Holiday Pay Calculator
Calculate statutory holiday entitlement for 2026/27 — 5.6 weeks for regular hours, or 12.07% accrual for irregular and part-year staff.
The holiday pay calculator calculates how much holiday pay and statutory leave an employee is entitled to based on their working pattern and pay. The holiday pay calculator takes inputs such as working pattern, contracted or worked hours, hourly rate or salary, and start date for part-year employees. The holiday pay calculator applies the 5.6-week statutory entitlement and the relevant accrual method to determine both the leave owed and the pay value. The holiday pay calculator handles irregular hours by applying the 12.07% accrual method to hours actually worked, which keeps the result accurate for employees with variable earnings. The holiday pay calculator is accurate when the working pattern, pay, and complete 52-week pay history are entered correctly, and the holiday pay calculator gives employers a precise figure for the paid-leave cost on top of worked hours.
Working Pattern
Holiday Entitlement
—
Enter your details to see the breakdown.
Estimates only — verify with HMRC or a qualified accountant.
The formula behind holiday pay is a week's normal pay multiplied by the 5.6 weeks of statutory entitlement, pro-rated for the working pattern. For irregular-hours and part-year workers, the 12.07% accrual method applies, derived from 5.6 weeks divided by the remaining 46.4 working weeks, and the 12.07% accrual method gives holiday for every hour worked. The 52-week reference period averages a worker's pay over the past 52 paid weeks to set a week's pay for variable earnings, skips unpaid weeks, and counts earlier weeks instead. Holiday pay is calculated differently depending on employment type. Salaried staff receive their normal salary during the 5.6 weeks of leave with no separate calculation. Hourly workers are paid their average hourly rate over the 52-week reference period for each hour of leave. Part-time employees receive 5.6 weeks pro-rated to the days or hours they normally work. Holiday pay is the wage an employee receives during statutory paid annual leave, paid at the normal rate as a legal right, and full-time employees are entitled to 5.6 weeks, equal to 28 days including bank holidays, of paid leave per year. Holiday pay lets workers take rest without loss of income and creates a real on-cost that employers must factor into total employment costs.
Holiday pay for irregular and part-time staff is calculated using the 12.07% accrual method on hours actually worked, and part-year workers use the 12.07% accrual method since the 2024 reforms. Zero-hours workers accrue 12.07% of the hours they work as paid holiday, and employers can pay this as rolled-up holiday pay since April 2024, adding 12.07% to each payslip instead of paying during leave. Holiday pay is based on contracted hours for fixed patterns and on worked hours averaged over 52 weeks for variable patterns, and the working pattern decides which method applies. Employers should know the 5.6-week minimum, the 12.07% accrual for irregular staff, and the 52-week reference period for variable pay, because these rules apply regardless of contract type. The 5.6 weeks of statutory leave can include the 8 UK bank holidays unless the contract grants them on top, and bank holidays count toward the 5.6-week statutory entitlement unless the contract says otherwise. Holiday pay is one of several per-employee on-costs added to base salary alongside employer NI and pension contributions, and holiday pay connects to pro rata calculations for part-time and part-year pay. Keeping the calculation accurate for 2026/27 depends on using the current 5.6-week minimum, the 12.07% accrual, and an up-to-date 52-week pay history, so employers should use current-year figures and rules in the calculator.
What is the holiday pay calculator?
The holiday pay calculator is an online tool that calculates an employee's holiday entitlement and the pay due for that leave. The holiday pay calculator requires key inputs such as the working pattern, contracted or worked hours, pay or hourly rate, and start date for part-year staff. The holiday pay calculator provides outputs that include the statutory holiday entitlement in weeks or days and the holiday pay owed to the employee.
The holiday pay calculator handles regular, part-time, and irregular hours. The holiday pay calculator applies statutory rules to the data entered, which produces accurate results for different working arrangements. The holiday pay calculator's accuracy depends on the correct input of working patterns, hours, and pay, which makes the holiday pay calculator a reliable resource for employers to determine leave entitlements and associated costs.
