Your paid holiday entitlement.
Statutory 5.6 weeks for regular hours, 12.07% accrual for irregular-hours and part-year workers. Includes pay value if you enter your rate.
Statutory entitlement is 5.6 weeks per year. Bank holidays are usually included within this — check your contract.
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What you might calculate next
How it works
5.6 weeks is the minimum
The Working Time Regulations 1998 (reg. 13 + 13A) set 5.6 weeks of paid leave per year. For a 5-day worker that's 28 days — the statutory cap. Contracts can offer more but not less.
Pro-rata for part-time
A 3-day-a-week worker gets 3 × 5.6 = 16.8 days. A 4-day worker gets 22.4 days. The 28-day cap only applies once you reach 5 days; below that, the proportional calc rules.
Irregular hours: 12.07%
For workers without fixed hours (zero-hours, part-year, agency), holiday is accrued at 12.07% of hours actually worked in each pay period. From 1 April 2024 the post-Brazel reforms reinstated this method.
Bank holidays included?
Usually yes — the 28-day statutory entitlement is inclusive of the 8 English bank holidays. Some contracts add bank holidays on top, giving 20 + 8 = 28. Read your contract.
Rolled-up holiday pay
For irregular-hours and part-year workers only, employers can again pay holiday "rolled up" — i.e. as a 12.07% uplift on each payslip instead of paying it when taken. Must be itemised on the payslip.
Carry-over
The first 4 weeks (under the EU Working Time Directive) can be carried over only in narrow circumstances (sickness, family leave). The extra 1.6 weeks can be carried by written agreement. The rest is "use it or lose it".