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How much holiday are staff entitled to in the UK?
Almost all workers are legally entitled to 5.6 weeks' paid holiday a year. For someone working a 5-day week that is 28 days, which is also the statutory maximum you have to give. Employers can offer more as a contractual benefit.
How do I calculate part-time holiday entitlement?
Multiply the number of days worked per week by 5.6. For example, 3 days a week gives 16.8 days a year. The 28-day cap still applies, so no part-time pattern produces more than 28 statutory days.
How does holiday work for zero-hours or casual staff?
For staff with irregular hours, holiday builds up at 12.07% of the hours they actually work. So 100 hours worked accrues about 12.07 hours of paid holiday. This calculator estimates that accrual for you.
How do I pro-rate holiday for someone who starts mid-year?
Work out the full-year entitlement, then multiply by the share of the leave year remaining. Someone entitled to 28 days who joins with 6 months left gets roughly 14 days. Tick the part-year option in the calculator to estimate it.
Are bank holidays included in the 28 days?
The 5.6 weeks (28 days) can include bank holidays — it is up to your contract. Some employers count the 8 UK bank holidays within the 28, others give them on top. Check the contract before promising extra days.
Is the 28-day cap the same for everyone?
The statutory cap is 28 days regardless of how many days a week someone works. A person working 6 or 7 days a week still only has a statutory minimum of 28 days, though you can offer more.
Does this calculator handle holiday pay?
No. It estimates entitlement in days or hours, not the amount of pay. Holiday pay is usually based on average weekly earnings, especially for staff with variable hours. Use payroll for the pay figure.
Can Weekola track holiday balances across my team?
Yes. Weekola's leave management keeps requests, approvals and remaining balances visible, and shows approved leave while you build the rota so you spot cover gaps before they happen.
Is this a substitute for legal advice?
No. It is a planning estimate based on GOV.UK statutory rules. For contractual terms, term-time contracts, or disputes, check GOV.UK guidance or take professional advice.