Choose: full-time fixed days, part-time fixed days, part-time irregular hours, zero-hours, term-time-only, shift pattern, or compressed hours. Each is calculated differently and the wrong pick produces materially wrong entitlement.

For fixed-pattern workers, enter days per week and hours per day. For irregular workers, enter average weekly hours over the last 52 weeks (the post-2020 reference period). The tool flags if your reference period needs adjustment for unworked weeks.

Enter the holiday year (often April to March or January to December) and your start date. For mid-year joiners, the tool pro-rates correctly to the day.

Result panel shows total annual entitlement in days and hours, the bank holiday treatment used, days already taken if entered, and remaining days. For irregular workers it shows the 12.07% rolled-up calculation alongside the accrual model.

For new joiners, the tool shows month-by-month accrual so you know how much leave is bookable at any point. Some employers allow leave in advance; many require accrual to be earned first.

If you are leaving, the tool calculates outstanding holiday pay owed and any overtaken-leave clawback, plus the cap on what an employer can lawfully claw back without an explicit contract clause.

5.6 weeks × days worked per week = annual statutory entitlement. So:

• 5 days/week: 28 days
• 4 days/week: 22.4 days
• 3 days/week: 16.8 days
• 2 days/week: 11.2 days

Many employers offer above the statutory minimum, often 25 days plus bank holidays for full-timers (which equals 33 days, well above the 28-day floor).

For irregular-hours and part-year workers (defined since April 2024), employers may pay rolled-up holiday pay at 12.07% of total earnings in the pay period. The 12.07% comes from 5.6 ÷ 46.4 (the 5.6 weeks holiday divided by the 46.4 weeks worked).

This must be:

• Itemised on the payslip as holiday pay
• Paid at the same time as the underlying wages
• Calculated only on actual hours worked, not on holiday hours

Workers in this category cannot accrue separate holiday days under this regime.

The Supreme Court Harpur Trust v Brazel (2022) ruling held that term-time-only workers are entitled to 5.6 weeks of holiday calculated on their average weekly pay over the 52 weeks before leave (not pro-rated by weeks worked). This produced higher entitlement than 12.07% would have given.

From April 2024, term-time-only workers fall within the new "part-year" definition and can be paid rolled-up holiday pay at 12.07% — effectively reversing the Brazel uplift for new arrangements. Existing contracts may retain higher Brazel-era entitlement until renegotiated.

The Working Time Regulations 1998 split entitlement into:

• 4 weeks "WTD" leave: cannot legally be lost; carries over for 18 months if sickness or maternity prevents taking it
• 1.6 weeks "additional" leave: contract typically requires use within the year, can be agreed to carry over

Employers cannot pay in lieu of the 5.6 weeks except on termination of employment. Buying back unused leave during employment is unlawful.

England and Wales: 8 bank holidays a year. Scotland: 9 (different ones). Northern Ireland: 10. None are a statutory right to time off.

Three common employer policies:

• Bank holidays included in 28-day total (most basic)
• Bank holidays on top of 5.6 weeks (typical professional contract)
• Bank holidays worked with day-in-lieu (retail, hospitality)

Always check your contract — assumptions cost real days of leave each year.