Annual Leave Calculation UK
Use this premium calculator to estimate statutory annual leave in days and hours, including pro rata entitlement for part-time workers or employees who only work part of the leave year. The calculation follows the common UK rule of 5.6 weeks’ paid holiday, subject to the statutory cap.
Annual Leave Calculator
How annual leave calculation works in the UK
Annual leave in the UK is usually based on a simple legal framework, but real-world calculations can become more complicated when you factor in part-time schedules, irregular work patterns, mid-year starters, leavers, and employers that handle bank holidays differently. In most standard cases, workers are entitled to 5.6 weeks of paid annual leave each leave year. For someone who works five days a week, that equals 28 days. For someone who works three days a week, that usually equals 16.8 days. This is why understanding leave in weeks is often more accurate than thinking about a fixed number of days.
The calculator above uses the core statutory principle: leave entitlement is based on working weeks, not simply on whether someone is full time or part time. This matters because UK law is designed to ensure part-time workers are not treated less favourably than comparable full-time workers. If a full-time worker gets 5.6 weeks, a part-time worker should also get 5.6 weeks, but their holiday is expressed in fewer days because they work fewer days per week.
What is the statutory minimum holiday entitlement?
For most workers in the UK, statutory paid holiday entitlement is 5.6 weeks per year. This comes from 4 weeks of leave under Working Time rules plus an additional 1.6 weeks under domestic law. Many employers describe this as 28 days for a full-time employee working five days a week. However, the number of days must be adjusted if someone works fewer or more days each week.
- 5 days per week x 5.6 weeks = 28 days
- 4 days per week x 5.6 weeks = 22.4 days
- 3 days per week x 5.6 weeks = 16.8 days
- 2.5 days per week x 5.6 weeks = 14 days
- 1 day per week x 5.6 weeks = 5.6 days
If a worker starts or leaves part way through the leave year, the entitlement is normally pro rated. A common straightforward approach is to multiply the full-year entitlement by the fraction of the leave year worked. For example, if an employee would receive 28 days for a full year but only works 6 months, the pro rata amount is 14 days.
Statutory leave examples by working pattern
| Working pattern | Statutory entitlement in weeks | Equivalent leave in days | Example in hours at 7.5 hours per day |
|---|---|---|---|
| Full-time, 5 days per week | 5.6 weeks | 28 days | 210 hours |
| Part-time, 4 days per week | 5.6 weeks | 22.4 days | 168 hours |
| Part-time, 3 days per week | 5.6 weeks | 16.8 days | 126 hours |
| Part-time, 2 days per week | 5.6 weeks | 11.2 days | 84 hours |
Bank holidays: included or additional?
One of the biggest sources of confusion is whether bank holidays are included in annual leave. In the UK, employers are not generally required to give bank holidays as extra paid leave on top of the statutory minimum. An employer can choose to include bank holidays within the 5.6-week entitlement. This is why many contracts say something like “28 days including bank holidays.” Others are more generous and offer “20 days plus bank holidays” or “25 days plus bank holidays.”
There are usually 8 bank holidays per year in England and Wales, though local arrangements can differ in Scotland and Northern Ireland. If those bank holidays are included, then a five-day worker might use part of their 28-day entitlement on those dates. If they are additional, the overall practical time off can be higher.
How to calculate pro rata annual leave
Pro rata holiday entitlement means adjusting the annual total to reflect only the part of the leave year that the employee actually works. This often applies when a worker joins after the leave year starts, leaves before it ends, or changes working pattern during the year.
- Work out the full-year leave entitlement.
- Identify how much of the leave year is actually worked.
- Multiply the full-year figure by that fraction.
- Apply any employer rounding policy if relevant.
Example: someone works 3 days a week and receives the statutory minimum. Their full-year entitlement is 3 x 5.6 = 16.8 days. If they work only 9 months of the leave year, then 16.8 x 9/12 = 12.6 days. Depending on employer policy, that may be rounded up, rounded to the nearest half day, or recorded in hours.
Why some employers calculate in hours instead of days
For workers with variable shift lengths, annual leave is often easier and fairer to manage in hours. A person working 7.5 hours per day and entitled to 28 days would receive 210 hours of leave. If they take one full day off, 7.5 hours are deducted. This avoids unfairness where one person’s “day” might be much longer than another’s.
Hourly calculations are especially useful in hospitality, healthcare, retail, logistics, and seasonal roles. They can also help payroll teams handle odd patterns such as compressed hours, rotating shifts, and mixed weekday or weekend schedules.
Annual leave and part-time workers
Part-time workers must not be treated less favourably simply because they work fewer hours or fewer days. Their entitlement should be proportionate to the time they work. The legal principle is equality of treatment, not equality of raw day counts. A part-time worker doing three days per week should still receive 5.6 weeks of leave, even though that translates into 16.8 days rather than 28.
