Holiday Pay Calculator UK 2026/27
Work out your statutory holiday entitlement and pay, including irregular hours
UK statutory holiday entitlement
- Minimum entitlement: 5.6 weeks of paid holiday per year for full-time workers, capped at 28 days even if you work more than 5 days a week
- Fixed hours workers: multiply your days worked per week by 5.6 to get your annual entitlement in days
- Irregular hours and zero-hours workers: holiday accrues at 12.07% of hours worked (this is 5.6 weeks ÷ 46.4 remaining working weeks), often paid as "rolled-up holiday pay" added to each payslip
- Part-time workers: entitled to the same 5.6 weeks pro-rated for their working pattern — e.g. someone working 3 days/week gets 16.8 days (3 × 5.6)
Worked example: fixed hours
Someone working 5 days a week with a daily rate of £120:
| Days worked per week | 5 |
| Statutory entitlement (5 × 5.6) | 28 days |
| Daily rate | £120.00 |
| Total holiday pay value | £3,360.00 |
Worked example: irregular hours (12.07% method)
A zero-hours worker who worked 1,200 hours in the year at £15/hour:
| Total hours worked | 1,200 |
| Holiday accrual (12.07% of hours) | 144.8 hours |
| Hourly rate | £15.00 |
| Total holiday pay value | £2,172.00 |
Frequently asked questions
Full-time workers get a minimum of 5.6 weeks (28 days) of paid holiday per year. Part-time workers get the same 5.6 weeks pro-rated to their working pattern.
For irregular hours and zero-hours workers, holiday entitlement is calculated as 12.07% of hours worked, since 5.6 weeks of holiday is equivalent to 12.07% of the 46.4 weeks remaining in a working year.
Rolled-up holiday pay means holiday pay is added to each payslip as an extra 12.07% on top of wages, rather than being paid separately when the worker takes leave. This is a legal option for irregular hours workers.
No — 5.6 weeks (capped at 28 days) is the legal minimum in the UK. Many employers offer more as a contractual benefit, but cannot offer less than the statutory minimum.
📄 Official sources
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Results are estimates based on 2026/27 HMRC and DWP rates and are intended as a guide only. They do not constitute financial, tax, or employment law advice. Always verify with HMRC, ACAS, or a qualified adviser for your specific circumstances.