How much holiday are UK workers entitled to?

Almost all UK workers are entitled to 5.6 weeks of paid holiday per year. For someone working 5 days a week, that is 28 days including bank holidays. The maximum statutory entitlement is capped at 28 days regardless of how many days per week are worked.

How do you calculate holiday for zero-hours staff?

Use the 12.07% accrual method: for every hour worked, 12.07% accrues as holiday. This comes from 5.6 weeks divided by 46.4 working weeks (52 minus 5.6). Holiday can be paid as rolled-up holiday pay on each payslip or accrued and taken as time off.

How do you calculate holiday for part-time staff?

Part-time workers get the same 5.6 weeks as full-time staff, calculated pro-rata on their actual working days. Multiply days worked per week by 5.6. For example, a 3-day-per-week worker gets 16.8 days holiday per year.

Are bank holidays included in the 28 days?

Yes, the 8 UK bank holidays are included in the 28-day statutory minimum. They are not additional unless your employment contract specifically states that bank holidays are given on top of your holiday allowance.

Free Tool

UK Holiday Entitlement Calculator

Calculate statutory holiday entitlement for full-time, part-time, and zero-hours staff. Covers pro-rata calculations and the 12.07% accrual method.

This free UK holiday entitlement calculator is designed for hospitality employers — pub, bar, cafe and restaurant managers who need to work out statutory leave for a mix of full-time, part-time and zero-hours staff. It applies the UK statutory minimum of 5.6 weeks paid leave (capped at 28 days), handles pro-rata calculations for starters and leavers, and uses the 12.07% accrual method for irregular-hours workers.

Just choose the contract type, enter days per week or total hours worked, and optionally an hourly rate to see the cash value of the holiday pay owed. Hospitality rotas rarely follow a tidy 9–5 pattern, and getting zero-hours or part-year entitlement wrong is one of the most common sources of back-pay claims at tribunal. This tool gives you a quick, reliable answer based on current UK law — no sign-up, no spreadsheet. It's a starting point for planning leave, not formal legal advice, so always double-check against each staff member's contract.

Staff member details

Employment type

Days worked per week

Include regular days only (e.g. 5 for Mon–Fri, 6 if they work Saturdays)

Hourly rate (optional — for holiday pay estimate)

£

Started or leaving mid-year (pro-rata)

UK holiday entitlement explained

Under UK law, almost all workers are entitled to 5.6 weeks of paid holiday per year. For someone working 5 days a week, that's 28 days (including bank holidays, unless your contract says otherwise).

The maximum statutory entitlement is capped at 28 days — so someone working 6 or 7 days a week still gets 28 days, not more. Employers can choose to offer more than the statutory minimum.

How it works for different contract types

Full-time (5 days/week)

28 days per year (5.6 weeks). Simple. This includes bank holidays unless your contract gives them on top.

Part-time (fewer than 5 days/week)

Pro-rata: days per week × 5.6. So a 3-day worker gets 16.8 days. In hospitality, where shift patterns vary, it's often easier to calculate in hours.

Zero-hours / irregular hours

Use the 12.07% accrual method: for every hour worked, 12.07% accrues as holiday. This comes from 5.6 weeks ÷ 46.4 working weeks (52 minus 5.6). Holiday can be paid as "rolled-up" holiday pay on each payslip or accrued and taken as time off.

Started or leaving mid-year

Entitlement is pro-rata: full entitlement × (months worked ÷ 12), rounded up to the nearest half-day. Leavers are entitled to pay for any unused accrued holiday.

Common hospitality pitfalls

warning Not tracking zero-hours accrual. Every hour worked generates holiday. If you're not tracking it, you may owe staff back-pay.
warning Assuming bank holidays cover it. 8 bank holidays are included in the 28-day minimum — they're not extra unless your contract says so.
warning Use-it-or-lose-it without carryover. Under UK law, workers must be given a reasonable opportunity to take their leave. Blanket "lose it" policies can be challenged.

calculate

Also useful: Labour Cost Calculator

Find out what percentage of your revenue goes to staff wages and compare against UK hospitality benchmarks.

Try it free