Work out statutory annual leave entitlement for full-time and part-time employees, including bank holiday handling and contractual additions. Already tracking leave? See our annual leave tracker.
Any extra days offered above the statutory minimum (e.g. loyalty days, birthday off)
UK statutory minimums with bank holidays included in the entitlement.
| Days/Week | Total Statutory | Bank Hols (pro rata) | Holiday ex. Bank Hols |
|---|---|---|---|
| 5 | 28.0 | 8.0 | 20.0 |
| 4 | 22.4 | 6.4 | 16.0 |
| 3 | 16.8 | 4.8 | 12.0 |
| 2 | 11.2 | 3.2 | 8.0 |
| 1 | 5.6 | 1.6 | 4.0 |
The rules every UK employer needs to know.
Under the Working Time Regulations 1998, almost all workers in the UK are entitled to 5.6 weeks of paid annual leave per year. For a full-time employee working 5 days per week, this equates to 28 days. The statutory entitlement is capped at 28 days — even workers doing 6 or 7 days per week only get 28 statutory days.
Employers can choose whether to include the 8 UK bank holidays within the 28-day minimum or offer them on top. If bank holidays are included, a full-time worker gets 20 days of holiday plus 8 bank holidays. If they're additional, the employee gets 28 + 8 = 36 days total.
Part-time workersare entitled to the same 5.6 weeks, calculated pro rata. A worker doing 3 days per week gets 3 × 5.6 = 16.8 days. Bank holidays should also be pro-rated for part-timers to avoid discrimination.
Many employers offer additional contractual days beyond the statutory minimum — for example, extra days for long service, a birthday day off, or simply a more generous holiday package. These are a matter of contract rather than law.
For a detailed guide, see our UK annual leave entitlement guide. To calculate entitlement for part-timers and mid-year starters, try our pro rata holiday calculator.
Set up working patterns once and TimeTally calculates statutory entitlement, pro rata adjustments, and remaining balances automatically. Learn more about our staff holiday tracker.
TimeTally calculates the correct statutory entitlement based on each employee's working pattern, including pro rata for part-timers.
Create unlimited leave types — annual leave, sick leave, maternity, TOIL, and more — each with their own balances and approval workflows.
Employees request leave from their phone or desktop. Managers approve with one tap. Everyone sees the team calendar.
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Common questions about UK annual leave entitlement.
All workers are entitled to 5.6 weeks of paid annual leave per year under the Working Time Regulations 1998. For a full-time worker on 5 days per week, this is 28 days. The entitlement is capped at 28 days even for workers doing more than 5 days per week. Employers can include the 8 UK bank holidays within this 28-day minimum.
Part-time workers get the same 5.6 weeks, but calculated pro rata based on their working pattern. A worker doing 3 days per week gets 3 × 5.6 = 16.8 days. This includes a pro-rated share of bank holidays. Part-timers must not be treated less favourably than full-time workers.
No. There is no legal right to time off on bank holidays. Employers can include bank holidays within the 28-day statutory minimum, or offer them as additional days on top. What matters is that workers receive their full 5.6 weeks of total paid leave. Many employers choose to give bank holidays as additional paid leave as a benefit.
Yes. The 28 days (5.6 weeks) is the statutory minimum. Many employers offer additional contractual leave on top — for example, 25 days holiday plus 8 bank holidays (33 total), or extra days for long service. These additional days are a contractual benefit, not a legal requirement.
Under the Working Time Regulations, 4 weeks (20 days for full-time) of leave cannot normally be carried over. The additional 1.6 weeks (8 days) can be carried over if there is a relevant agreement. However, the rules are different if the employee was unable to take leave due to sickness or maternity leave.
TimeTally automatically calculates each employee’s statutory entitlement based on their working pattern. It handles pro rata calculations for part-time workers, manages bank holiday allocations, and tracks remaining balances in real time. Employees can request leave through the app and managers approve with a single tap.
