Work out holiday allowance for part-time employees and mid-year starters instantly. Based on UK statutory entitlement rules. Already managing leave? See our leave management software.
UK statutory minimum is 28 days (5.6 weeks) for a 5-day worker, including bank holidays
Number of days worked each week (e.g. 3 for a part-time worker)
Leave blank if calculating for a full leave year
When your company's leave year begins
Pro rata holiday entitlement based on the UK statutory minimum of 28 days for full-time workers.
| Days/Week | FT Entitlement | Pro Rata Entitlement |
|---|---|---|
| 5 | 28 | 28.0 days |
| 4 | 28 | 22.4 days |
| 3 | 28 | 16.8 days |
| 2 | 28 | 11.2 days |
| 1 | 28 | 5.6 days |
| 3 | 33 | 19.8 days |
Understanding the rules for part-time workers and mid-year starters in the UK.
Under the Working Time Regulations 1998, all workers in the UK are entitled to 5.6 weeks of paid annual leaveper year. For a full-time worker doing 5 days a week, that's 28 days. This is the statutory maximum — employers cannot be required to give more than 28 statutory days, though many choose to offer more as a contractual benefit.
For part-time workers, entitlement is calculated pro rata based on the number of days they work each week. A worker doing 3 days per week gets (28 ÷ 5) × 3 = 16.8 days per year.
For mid-year starters, you then multiply the annual entitlement by the proportion of the leave year remaining. If someone starts halfway through the leave year, they get half of their annual entitlement for that first year.
Employers can include bank holidays within the statutory 28-day minimum, or offer them on top. For more on UK leave rules, see our UK annual leave entitlement guide and staff holiday tracker.
TimeTally automatically calculates pro rata entitlement for part-time staff and mid-year starters. Set up custom leave years, manage annual leave, and let the system do the maths.
Set each employee's working pattern and TimeTally calculates their exact entitlement. No spreadsheets, no manual maths.
Whether your leave year runs January to December, April to March, or any other period — TimeTally handles mid-year starters automatically.
Built for UK businesses with statutory entitlement calculations, bank holiday handling, and pro rata adjustments baked in.
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Common questions about pro rata holiday entitlement in the UK.
Divide the full-time entitlement by 5 (full-time days), then multiply by the number of days the part-time worker works per week. For example, if full-time entitlement is 28 days and the employee works 3 days per week: (28 ÷ 5) × 3 = 16.8 days. This can be rounded up to 17 days at the employer’s discretion.
First calculate the full annual entitlement (pro rata if part-time), then multiply by the proportion of the leave year remaining. For example, if someone starts 6 months into a 12-month leave year with 28 days entitlement: 28 × (6 ÷ 12) = 14 days for that first year.
Yes, employers can include the 8 UK bank holidays within the 28-day statutory minimum. This means a full-time worker would get 20 days of holiday plus 8 bank holidays, totalling 28. However, many employers offer bank holidays on top of the statutory minimum as a contractual benefit.
All workers in the UK are entitled to 5.6 weeks of paid annual leave per year under the Working Time Regulations 1998. For a 5-day-per-week worker, this is 28 days (including bank holidays). The statutory entitlement is capped at 28 days — workers doing 6 or 7 days per week still only get 28 statutory days, though employers may offer more.
Yes, and it’s generally recommended. Employers should always round up rather than down to avoid giving less than the statutory minimum. For example, if a calculation gives 16.8 days, you should round up to 17 days. Some employers round to the nearest half day.
TimeTally automatically calculates pro rata entitlement based on each employee’s working pattern and start date. Set the employee’s days per week and their start date, and TimeTally works out the correct entitlement for the leave year. It also handles custom leave years and UK statutory entitlement rules.
