5 days a week
5 x 5.6 gives 28 days. GOV.UK describes this as the usual statutory minimum for a 5-day week.
Holiday Calculator
UK annual leave made plain
Work out holiday without the head-scratching.
Days or weeks entitlement
Work out the annual leave allowance before bank holidays are handled.
How many days holiday should someone get?
About UK holiday entitlement
GuidanceMost workers are entitled to 5.6 weeks of paid holiday a year. Some contracts include bank holidays in that allowance; others give bookable days plus bank holidays.
This is a planning estimate, not legal advice. Contracts can give more holiday than the statutory minimum.
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UK annual leave calculator for days, hours, bank holidays and employer extra days
Use this holiday calculator to estimate statutory or contractual annual leave for regular full-time, part-time, hourly, irregular-hours and part-year work. It can calculate full-year entitlement, part-year prorated entitlement, holiday remaining after leave already taken, holiday accrued from hours worked, and employer allowances such as 25 days plus bank holidays.
UK statutory paid holiday is generally based on 5.6 weeks a year, with statutory leave capped at 28 days for workers who work 5 or more days a week. Employers can include bank holidays as part of statutory annual leave, or they can offer bookable annual leave plus bank holidays as an extra contractual benefit. Always check whether the contract says bank holidays are included in the allowance or added on top.
How the holiday entitlement is worked out
For a regular working pattern, the simplest method is to multiply the number of working days each week by 5.6. Someone working 5 days a week reaches the statutory cap of 28 days. Someone working 3 days a week would usually have a statutory entitlement of 16.8 days, because 3 multiplied by 5.6 equals 16.8. If the workplace gives more than the statutory minimum, the calculator can add those extra contractual days on top.
When a worker starts or leaves part way through a leave year, the annual allowance is prorated for the part of the year worked. This is why the calculator asks for employment start or end dates in the starter and leaver modes: those dates define how much of the leave year should count. It is not asking because the tool needs employment history, only because the allowance changes when someone is not employed for the full leave year.
Bank holidays and extra employer leave
Bank holidays are often the part that causes confusion. A contract might say "28 days including bank holidays", which means bank holidays come out of the same total allowance. Another contract might say "25 days plus bank holidays", which means the worker normally has 25 bookable days and bank holidays are added separately. Both can be lawful as long as the total paid holiday is at least the statutory minimum for the worker's pattern.
Use the bank holiday mode when you want to see how many bookable days remain after public holidays are accounted for. Use the extra employer days setting when the employer gives more than the statutory allowance. This keeps the calculation transparent: statutory entitlement, contractual extras and bank holiday deductions are shown as separate ideas rather than rolled into one unclear total.
Common holiday questions
Can holiday be rounded? Employers may round up, but should not round statutory entitlement down in a way that leaves the worker below their legal minimum. Many workplaces round to half-days or hours for practical booking.
Should part-time workers get bank holidays? Part-time workers should not be treated less favourably because they work fewer days. Many employers calculate a prorated total allowance and then deduct any bank holidays that fall on the worker's normal working days.
Is this legal advice? No. This calculator is for planning and checking figures. Contracts, workplace policies and current employment law can affect the final answer.
Last reviewed: 19 July 2026. Rule summary checked against GOV.UK holiday entitlement guidance.
Holiday entitlement examples
Common patterns3 days a week
3 x 5.6 gives 16.8 days. This is fewer days than full time, but still 5.6 weeks of leave.
6 days a week
6 x 5.6 would be 33.6 days, but statutory paid holiday is capped at 28 days.
25 days plus bank holidays
If the contract says bank holidays are on top, treat the 25 days as bookable leave and add the relevant bank holidays separately.
Holiday entitlement source notes
GOV.UK guidanceGOV.UK guidance describes the statutory minimum as 5.6 weeks of paid holiday for most workers, with a 28-day statutory cap for many full-time patterns. It also explains that bank holidays may be counted within statutory annual leave rather than added automatically.
Official GOV.UK source information is Crown copyright and available under the Open Government Licence v3.0 unless otherwise stated. Links are provided so you can check the current official wording.
Holiday calculator FAQs
How is UK statutory holiday entitlement calculated?
Most workers are entitled to 5.6 weeks of paid holiday per year. For regular days this is usually working days per week multiplied by 5.6, capped at 28 days for statutory leave.
Are bank holidays included?
Bank holidays can be included in statutory annual leave, but they do not have to be given as extra paid leave. Check the employment contract or workplace policy.
What if my employer gives 25 days plus bank holidays?
If the contract says 25 days plus bank holidays, the 25 days are usually bookable annual leave and bank holidays are added on top. This is different from an allowance that includes bank holidays.
How does hourly accrued holiday work?
For irregular-hours and part-year workers, leave can build up based on hours worked in a pay period. Check the leave-year rules and current GOV.UK guidance for the worker's situation.