What is the purpose of a holiday pay calculator?
The purpose of a holiday pay calculator is to give employers an accurate figure for the leave and holiday pay an employee is owed under UK law. The holiday pay calculator keeps employers compliant with statutory requirements and removes manual errors, in particular for irregular and part-time work patterns where pay and hours vary. The holiday pay calculator automates the calculation and helps employers apply the correct statutory method, because different employment patterns require particular calculation methods. The holiday pay calculator's accuracy prevents underpayment claims and tribunal exposure and maintains fair employment practices across all types of working arrangements.
How does the holiday pay calculator work?
The holiday pay calculator applies the 5.6-week statutory entitlement and the relevant accrual method to the hours and pay you enter. The holiday pay calculator takes the working pattern and pay details, applies 5.6 weeks for regular staff or the 12.07% accrual for those with irregular hours, and then calculates the pay for that leave. The holiday pay calculator gives each employee the correct amount of holiday pay based on their own working conditions.
The holiday pay calculator adjusts for part-year start dates and variable pay using the 52-week reference period. The holiday pay calculator averages the pay over the past 52 paid weeks, excludes unpaid weeks, and determines a week's normal pay. The 52-week reference period keeps the result accurate for employees with fluctuating earnings or those who join mid-year and keeps the result compliant with statutory requirements.
How does the calculator handle irregular hours?
For irregular hours, the holiday pay calculator applies the 12.07% accrual method to hours actually worked. The 12.07% accrual method serves zero-hours and part-year workers whose hours change each pay period. The holiday pay calculator makes holiday entitlement proportional to the actual hours worked rather than a fixed pattern. The 12.07% figure comes from dividing the statutory 5.6 weeks of holiday entitlement by the remaining 46.4 working weeks in a year. The 12.07% accrual method produces accurate holiday pay for workers with variable schedules and reflects the true amount of work performed.
How much holiday pay will an employee get?
Full-time statutory leave
5.6 weeks
28 days a year including bank holidays
An employee gets 5.6 weeks of paid leave a year, with the pay value set by their normal weekly pay. The statutory entitlement under UK law gives employees fair compensation during their leave period. The amount of holiday pay depends on the employee's weekly pay, working pattern, and the 52-week reference period for variable earnings. Salaried staff receive their regular salary during the leave with no separate calculation. Hourly workers and those with irregular work patterns have their holiday pay calculated based on their average hourly rate over the past 52 paid weeks. The 52-week reference period reflects variable earnings, such as overtime and shift allowances, in the holiday pay rate.
The figure calculated represents the paid-leave cost the employer carries on top of worked hours. Holiday pay is an added employment cost that employers must budget for as part of their total employment expense. For zero-hours and irregular-hours workers, holiday accrues at 12.07% of hours worked, which employers can now pay as rolled-up holiday pay since the April 2024 reforms. Rolled-up holiday pay lets employers add the entitlement straight to each payslip rather than paying it when leave is taken, which simplifies the payroll process and keeps the employer compliant with statutory requirements.
Is the holiday pay calculator accurate?
Yes, the holiday pay calculator is accurate when the working pattern, pay, and reference period are entered correctly. The holiday pay calculator applies current UK statutory rules, including the 5.6-week entitlement and the 12.07% accrual method for irregular workers, to deliver a reliable figure for both holiday entitlement and the pay due for that leave. The holiday pay calculator's accuracy relies on a complete 52-week pay history for variable-pay staff to average earnings well. If the pay data entered is incomplete, outdated, or spans fewer than 52 paid weeks, the holiday pay calculator output may not reflect the true entitlement. Employers should use up-to-date statutory rules and a full reference period to maintain accuracy, in particular as regulations continue to change into 2026 and 2027.
What is the formula behind holiday pay?
