Additional Holiday Pay Calculator 2026/27
What do you want to work out?
Holiday pay with overtime and commission
Irregular hours or part-year (12.07%)
Back pay if holiday was underpaid
£
Contracted hours multiplied by the basic hourly rate.
£
Regular overtime, commission and length-of-service or qualification payments. Leave out one-off bonuses.
Use 52 paid weeks. If a week had no pay, count back another week (up to 104 weeks).
5.6 is a full leave year. The first 4 weeks must be paid at normal pay.
£
£
Used for the average week's pay. Only count weeks in which you were paid.
£
Use the annual figure from the overtime tab, or your own estimate.
The two-year limit is a Great Britain rule. Northern Ireland differs, so check with the Labour Relations Agency.
Holiday pay for the leave
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Estimates for guidance only. Holiday pay law is detailed and tribunals decide each case on its facts. Speak to ACAS (0300 123 1100) or an employment adviser before making or defending a claim.
Official sources
Frequently asked questions
What is additional holiday pay (AHP)?▼
Additional holiday pay is the extra pay a worker is owed when their holiday pay should include more than basic pay. For regular-hours workers it is the difference between basic pay and normal pay, which includes regular overtime, commission and similar payments, for the first four weeks of statutory leave. For irregular-hours and part-year workers it is often paid as a rolled-up 12.07% on top of pay for hours worked.
Does holiday pay include overtime?▼
Regular overtime does. GOV.UK says a worker's normal rate of pay includes commission, regular overtime payments and payments linked to length of service or professional qualifications. It does not usually include bonus payments. Workers with regular hours must be paid at least 4 weeks of their statutory leave at that normal rate, and the remaining 1.6 weeks at a basic rate.
How is a week's pay worked out for irregular hours?▼
For irregular-hours and part-year workers, a week's pay is the worker's average pay over the previous 52 weeks, counting only weeks in which they were paid. If a week had no pay you count back another week, up to a maximum of 104 weeks. If there are fewer than 52 weeks of pay, use the average for the full weeks worked.
What is rolled-up holiday pay and is it legal?▼
Rolled-up holiday pay means adding an amount for holiday to each payslip instead of paying it when leave is taken. Employers can use it for irregular-hours and part-year workers whose leave year began after 31 March 2024. They cannot use it for regular-hours workers, full or part-time. The amount is 12.07% of pay for hours worked, and it should be shown separately on the payslip.
How far back can I claim underpaid holiday pay?▼
In England, Wales and Scotland, a tribunal claim for unlawful deduction from wages is generally limited to underpayments in the two years before the claim. A series of underpayments can be broken by a gap of more than three months, although the Supreme Court has said the question depends on the circumstances. A first-instance tribunal has questioned the two-year cap, so check current law with ACAS or an adviser. Northern Ireland has different rules.
How long do I have to bring a claim?▼
The time limit for unlawful deduction from wages claims was three months less a day. For events on or after 1 October 2026 it becomes six months less a day under the Employment Rights Act 2025, and for a series of deductions the clock runs from the last one. Early conciliation through ACAS pauses the clock, and it must start before you issue a claim.
Do employers have to keep holiday records?▼
Yes. From 6 April 2026 employers must keep detailed records of annual leave and holiday pay for at least 6 years from the date they were made, including the days of leave taken and how much holiday pay was paid. Employers can choose how to keep them, but may face a fine if they cannot show they do.