Less leave admin. More clarity.

UK holiday entitlement calculator.

Work out full-year or pro-rata holiday in days or hours. Get a clear result, with the calculation behind it.

For regular-hours employees in England, Scotland and Wales.

  • Free, with no sign-up
  • Company or statutory allowance
  • Calculated in your browser

Calculate holiday entitlement

What are you calculating?

Ends 31 Dec 2026 · 365 days

1 January is a suggestion: use your company’s leave year.

The full annual allowance, before leave is deducted. This is not an accrued-to-today balance.

Employee’s working pattern

Use one unchanged working pattern for the selected period. Irregular-hours and statutory part-year arrangements are not covered. See GOV.UK guidance → (opens in a new tab)

Calculate entitlement in

days

A regular average is allowed, such as 4.5.

Annual leave allowance

days

Enter the full-year amount, before any pro-rata adjustment.

days

The reference week for this company allowance.

Choose how your company expresses its annual allowance.

Rounding & leave already used

No intermediate rounding. Starter monthly calculations first round up in half employee-days.

No email address.
No account required.

Scope: regular-hours employees in England, Scotland and Wales. Not holiday pay. Northern Ireland and other arrangements need separate guidance.

Your inputs stay in this browser. No employee names needed. Sources & calculation assumptions

A useful starting point

Try a common example.

Load an example, then change the details to match your employee and policy.

No unexplained numbers

Know what goes into the answer.

The breakdown separates the annual allowance, the employee’s working pattern and the period of employment. The calculation method is always shown.

Read our part-time holiday guide

  1. Start with an annual allowance.

    Use the statutory baseline, or enter the company’s full-time allowance and reference week. Bank-holiday allowance can be included or entered separately.

    Example: 25 days + 8 days = 33 total reference days

  2. Apply the employee’s working pattern.

    Use equal-length days for a days calculation, or hours for compressed and unequal-length schedules. The tool checks the resulting company allowance against its statutory baseline.

    Example: 33 × 3 ÷ 5 = 19.8 employee days

  3. Use the right period and rounding.

    A full year uses the annual amount. Starters use a stated monthly forecast; leavers use calendar-day pro-rating. Rounding happens after the calculation, never part-way through it.

    Leaver: annual amount × calendar days employed ÷ days in leave year

The next step, when you need it

Calculate once. Keep the whole team’s leave in view.

Once you’ve confirmed the allowance, set it in TimeOff. Let employees request leave and check their balances, while managers keep track of approvals and who’s away.

  • Individual allowances
  • Leave requests & approvals
  • Shared team calendar

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Already using TimeOff? How do I set up holiday allowance for part-time employees?

Common questions

A little more clarity on holiday entitlement.

Check the method and your employment terms before using a result to set an allowance.

How much holiday does a part-time employee get?

For an ordinary regular-hours pattern, the annual statutory baseline is 5.6 times the working days per week, capped at 28 days. Three equal working days per week therefore gives 16.8 days. A more generous company package may give more.

Source: GOV.UK holiday entitlement (opens in a new tab) · checked

Are bank holidays included in the answer?

The result is a total allowance before leave is deducted. With “Already included”, no extra allowance is added. With “Add a separate allowance”, the entered bank-holiday allowance is combined with the company allowance and pro-rated as one pool. That is a policy assumption, not an automatic count of public-holiday dates.

Source: Acas on bank holidays (opens in a new tab) · checked

Why are starters and leavers calculated differently?

This tool projects starter entitlement to the year end using the first-year months-started method. Leaver and start-and-leave calculations instead use calendar days employed within the leave year. Do not use the starter forecast as a final leaver balance.

Source: GOV.UK detailed calculation guidance (opens in a new tab) · checked

When should I use hours instead of days?

Use hours for compressed schedules, unequal-length days, or an employee whose working day is a different length from the full-time reference. The tool uses weekly hours and working days; it does not turn every day into a standard eight-hour day.

Source: GOV.UK fixed-hours calculations (opens in a new tab) · checked

Can this calculate irregular-hours or term-time entitlement?

Not in this version. A statutory part-year arrangement is different from simply joining or leaving during the year. These arrangements are outside the calculator’s scope and are not offered as selectable options. Term-time arrangements need separate assessment.

Source: GOV.UK holiday entitlement calculator (opens in a new tab) · checked

Does the result tell me how much holiday pay is due?

No. It calculates leave units, not money. The optional leave-used entry gives a simple remaining amount for the selected period. It does not calculate pay, determine carry-over or authorise a deduction from wages.

Source: Acas on holiday pay (opens in a new tab) · checked

Methodology, scope & official sources

Scope and policy assumptions

Designed for regular-hours arrangements in England, Scotland and Wales, with one unchanged working pattern in one leave year. Northern Ireland, irregular hours, statutory part-year work, pattern changes, carry-over and holiday pay are outside this version. Select “Start & leave” for an ordinary employee joining and leaving in the same leave year; this is not the statutory part-year-worker category.

How this version handles dates and rounding

Starter results project the months-started method to the leave-year end, using employment-date anniversaries. Month-end anniversaries are clamped to the last valid day of the target month. This version applies that method and half-employee-day upward rounding to the whole allowance, including contractual extras. Other contractual starter methods are not modelled. Leaver calculations include both employment boundary dates and use the actual 365- or 366-day leave year. Final rounding defaults to an upward hundredth of a day or hour; that is a tool convention, not a universal statutory rounding increment.

Bank holidays are an allowance choice, not a date count

“Add a separate allowance” assumes a pooled annual policy. The entered allowance is added before pro-rating. Actual bank-holiday dates are not fetched or deducted. Date-specific closure entitlements require a different policy model. Leave already used is an optional, manual deduction from the calculated result.

Sources checked:

These are the sources used for the stated methods, not an endorsement or a professional legal review. In the older detailed guidance, only the regular-hours sections are used; its historical irregular-hours material is not the basis of this tool.

Method version: uk-regular-v1.0

Disclaimer

This calculator and the information on this page are provided for general guidance only. Results are estimates based on the details you enter and the method shown; they are not legal, HR or payroll advice. Using the calculator creates no legal obligation, commitment or liability for TimeOff.Management. Contracts and individual circumstances can differ: check the employment contract and current GOV.UK guidance, and take qualified advice before you set an allowance.