Holiday pay equals a week's normal pay multiplied by the 5.6 weeks of statutory entitlement, pro-rated for the working pattern. A week's pay is the employee's regular weekly earnings. For fixed-pattern workers, a week's pay is their contracted pay, while for variable-pay workers, a week's pay is the average over the past 52 paid weeks. The 5.6-week entitlement is the statutory minimum set by UK law, equivalent to 28 days for full-time staff working five days per week. The pro rata factor adjusts the entitlement proportionally for part-time employees based on the days or hours they normally work compared to full-time staff. The pro rata factor gives part-time workers a fair allocation of paid leave relative to their working pattern.
Formula
Holiday pay = A week's normal pay × 5.6 weeks (pro-rated) · Irregular = Hours × 12.07%
What is the 12.07% accrual method?
The 12.07% accrual method allocates holiday entitlement for every hour worked by an employee, for those with irregular hours or part-year contracts. The 12.07% accrual method comes from dividing the statutory 5.6 weeks of annual leave by the remaining 46.4 working weeks in a year. The 12.07% accrual method applies to workers whose schedules and hours vary, such as those on zero-hours contracts, and gives them fair holiday pay proportional to their actual hours worked.
What is the 52-week reference period for variable pay?
The 52-week reference period averages a worker's pay over the past 52 paid weeks to set a week's pay for variable earnings. The 52-week reference period makes holiday pay reflect a fair average rather than a single fluctuating week. The 52-week reference period skips unpaid weeks and counts earlier weeks instead to complete the 52 paid weeks. The 52-week reference period gives a full view of typical earnings and gives workers with variable pay holiday compensation that reflects their normal income patterns.
Salaried employees
Salaried employees receive their normal salary during the statutory 5.6 weeks of leave, with no separate calculation required. Salaried staff continue to receive their regular monthly or weekly salary during annual leave without any adjustments. The salaried method simplifies holiday pay administration for employers, because it requires no calculations or averaging of hours worked.
Hourly workers
Hourly workers are paid their average hourly rate over the 52-week reference period for each hour of leave. The hourly rate method makes the holiday pay reflect the worker's actual earnings pattern and accounts for variations in hours worked or hourly rates during the reference period.
Part-time employees
Part-time staff receive 5.6 weeks of statutory paid annual leave, pro-rated to the days or hours they normally work.
What Is Holiday Pay?
Holiday pay is the wage an employee receives during statutory paid annual leave. Holiday pay is a legal right in the UK that compensates employees at their normal rate of pay while taking time off. Holiday pay lets workers maintain their income during periods of rest, without financial loss. The statutory leave entitlement in the UK is 5.6 weeks per year, which equates to 28 days for full-time employees working five days a week. The statutory leave entitlement can include bank holidays, depending on the employment contract terms.
For employers, accurate holiday pay calculation is a compliance obligation. Holiday pay calculation must account for regular, part-time, irregular-hours, and zero-hours staff. Correct calculation matters because holiday entitlement begins accruing from the first day of employment. For employees with variable pay, holiday pay may need averaging using a 52-week reference period to keep the result fair and compliant with statutory requirements.
How Does Holiday Pay Work?
Employees accrue 5.6 weeks of paid leave each year and are paid their normal pay while taking it. The 5.6-week entitlement applies to all workers, including full-time, part-time, and those with irregular hours. Leave accrues from the first day of employment, so employees begin building their holiday entitlement at once. Employees receive their standard rate of pay during periods of annual leave. Workers on fixed salaries keep their usual salary. Employees with variable earnings have pay calculated based on an average over the previous 52 weeks. Holiday pay makes statutory rest carry no financial penalty and lets workers use their leave entitlement without a loss of income.
How Much Holiday Are Employees Entitled To?
Full-time employees are entitled to 5.6 weeks, equal to 28 days, of paid leave a year including bank holidays. The 5.6-week entitlement is the statutory cap for full-time staff under UK law. For part-time employees, the entitlement is calculated on a pro-rata basis relative to the days or hours they normally work. The pro-rata basis gives part-time staff fair access to leave compared to full-time employees. The 5.6-week entitlement can include the 8 UK bank holidays, although some employers offer bank holidays on top of the statutory minimum, depending on the employment contract.
What is the purpose of statutory holiday pay?
