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UK workers are entitled to a statutory minimum of 5.6 weeks paid holiday per year — 28 days for a full-time 5-day week worker. Bank holidays can count towards this. Calculating pay for irregular workers uses the 52-week averaging rule. This guide covers entitlement, part-time pro-rata, calculation for salaried + hourly + irregular workers, and rolled-up holiday pay for zero-hour workers.
Checked against the 2 sources listed below · Last reviewed 14 June 2026
5.6 weeks per year = 28 days for full-time 5-day week (including bank holidays if employer chooses).
Part-time pro rata
Days per week × 5.6 = entitlement.
- 2-day worker: 11.2 days = 11.2 × 8h = 89.6 hours (if 8h/day)
- 3-day worker: 16.8 days
- 4-day worker: 22.4 days
Bank holidays
Not automatic — 8 UK bank holidays but no statutory right to them off
Common contract: 20 annual leave + 8 bank holidays = 28 days
Or 28 days including bank holidays (equivalent economically)
Calculating holiday pay — salaried
Standard: keep normal week's pay for each week of leave.
Calculating holiday pay — irregular / variable
Since April 2024 for irregular-hour + part-year workers: 12.07% of hours worked accrues as holiday.
- Alternatively: 52-week averaging (rolling reference period)
- Excludes weeks with no pay + weeks of statutory leave (SMP, SPP)
Includes overtime, commission, bonus (if regularly received).
Rolled-up holiday pay
Legal since April 2024 for irregular-hour + part-year workers only. Pay 12.07% uplift on regular hourly rate; worker takes unpaid holiday. Must be shown separately on payslip.
Carrying over holiday
Statutory 4 weeks (EU-derived): cannot normally carry over
Statutory 1.6 weeks (UK-added): can carry over by agreement
Contractual above statutory: employer's rules
Exception — carried over allowed if employee unable to take due to sickness, family leave, or (post-COVID rulings) employer failure to facilitate.
In short
UK holiday = 5.6 weeks statutory. Irregular workers: 12.07% accrual or 52-week average. Rolled-up now legal for irregular workers.
Frequently asked questions
Am I entitled to bank holidays off?
Not automatically — depends on contract. But if you work a bank holiday, employer may need to give day in lieu or higher pay, per contract.
How is holiday pay calculated for zero-hour workers?
12.07% of hours worked, or 52-week averaging. Since 2024, rolled-up holiday pay is legal for zero-hour workers.
Can my employer refuse holiday?
Yes, with proper notice (twice the length of holiday requested). Cannot unreasonably refuse all holiday over the year — statutory entitlement must be taken.
What happens to unused holiday when I leave?
Employer must pay in lieu of untaken statutory holiday. Calculate: (days entitled × months worked / 12) - days taken × daily rate.
Do overtime + bonuses count in holiday pay?
Regular overtime + commission + performance bonuses must be included in the 4 EU weeks of holiday pay (Bear Scotland ruling).
UK monthly budget planner — A workable UK monthly budget planner: confirm your real net pay, list fixed essentials, list variable essentials, set a discretionary cap, set a savings target. Total must equal net pay. Use 50/30/20 as a starting guide, adapt for your housing situation.
More on related topics
Attachment of earnings — AEO = court order requiring employer to deduct debt from wages. Protected earnings threshold applies.
Auto-enrolment duties — Auto-enrolment = employer duty since 2012. 8% total minimum. Re-enrolment every 3 years.
Bank holidays — No statutory right to bank holiday off. Contract decides. 2026 UK has 8 bank holidays.
All tax figures on this page use the same configuration that powers our
calculators — see our
editorial standards for the review process.
Last reviewed: 14 June 2026.
Next review due 14 December 2026.
Disclaimer: This page provides general information based on published HMRC and gov.scot figures. It is not personal tax or financial advice. For your specific situation, please consult a qualified accountant or contact HMRC directly.