This often causes misunderstandings when full-time employees compare “28 days” with a part-time colleague receiving a smaller number. In reality, both workers may be getting the same number of weeks off relative to their working schedule. The key question is not “How many calendar days are they getting?” but “How many working weeks does that amount to?”
Rounding rules and practical handling
There is often a decimal result. For example, 16.8 days is common for a three-day worker. Employers usually set out a policy for rounding, but many businesses now avoid rounding disputes by recording holiday in hours. If holiday is recorded in days, the contract or handbook should explain whether fractions are rounded up, down, or carried as decimals.
Comparison table: common annual leave arrangements in UK workplaces
| Leave package | Total days for 5-day worker | Bank holidays | Typical use in market |
|---|---|---|---|
| Statutory minimum | 28 | Usually included | Common baseline in smaller employers and entry-level roles |
| 20 days plus bank holidays | 28 total in practice | Additional to 20 | Very common office-based package in England and Wales |
| 25 days plus bank holidays | 33 total in practice | Additional to 25 | Common in professional, public, and larger private sector employers |
| 30 days plus bank holidays | 38 total in practice | Additional to 30 | Often used in senior, long-service, or highly competitive benefit packages |
The figures above reflect real market-style arrangements that job applicants frequently see in the UK. While only the first row is the legal floor, many employers offer additional contractual benefits to improve recruitment and retention. Public sector and university employers often sit toward the more generous end, while small firms may stay closer to the statutory baseline.
What happens when someone starts or leaves mid-year?
When an employee joins or exits during a leave year, annual leave is usually recalculated on a pro rata basis. Employers may allow leave to be taken in advance, but if the employee leaves before accruing enough entitlement, the employer may deduct excess holiday pay from final salary if the contract allows it. On the other hand, if the employee has accrued but untaken holiday, they are usually entitled to be paid for it on termination.
For example, if a five-day worker receives 28 days per year and leaves exactly 3 months into the leave year, accrued statutory leave would typically be 28 x 3/12 = 7 days. If they have already taken 10 days, there may be an overpayment issue. If they took only 4 days, they may be due payment for the remaining 3 days.
Irregular hours and shift workers
Holiday calculation can be more nuanced for workers with irregular schedules. The legal framework has evolved over time, and employers increasingly rely on hours-based methods or rolled-up style administrative approaches where law and guidance permit. In practice, the safest route is to check the worker’s contract, payroll approach, and the latest official guidance. For many standard employees, however, the weekly entitlement method remains the clearest benchmark.
Common mistakes people make
- Assuming every worker gets 28 days regardless of their pattern.
- Forgetting that 28 days is based on a five-day week.
- Ignoring pro rata adjustments for part-year service.
- Mixing up bank holidays that are included with bank holidays given in addition.
- Recording leave in whole days even when shift lengths vary significantly.
- Not checking the contract for enhanced leave above the statutory minimum.
Official guidance and legal sources
For the most reliable information, always check official or authoritative resources, especially if your situation involves irregular hours, maternity, sickness absence, carry-over rules, or termination of employment. Helpful references include:
- UK Government holiday entitlement guidance
- GOV.UK holiday entitlement calculator
- ACAS guidance on checking holiday entitlement
Frequently asked questions about annual leave calculation in the UK
Does 5.6 weeks always mean 28 days?
No. It only equals 28 days for someone who works 5 days per week. If you work 4 days per week, it is 22.4 days. If you work 3 days per week, it is 16.8 days.
Are bank holidays always extra?
No. Employers can include bank holidays within the statutory minimum, unless the contract provides something better. Always check the wording of the employment contract or staff handbook.
Can annual leave be shown in hours?
Yes. In fact, many employers use hours because it is more precise for variable shifts and part-time patterns. If your standard day is 7.5 hours and you get 28 days, that equals 210 hours.
What if I only work part of the year?
Your leave is usually reduced on a pro rata basis. Multiply the full-year entitlement by the fraction of the leave year worked. For example, if you work 8 months, use 8/12.
Can my employer give me more than the legal minimum?
Yes. Many employers offer enhanced contractual leave, such as 25 days plus bank holidays. The calculator above lets you estimate a custom leave package by changing the weeks entitlement.
Final thoughts
Annual leave calculation in the UK is easy to understand once you focus on the right unit: weeks. The standard legal minimum is 5.6 weeks, and the number of days depends on how many days the worker usually works each week. From there, pro rata adjustments, hourly conversions, and bank holiday treatment determine the practical figure seen on a contract or payslip. If you want a quick estimate, the calculator on this page gives you a reliable starting point for days and hours. If your case involves unusual hours, a change in schedule, or employment ending mid-year, it is worth checking official guidance or speaking to HR for a contract-specific answer.