Statutory holiday pay lets workers take rest without loss of income. Statutory holiday pay provides financial stability during annual leave by guaranteeing employees receive their normal pay rate while on leave. Statutory holiday pay removes the dilemma of choosing between rest and maintaining earnings and makes paid leave open to all eligible employees regardless of contract type or working pattern.
Why Does Holiday Pay Matter for Employers?
Holiday pay matters because holiday pay is a legal obligation and a real on-cost added to every employee's wages. Under UK law, employers must provide workers with their statutory entitlement to paid annual leave, and incorrect calculation and payment carries real risk. Miscalculating holiday pay can lead to back-pay claims from current or former employees, employment tribunal exposure, and financial penalties.
Holiday pay represents a genuine added employment cost that sits on top of base wages. For every employee on the payroll, employers must budget for the cost of paying them while they are on leave, which means paying for time not worked. Employers must factor this on-cost into total employment budgets alongside other statutory costs such as employer National Insurance contributions and pension contributions. For businesses managing multiple employees with different working patterns, including part-time, zero-hours, and irregular-hours staff, the cumulative cost of holiday pay can be large and must be forecast and managed with care.
Employers must know that holiday pay obligations apply from day one of employment for almost all workers, regardless of contract type. The 2024 reforms permit rolled-up holiday pay for irregular-hours and part-year workers, and the 52-week reference period remains required for calculating variable pay, so staying compliant requires up-to-date knowledge of current rules and accurate record-keeping. Getting holiday pay wrong creates financial liability, damages employee relations, harms business reputation, and consumes management time in resolving disputes.
Who Is Entitled to Holiday Pay?
Almost all workers are entitled to holiday pay, including part-time, agency, and zero-hours staff. Entitlement starts from day one of employment. The legal right gives workers across different contract types statutory paid leave. Full-time, part-time, and temporary workers all share this entitlement, which provides a consistent approach to rest and recuperation without financial loss. Holiday pay covers a range of working arrangements and gives workers with irregular patterns the benefits of holiday pay.
How Is Holiday Pay Calculated for Irregular and Part-Time Staff?
Irregular and part-time staff accrue holiday using the 12.07% method on hours actually worked. The 12.07% method calculates holiday pay by applying 12.07% to each hour worked, which reflects the statutory leave entitlement of 5.6 weeks divided by the remaining 46.4 working weeks. Part-year workers, who work only during certain parts of the year, use the 12.07% accrual method since the April 2024 reforms. The 12.07% accrual method makes holiday pay reflect the actual hours worked and provides fair compensation for employees with variable schedules.
Holiday Pay for Zero-Hours Contracts
Zero-hours workers accrue 12.07% of the hours they work as paid holiday. Employers can pay this as rolled-up holiday pay since April 2024. Rolled-up holiday pay spreads the holiday compensation throughout the year, adds the percentage to each payslip rather than paying during leave periods, and provides flexibility for both workers and employers managing variable schedules.
Is Holiday Pay Based on Contracted or Worked Hours?
Holiday pay is based on contracted hours for fixed patterns and on worked hours averaged over 52 weeks for variable patterns. For employees with fixed working patterns, holiday pay is calculated using their contracted hours at the normal rate of pay. The contracted-hours method makes holiday pay reflect the hours specified in their employment contract. For workers with variable or irregular patterns, including zero-hours contracts, holiday pay is determined by averaging their actual worked hours over the previous 52 paid weeks. The averaging method captures variations in hours and pay and provides a fair reflection of typical earnings. The working pattern, whether fixed or variable, decides which calculation method applies, which keeps holiday pay determination accurate and fair.
What Should Employers Know About Holiday Pay Rules?
Employers should know the 5.6-week minimum entitlement, the 12.07% accrual method for irregular staff, and the 52-week reference period for variable pay. The three core pillars of UK statutory holiday pay rules apply regardless of contract type, whether the employee is salaried, hourly, part-time, zero-hours, or on a fixed-term agreement.
