Holiday Entitlement Calculator 2026/27

For leave years starting on or after 1 April 2024, irregular hours workers (whose paid hours are wholly or mostly variable, such as zero-hours or casual contracts) and part-year workers (such as term-time staff with unpaid weeks off) accrue holiday at 12.07% of the hours worked in each pay period. This method was introduced by regulations for Great Britain; Northern Ireland has its own working time rules, so check nidirect if you work there.

The 12.07% comes from 5.6 weeks of leave divided by the 46.4 weeks a year left for working. Working 100 hours in a month builds up 12.07 hours of holiday, which GOV.UK rounds to the nearest hour: 12 hours. Working 30 hours in a week builds up 3.62 hours, rounded up to 4, because half an hour or more rounds up.

Rolled-up holiday pay. For these workers only, an employer may instead pay an extra 12.07% of pay with every pay packet rather than paying when holiday is taken. It must appear as a separate line on each payslip. GOV.UK works it as pay divided by 100 (to the penny), times 12.07: £500 of pay gives £60.35 of rolled-up holiday pay. Regular-hours workers, full or part-time, cannot have holiday pay built into their hourly rate.

This calculator follows the method in GOV.UK's own holiday entitlement calculator:

• Starters get one-twelfth of the full-year entitlement for each month to the end of the leave year, counting the start month, and the result is rounded up to the nearest half day. Starting on 13 July with a 1 January leave year on three days a week gives 6 months, so 8.4 days, rounded up to 8.5.
• Leavers get the share of the year by days: days from the start of the leave year to the leaving date, inclusive, divided by the days in the leave year. This is not rounded. Leaving on 30 June on a five-day week gives 181 / 365 x 28 = 13.88 days.
• Starting and leaving in the same leave year uses the days employed, inclusive, divided by the days in the leave year.

If you leave with statutory holiday untaken, your employer must pay you for it in your final pay, even if you are dismissed. If you have taken more than you built up, they can only deduct the excess if you agreed to that in writing beforehand. Your employer may use a slightly different but equally fair approach, such as pro-rating the first month by days, so check your contract.

There is no legal right to paid leave on bank holidays. Employers can count bank holidays as part of the 5.6-week statutory minimum, which is why many full-time contracts say "20 days plus bank holidays": with the 8 bank holidays England and Wales usually have, that is the statutory 28. Scotland and Northern Ireland have more bank and public holidays, so enter your own number. Others give bank holidays on top.

Tick or untick the bank holiday box above to see how many days you are free to book yourself and your total paid days off. Part-time workers should count only the bank holidays that fall on their usual working days.