Holiday Entitlement Calculator UK (2026/27): Pro-Rata Annual Leave, 12.07% Irregular Hours & Bank Holidays
Calculate exact UK statutory (5.6 weeks / 28 days) or enhanced contractual annual leave in days, hours, and exact hours + minutes. Split pro-rata bank holidays across England & Wales (8), Scotland (9), and Northern Ireland (10), calculate 12.07% irregular-hours and zero-hours accrual (plus rolled-up holiday pay in £), or work out mid-year starter & leaver holiday pay (£) on one screen.
Built by R.K. · Last verified: · Checked against GOV.UK Statutory Holiday Entitlement Rights, DBT Holiday Pay & 12.07% Reforms (Regs 15B & 16A), and ACAS Calculating Holiday Entitlement Guidance.
🧮 Interactive UK Annual Leave, Bank Holiday & 12.07% Accrual Calculator
Step 1: Working Pattern & Contractual Leave Package
E.g. 5 for full-time, 3 or 4 for part-time, 4 for compressed.
7.5h = 37.5h FTE week · 8h = 40h FTE week · 9.375h = 4-day compressed.
Auto-updates from Days × Hours/Day, or enter custom weekly hours.
Typically 37.5 hours (7.5h × 5) or 40 hours (8h × 5).
Plus your selected UK nation’s bank holidays (8, 9, or 10).
Checks how many bank holidays are deducted from your pro-rata pot.
Your UK Annual Leave & Bank Holiday Verdict
Total Annual Leave (Exact Days)
16.80 days
16 days, 6 hrs, 0 mins (at 7.5h/day)
Total Annual Leave (In Hours)
126.00 hrs
5.6 weeks × 22.50 hrs/week
Pro-Rata Bank Holiday Share
4.80 days
36.00 hrs (60% of 8 E&W bank holidays)
Bookable Core Leave (Excl. BH Share)
12.00 days
90.00 hrs · Rounded up: 17.0 days total
Full-Time Equivalent (FTE) Ratio60.0% FTE (0.60)
Exact Days + Hours + Minutes Breakdown16 days, 6 hrs, 0 mins
If Employer Rounds Up to Nearest Half-Day17.0 days
Regulation 13 (4 Wks) vs. Reg 13A (1.6 Wks) Split12.00d Reg 13 + 4.80d Reg 13A
Monday Bank Holiday Impact (ACAS Fairness Rule)Deducts ~6 BHs if working Mon + Fri
Step 1: Irregular-Hours / Zero-Hours Pay Period Details (WTR Reg 15B)
Enter hours worked in the week, month, or year-to-date.
Used to calculate Rolled-Up Holiday Pay (Reg 16A) in £.
Formula:
Leave Weeks ÷ (52 − Leave Weeks) × 100.
Both methods are lawful for leave years starting 1 April 2024+.
12.07% Irregular-Hours & Rolled-Up Pay Verdict
ACAS Rounded Holiday Accrued
17 hrs
Exact: 17.14 hrs (17 hrs, 8 mins)
Rolled-Up Holiday Pay Uplift (£)
£231.38
12.07% uplift on £1,917.00 base pay
Total Payslip Gross (Base + Holiday)
£2,148.38
Effective hourly rate: £15.13/hr
Statutory Accrual Percentage
12.07%
5.6 wks ÷ 46.4 working wks (Reg 15B)
Base Pay for Hours Worked£1,917.00
Exact Unrounded Holiday Accrued (Hours & Mins)17.14 hrs (17h 8m)
ACAS 30-Minute Rule Rounded Hours17 whole hours
52-Week Reference Period Avg (Sick/Maternity Leave)Uses 52-wk average hrs
Step 1: Leave Year Dates, Join/Leave Date & Taken Leave
Commonly 1 Jan or 1 Apr (UK tax/financial year).
End of the 12-month holiday year (365 days).
If already employed before the leave year started, keep as Leave Year Start.
If a new starter staying all year, set to Leave Year End.
Your full-year pro-rata entitlement (e.g. 28d FTE or 16.8d part-time).
