5 days × 5.6 weeks = 28.0 days
TimeTally SoftwareEmployees request leave via the app. Entitlement tracks itself. You approve in one tap — no calculators, no spreadsheets.
TimeTally automatically calculates, tracks, and manages holiday entitlement for your entire team. Explore all features or see how it works.
Holiday entitlement calculated automatically based on each employee's working pattern, with statutory minimums built in. Works alongside our timesheet approval software for seamless leave management.
Managers approve or reject holiday requests from any device, with a team calendar showing who's off and when
Statutory holiday calculations, bank holiday management, and pro-rata entitlement handled for you — so you spend less time on spreadsheets
Statutory minimum holiday entitlement for common working patterns (based on 8-hour days)
| Days / Week | Type | Holiday (Days) | Holiday (Hours) | Note |
|---|---|---|---|---|
| 1 | Part-time | 5.6 | 44.8 | — |
| 2 | Part-time | 11.2 | 89.6 | — |
| 3 | Part-time | 16.8 | 134.4 | — |
| 4 | Part-time | 22.4 | 179.2 | — |
| 5 | Full-time | 28 | 224 | — |
| 6 | Extended | 28 | 224 | Capped at 28 |
These 8 days may be included within your 28-day statutory entitlement. Use our break time compliance calculator to check rest requirements on bank holiday shifts.
Everything you need to know about calculating holiday in the UK. For related pay topics, try our overtime pay calculator or hourly rate calculator.
UK holiday entitlement is calculated as 5.6 weeks of paid leave per year. For full-time workers (5 days per week), this equals 28 days. For part-time workers, multiply days worked per week by 5.6. For example, 3 days per week × 5.6 = 16.8 days annual leave.
Under the Working Time Regulations 1998, all UK workers are entitled to a minimum of 5.6 weeks paid annual leave. For a full-time worker on a 5-day week, this equals 28 days. This is the statutory minimum — employers can offer more but not less.
There is no separate legal right to bank holidays off in the UK. Employers CAN include the 8 England & Wales bank holidays within the 28-day statutory minimum. So '20 days + 8 bank holidays' gives the same total as '28 days including bank holidays' — both meet the legal requirement.
Part-time workers get the same 5.6 weeks entitlement, calculated pro-rata. Multiply the number of days worked per week by 5.6. For example: 2 days per week = 11.2 days, 3 days per week = 16.8 days, 4 days per week = 22.4 days.
For mid-year starters, calculate their pro-rata entitlement: (remaining calendar days in leave year ÷ 365) × full annual entitlement. For example, if someone starts with 6 months remaining and is entitled to 28 days: (182/365) × 28 = approximately 14 days.
For leavers, calculate entitlement up to their last working day: (calendar days from start of leave year to leave date ÷ 365) × full annual entitlement. If they've taken more than their accrued entitlement, you may be able to deduct the excess from their final pay — but only if their contract allows it.
The 12.07% method is used for irregular hours and part-year workers (since April 2024). For every hour worked, the employee accrues 12.07% of an hour as paid leave. The percentage comes from dividing 5.6 weeks by 46.4 working weeks (52 minus 5.6). For example, 100 hours worked = 12.07 hours of paid leave accrued.
For a standard 8-hour day, 28 days equals 224 hours. For a 7.5-hour day, it's 210 hours. The conversion depends on your contracted daily hours. To calculate: multiply your daily hours by 28. This is important when your organisation tracks leave in hours rather than days.
Yes. There is no separate legal right to bank holidays off in the UK. Your employer can require you to take bank holidays as part of your 28-day statutory minimum. They can also require you to take leave on specific days (like a Christmas shutdown) as long as they give you notice equal to at least twice the length of the leave.
Yes. You continue to accrue your full statutory holiday entitlement during sick leave, maternity leave, paternity leave, and adoption leave. If you can't take your holiday due to sickness, you can carry it over — but it must be used within 18 months of the end of the leave year in which it accrued.
Calculate SSP entitlement for employees
Track and calculate weekly working hours
Calculate 1.5x and 2x overtime rates
Work out holiday pay including overtime
Manage team holiday requests and approvals
Template and guidance for your sick leave policy
This calculator gives you the numbers. TimeTally tracks holiday entitlement, leave requests, and approvals automatically — so you never need to calculate it manually again. From £2/employee/month.
Every approved holiday, bank holiday, and leave request sits on one calendar. Spot clashes before they become a problem — no more cross-referencing spreadsheets.
Staff submit leave requests via the iOS app. Entitlement balances update automatically. No emails, no forms, no back-and-forth.
All leave requests land in your dashboard. Approve or query with a single tap. Every decision is timestamped — no more "I never got that request" disputes.
Approved leave is included in your payroll export automatically. Direct integration with Xero and QuickBooks — no manual adjustments, no missed deductions.
Real reviews from TimeTally customers
“Setup was dead simple and the team just got on with it. Got everyone up and running in an afternoon with no help needed. Does everything we need for timesheets and holidays without the faff.”
S.M.
“Has completely changed how I handle timesheets. Used to dread it every week — now it takes me minutes. Really easy to get around and my staff picked it up straight away.”
J.T.
“Started using it just for rotas but quickly realised it does loads more. The timesheets and leave management are great, and it even handles TOIL and overtime which I wasn't expecting. Use it for everything now.”
R.K.
Full-time employees in the UK are entitled to a minimum of 28 days paid holiday per year (5.6 weeks). This can include bank holidays. Part-time workers receive a pro-rata equivalent based on their working pattern.
Multiply the number of days worked per week by 5.6. For example, an employee working 3 days per week is entitled to 3 × 5.6 = 16.8 days holiday per year. For hours-based workers, multiply weekly hours by 5.6.
Divide the number of remaining days in the leave year by 365, then multiply by the full annual entitlement. For example, if an employee starts 6 months into a leave year and is entitled to 28 days, they receive 28 × (183/365) = 14 days for that year.
Zero-hours contract workers accrue holiday at 12.07% of hours worked. This is calculated as 5.6 weeks divided by 46.4 working weeks in the year. For every hour worked they accrue 7.24 minutes of paid holiday.
It depends on the employment contract. Employers can choose to include UK bank holidays within the 28-day statutory minimum, or offer them on top. If bank holidays are included, employees on fixed days off may receive fewer bank holidays than those who work flexibly.
From April 2024, holiday pay for irregular hours and part-year workers is calculated at 12.07% of hours worked in the pay period, paid as it accrues. Employers must not pay this as a 'rolled-up' lump sum in advance.