UK holiday entitlement calculator

5.6 weeks a year under the Working Time Regulations 1998. For someone on five days a week that is 28 days, and 28 days is the statutory cap however many days a week they work. Bank holidays can be included in the 5.6 weeks if the contract says so; there is no separate right to them.

5.6 multiplied by the days worked each week. Three days a week is 16.8 days; round up to 17. Someone on four days gets 22.4, so 23. The cap of 28 only bites at five or more days.

Multiply the full-year figure by the part of the leave year left when they start. Join halfway through a January-to-December leave year on five days a week and it is 14 days. Round part days up in the employee's favour. Guidance, not legal advice.

For leave years starting on or after 1 April 2024, irregular-hours and part-year workers accrue holiday at 12.07% of the hours worked in each pay period, and it can be paid as rolled-up holiday pay with the pay itself if you choose. 12.07% is 5.6 weeks divided by the 46.4 weeks left in a year once holiday is taken out.

Up to 1.6 weeks of the 5.6 can be carried into the next year if the contract allows it; the four weeks that come from EU-derived law generally cannot, except where someone could not take it because of sickness or family leave. A written policy stops the argument. Guidance, not legal advice.