Include any bank holidays taken off during your employment window.
E.g. £35,100 salary ÷ 260 working days = £135.00/day (or 7.5h × £18/hr).
Starter / Leaver Accrued Holiday & Payout (£) Verdict
Final Payslip Holiday Payout (£)
+£579.15
4.29 untaken days × £135.00/day
Exact Pro-Rata Accrued Leave
22.29 days
290.6 days employed ÷ 365 days (79.6%)
Remaining Untaken Leave Balance
+4.29 days
22.29 accrued minus 18.00 taken
1st-Year 1/12th Monthly Accrual
23.5 days
10 months started (rounded to ½ day)
Proportion of Leave Year Employed291 / 365 days (79.7%)
Exact Accrued Leave (No Rounding Down Allowed)22.32 days
If Rounded Up to Nearest Half-Day (1st Year Rule)22.50 days
WTR Reg 14(4) Clawback Rule (If Overtaken)Requires written contract clause
✅ Key UK Statutory Rule (Working Time Regulations 1998 & ACAS 2026/27): Under UK employment law, an employer can never round statutory holiday entitlement down. Fractional days (such as 16.8 days for a 3-day-a-week worker) must either be given in exact hours and minutes (16 days and 6 hours on a 7.5-hour shift) or rounded up to the nearest half day (17.0 days). For irregular-hours and part-year workers on leave years starting on or after 1 April 2024, statutory leave accrues at 12.07% of hours worked in each pay period under Regulation 15B.
Quick Answer: How do you calculate UK holiday entitlement in 2026/27?
Almost all UK workers are legally entitled to 5.6 weeks of paid holiday per year. To calculate statutory leave for a fixed-days worker, multiply the number of days worked per week by 5.6 (capped at 28 days for 5 or more days a week: 1 day = 5.6 days, 2 days = 11.2 days, 3 days = 16.8 days, 4 days = 22.4 days, 5 days = 28 days). If your staff work irregular hours, zero-hours, or part-year (term-time) contracts, multiply the hours worked in each pay period by 12.07% under Regulation 15B of the Working Time Regulations 1998.
1. UK Pro-Rata Holiday Entitlement & Bank Holiday Table (1 to 5 Days a Week)
Whether your employment contract offers the 5.6-week statutory minimum (28 days FTE including bank holidays) or an enhanced package such as 25 days + 8 bank holidays (33 days FTE), here is the exact pro-rata breakdown for part-time and full-time staff on a standard 7.5-hour working day (37.5-hour FTE week):
| Days Worked / Week | FTE Ratio (Hours / Wk) | Statutory 5.6 Wks (28d FTE) | Exact Days + Hours (at 7.5h/day) | Pro-Rata Bank Holiday Share (E&W 8 BH) | Enhanced 25d + 8 BH (33d FTE) |
|---|---|---|---|---|---|
| 1 Day / Week | 20% FTE (7.5 hrs) | 5.60 days (42.0 hrs) | 5 days, 4 hrs, 30 mins | 1.60 days (12.0 hrs) | 6.60 days (49.5 hrs) |
| 2 Days / Week | 40% FTE (15.0 hrs) | 11.20 days (84.0 hrs) | 11 days, 1 hr, 30 mins | 3.20 days (24.0 hrs) | 13.20 days (99.0 hrs) |
| 2.5 Days / Week | 50% FTE (18.75 hrs) | 14.00 days (105.0 hrs) | 14 days, 0 hrs, 0 mins | 4.00 days (30.0 hrs) | 16.50 days (123.75 hrs) |
| 3 Days / Week | 60% FTE (22.5 hrs) | 16.80 days (126.0 hrs) | 16 days, 6 hrs, 0 mins | 4.80 days (36.0 hrs) | 19.80 days (148.5 hrs) |
| 3.5 Days / Week | 70% FTE (26.25 hrs) | 19.60 days (147.0 hrs) | 19 days, 4 hrs, 30 mins | 5.60 days (42.0 hrs) | 23.10 days (173.25 hrs) |
| 4 Days / Week | 80% FTE (30.0 hrs) | 22.40 days (168.0 hrs) | 22 days, 3 hrs, 0 mins | 6.40 days (48.0 hrs) | 26.40 days (198.0 hrs) |
| 4.5 Days / Week | 90% FTE (33.75 hrs) | 25.20 days (189.0 hrs) | 25 days, 1 hr, 30 mins | 7.20 days (54.0 hrs) | 29.70 days (222.75 hrs) |
| 5+ Days / Week (Full-Time) | 100% FTE (37.5 hrs) | 28.00 days (210.0 hrs) | 28 days, 0 hrs, 0 mins | 8.00 days (60.0 hrs) | 33.00 days (247.5 hrs) |
2. How Part-Time Bank Holidays & Compressed Hours Work (The “Monday Trap”)
One of the most common HR disputes in the UK is how to treat bank holidays for part-time and compressed-hours staff. In England and Wales, 6 out of the 8 annual bank holidays fall on a Monday (Early May, Spring, Summer, Easter Monday, plus substitute bank holidays when Christmas Day, Boxing Day, or New Year’s Day fall on a weekend—such as Monday 28 December 2026 for Boxing Day, and Monday 27 December & Tuesday 28 December 2027).
