What is the statutory minimum annual leave in the UK?

Most workers get 5.6 weeks’ paid holiday a year. For someone working five days a week that is usually 28 days including bank holidays, depending how your contract words it.

How is part-time holiday calculated?

Part-time workers get pro-rata holiday based on how many days per week they work compared with a full-time equivalent. Example: 3 days/week × 5.6 ≈ 16.8 days statutory.

Are bank holidays automatic extra days?

Not necessarily. Some contracts include bank holidays inside the 5.6 weeks; others add them on top. Read your contract and employer policy.

What about irregular hours or zero-hours?

Since April 2024, holiday for irregular hours and part-year workers uses an accrual method based on hours worked (typically 12.07% of hours worked for the statutory minimum). This simple days-per-week calculator is a quick estimate, not for those cases.

How do I calculate bank holiday entitlement for part-time workers?

If bank holidays are included in the 5.6 weeks, part-timers get a pro-rata share — they do not automatically get every Monday bank holiday off. If your contract adds bank holidays on top, check whether part-timers receive them only when the holiday falls on a normal working day.

How is holiday accrual calculated for part-year workers?

Part-year and irregular-hours workers generally accrue holiday as a percentage of hours worked in the leave year rather than a fixed days-per-week figure. Use employer payroll guidance or GOV.UK irregular-hours notes for exact accrual.

Is this the same as the HMRC / GOV.UK holiday calculator?

No. CalcEvery provides an independent planning estimate based on the 5.6-week statutory floor. For official checks, use GOV.UK tools and your contract.

How many holidays do I accrue per month full-time?

A rough full-time planning shortcut is 28 statutory days ÷ 12 ≈ 2.33 days per month if leave is taken evenly — contracts and carry-over rules can change this.

Last updated: 07.08.2026

United Kingdom

UK Holiday Entitlement Calculator 2026 — Part-Time & Irregular Hours

Independent estimate of UK statutory holiday (5.6 weeks). Part-time pro-rata, bank holidays, and irregular-hours notes — not the GOV.UK tool.

Statutory minimums only. Contracts, part-year and irregular hours rules differ. Bank holiday treatment varies. Not legal advice. This is an independent estimate, not an official GOV.UK calculator.

Statutory days (estimate)

Working days per week you usually work.

Minimum statutory leave: 28 days

Minimum statutory paid annual leave in Great Britain is 5.6 weeks (including bank holidays treatment varies by contract). This tool estimates working-day entitlement from your days per week; verify with gov.uk and your contract.

Part-time & compressed hours (long-tail scenarios)

This independent calculator focuses on common planning questions that head-term “holiday entitlement calculator” pages often bury:

3-day week: 3 × 5.6 = 16.8 statutory days.
4-day compressed week: still 5.6 × working days pattern — confirm whether bank holidays sit inside or outside the pot.
Term-time only: often needs hours-based accrual, not a simple days × 5.6 shortcut.

Always cross-check your written contract. For related planning see maternity pay and notice period.

Irregular hours & zero-hours (April 2024 rules)

For irregular hours and part-year workers, UK rules moved toward accruing leave from hours worked rather than a fixed annual days figure. A common statutory shorthand is about 12.07% of hours worked for the minimum entitlement — payroll systems implement the detail.

If your pattern changes every week, treat this page’s days-per-week estimate as a rough full-time/part-time baseline only, then confirm with HR or GOV.UK irregular-hours guidance.

Working Time Regulations and 5.6 weeks

UK law sets a minimum paid annual leave entitlement for most workers. The familiar shortcut multiplies working days per week by 5.6 to estimate total statutory days for a stable Monday–Friday pattern. Employers may offer more than the minimum.

Bank holidays can be counted within statutory leave or in addition, depending on the contract.