The 5.6-week minimum translates to 28 days for full-time staff and is the statutory floor that no contract can reduce. For workers with irregular hours or part-year patterns, the 12.07% accrual method replaced the old system in April 2024, so holiday accrues on every hour worked rather than being averaged across the year. For variable pay, such as commission, shift allowances, or fluctuating hourly rates, employers must average pay over the last 52 weeks of actual work, skip any unpaid weeks, and count earlier weeks instead. The 52-week reference period makes a week's pay reflect real earnings, not just base salary. Employers must know that rolled-up holiday pay is now legally permitted for irregular-hours and part-year workers, which allows the 12.07% to be added to each payslip with clear labeling. Bank holidays can be included within the 5.6-week entitlement unless the contract states that the contract grants them on top, and holiday pay must include regular payments tied to normal working duties, such as guaranteed overtime or status-based allowances. Miscalculating holiday pay carries real risk. Employees can bring tribunal claims for underpayment, often reaching back several years, and employers may face back-pay liability plus penalty costs. Accurate calculation means using up-to-date pay data, applying the correct accrual method for each working pattern, and aligning payroll systems with the reforms introduced in 2024 and any further updates expected through 2026/27.
Bank Holidays and the 5.6-Week Entitlement
The 5.6 weeks of statutory leave can include the 8 UK bank holidays unless the employment contract specifies otherwise. Under UK law, employers are not obligated to provide bank holidays as added leave beyond the statutory entitlement. Whether bank holidays count within the 5.6 weeks or come on top depends on the terms outlined in the employment contract. Employers should communicate the bank holiday terms in the contract so both parties understand the total leave entitlement. Yes, bank holidays count toward the 5.6-week statutory entitlement unless the contract grants them on top; if the contract is silent, the default position is that bank holidays form part of the total 28-day statutory entitlement for full-time workers.
Rolled-Up Holiday Pay After the 2024 Reforms
Rolled-up holiday pay is permitted for irregular-hours and part-year workers since the April 2024 reforms. Rolled-up holiday pay adds 12.07% to each payslip, which spreads holiday pay throughout the year rather than paying it during leave. Rolled-up holiday pay addresses the difficulty of calculating holiday pay for workers with varying hours, such as those on zero-hours contracts. Rolled-up holiday pay keeps the result transparent by listing the holiday pay component on each payslip.
How Holiday Pay Fits Into Pro Rata and Total Employment Costs
Holiday pay is one of several per-employee on-costs added to base salary alongside employer National Insurance and pension contributions. For full-time employees entitled to 5.6 weeks of paid leave, holiday pay represents approximately 10.77% of annual working time that must be paid but not worked, which directly increases total employment costs. The on-cost makes the employer account for statutory holiday pay as a mandatory added expense on top of gross wages.
For part-time and part-year workers, holiday pay is calculated on a pro-rata basis, proportional to the hours or days worked compared to full-time staff. The percentage cost stays consistent, while the absolute value scales with the working pattern. Employers should integrate holiday pay calculations with their Pro Rata Salary Calculator when determining the total cost of employing part-time staff. The integration factors base salary, pro-rated holiday entitlement using the 5.6-week or 12.07% accrual method, employer pension contributions, and employer National Insurance into budget planning. The full view of employment costs keeps forecasting accurate and prevents underfunding of statutory obligations, in particular when budgeting for irregular-hours workers or those on zero-hours contracts.
Keeping Your Holiday Pay Calculation Accurate for 2026/27
Accuracy in holiday pay calculations for 2026/27 relies on using the current 5.6-week statutory minimum, the 12.07% accrual method, and an up-to-date 52-week pay history. Employers must make the holiday pay calculator reflect the worker's current working pattern, pay period, and applicable leave-year rules. Accurate calculation includes any contractual entitlements above the statutory minimum.
Current-year figures and rules matter because employment laws change and change how holiday pay is calculated. An outdated 52-week reference period can lead to inaccuracies, in particular for workers with variable earnings or fluctuating hours. Calculations based on the most recent data let employers prevent underpayment claims and maintain compliance with statutory requirements. Current data safeguards against tribunal exposure and gives employees fair compensation.