- Why “Only Get Bank Holidays That Fall on Your Working Days” Is Unlawful: Under the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000 and ACAS Bank Holiday Guidance, a Tuesday–Thursday part-timer would miss almost every bank holiday if they only received bank holidays falling on their working days, while a Monday–Wednesday worker would get 6 out of 8.
- The Correct Pro-Rata Bank Holiday Pot Method: Give every part-time worker a pro-rata bank holiday allowance inside their total leave pot (for example, a 3-day worker gets
3/5 × 8 = 4.8 bank holiday daysadded to their core leave). Whenever a bank holiday falls on a day they normally work (such as a Monday), they deduct 1 day (or 1 shift’s hours) from their total holiday pot. - Compressed Hours (e.g. 37.5 Hours Across 4 Days of 9.375 Hours): Always calculate compressed hours in hours, not days! A full-time employee working 37.5 hours across four 9.375-hour shifts gets
5.6 × 37.5 = 210 hoursof leave (which equals 22.4 shifts of 9.375 hours). Each bank holiday falling on one of their 9.375-hour working days deducts 9.375 hours from their 210-hour pot.
3. The 12.07% Rule & Rolled-Up Holiday Pay (WTR Regulations 15B & 16A)
Following the Supreme Court’s Harpur Trust v Brazel ruling and the government’s subsequent reform under the Employment Rights (Amendment, Revocation and Transitional Provision) Regulations 2023, Regulations 15B and 16A of the Working Time Regulations 1998 introduced two statutory rules for irregular-hours workers (such as zero-hours and casual bank staff) and part-year workers (such as term-time workers paid across 12 months):
- 12.07% Pay-Period Accrual (Regulation 15B): Because the statutory minimum holiday is 5.6 weeks out of a 52-week year, there are
52 − 5.6 = 46.4 working weeks. Dividing 5.6 by 46.4 equals 12.0689% (rounded to 12.07%). At the end of each pay period, the worker accrues 12.07% of the hours they worked in that period (capped at 28 days per year). Under ACAS rules, fractions of an hour under 30 minutes round down to the nearest hour and 30 minutes or more round up. - Rolled-Up Holiday Pay (Regulation 16A): For irregular-hours and part-year workers only (never fixed full-time or fixed part-time staff), employers may pay holiday pay as they go by adding a 12.07% uplift to all qualifying pay in every pay period, provided it is clearly itemized as a separate line on the payslip.
4. UK Nation Bank Holiday Dates for 2026 & 2027 (England, Wales, Scotland & NI)
| UK Nation | Standard Bank Holidays / Year | Key 2026–2027 Substitute & Regional Bank Holidays |
|---|---|---|
| 🏴 England & Wales | 8 Bank Holidays | 2026: Boxing Day falls on Saturday 26 Dec → Substitute Bank Holiday on Monday 28 Dec 2026. 2027: Christmas Day & Boxing Day fall on Sat/Sun → Substitute Bank Holidays on Mon 27 Dec & Tue 28 Dec 2027. |
| 🏴 Scotland | 9 Bank Holidays | Adds 2 January (New Year Holiday) and St Andrew’s Day (Monday 30 Nov 2026 & Tuesday 30 Nov 2027). Does not observe Easter Monday as a statutory bank holiday. |
| 🇬🇧 Northern Ireland | 10 Bank Holidays | Includes all 8 England/Wales bank holidays plus St Patrick’s Day (17 March) and Battle of the Boyne / Orangemen’s Day (Monday 13 July 2026 substitute & Monday 12 July 2027). |
Frequently Asked Questions: UK Holiday Entitlement & Annual Leave (2026/27)
Does the 28-day statutory minimum include UK bank holidays?
Yes, it can. Under the Working Time Regulations 1998, there is no automatic statutory right to paid time off on bank holidays—your employer can include the 8 (or 9/10) bank holidays inside your 28-day statutory minimum (for example, 20 days bookable leave + 8 bank holidays = 28 days), or offer bank holidays on top of your core leave (such as 25 days + 8 bank holidays = 33 days). Check the exact wording of your employment contract.
What is the difference between Regulation 13 (4 weeks) and Regulation 13A (1.6 weeks) leave?
Your 5.6 weeks of statutory leave is split into two legal pots: 4 weeks of Regulation 13 leave (20 days for a 5-day worker), which must be paid at your “normal” remuneration rate (including regular overtime, commission, and shift allowances averaged over 52 paid weeks), and 1.6 weeks of Regulation 13A additional leave (8 days for a 5-day worker), which can be paid at basic pay unless your contract states otherwise.
How many days of holiday can I carry over into the next leave year?
Normally, the 4 weeks of Regulation 13 statutory leave must be taken in the current leave year unless you could not take it due to maternity/family leave (up to 5.6 weeks carries over) or long-term sickness (up to 4 weeks carries over for up to 18 months). The 1.6 weeks of Regulation 13A leave (8 days FTE) and any enhanced contractual leave above 28 days can be carried over if agreed in writing in your contract or staff handbook.
How does the 1/12th monthly accrual rule work for new starters?
Under Regulation 15A of the Working Time Regulations 1998, during a fixed-hours worker’s first 12 months of employment, an employer can restrict the amount of leave the worker can book at any point to 1/12th of their annual entitlement on the first day of each month worked, rounded up to the nearest half day. If the worker leaves mid-year, their final payout is still calculated on the exact proportion of the leave year employed under Regulation 14.
Can my employer deduct money from my final pay if I took too much holiday?
Only if there is a clear, prior written agreement in your employment contract or signed handbook (Regulation 14(4)). Without a written deduction clause, an employer cannot lawfully deduct overtaken statutory holiday from your final wages.
Official UK Government & ACAS Primary Sources
- GOV.UK: Holiday Entitlement Rights — Statutory 5.6 Weeks, Bank Holidays & Rounding Rules
- Department for Business and Trade (GOV.UK): Holiday Pay and Entitlement Reforms — 12.07% Accrual (Reg 15B) & Rolled-Up Holiday Pay (Reg 16A)
- ACAS: Calculating Holiday Entitlement for Full-Time, Part-Time, Days and Hours Workers
- ACAS: Holiday for Irregular-Hours and Part-Year Workers (30-Minute Rounding & 52-Week Reference Rules)
- GOV.UK: Official UK Bank Holidays (England & Wales, Scotland, and Northern Ireland 2026–2027)
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⚠️ UK Employment Law Disclaimer: This calculator provides educational and HR planning estimates based on the Working Time Regulations 1998 (as amended by the Employment Rights Regulations 2023), Department for Business and Trade guidance, and ACAS statutory codes current for 2026/27. Individual employment contracts, collective agreements, and sector schemes (such as NHS Agenda for Change) may provide enhanced terms. Always check your written employment contract or consult ACAS (0300 123 1100) or a qualified UK employment solicitor for binding advice.