Calculating holiday entitlement for workers whose hours change each week is one of the most common HR headaches. TimeTally does it automatically — each approved timesheet updates the balance.
Calculate and manage holiday entitlement correctly for every variable-hours worker. Works alongside our holiday accrual calculator, zero-hours contract software, and hours-worked leave accrual.
TimeTally calculates holiday entitlement correctly for workers on irregular schedules — proportional to actual hours worked each week, updated automatically on timesheet approval.
Each approved week of work automatically updates the holiday balance based on hours actually worked.
Works for workers who do 10 hours one week and 40 the next — entitlement always reflects actual hours.
TimeTally applies UK Working Time Regulations compliant rates, including the 5.6-week statutory minimum.
Self-service access in the TimeTally app — workers always know their current entitlement without asking HR.
Variable-hours workers submit leave requests the same way as permanent staff, with manager approval required.
Export the 52-week average hours data required for correct holiday pay calculations.
Every worker type managed in the same system. Variable-hours staff accrue entitlement on hours worked; permanent staff get their fixed allocation. Leave requests work the same way for everyone.
Variable-hours and permanent staff on the same calendar — complete team visibility
Hours-proportional for variable-hours staff, fixed entitlement for permanent employees
Consistent approval workflow regardless of contract type
Holiday accrues on every approved timesheet at 12.07% of hours worked — no fixed assumption.
Casual and bank staff tracked with the same accrual method as zero-hours workers.
Fixed pro-rata entitlement for part-time staff, proportional to their contracted hours.
Agency workers on your payroll managed in the same system as direct employees.
Fixed annual entitlement with carry-over rules and approval workflows.
Configure any contract type with its own accrual method, entitlement, and leave rules.
One price for all employee types. No surprises.
12.07% of hours worked (5.6 weeks ÷ 46.4 working weeks). Each week's entitlement is proportional to hours worked that week. A worker doing 20 hours accrues 2.41 hours of holiday; a worker doing 40 hours accrues 4.83 hours.
Yes. All workers — including zero-hours and casual workers — are entitled to 5.6 weeks' paid holiday under the Working Time Regulations 1998. There is no minimum number of hours required to qualify.
Using the 52-week average of weekly pay (excluding weeks not worked) under the Employment Rights Act 1996. TimeTally's timesheet export provides the weekly hours data required for this calculation.
No. Holiday accrues only on weeks where hours are actually worked. Weeks with no hours do not count towards the accrual, but they are also excluded from the 52-week average holiday pay calculation.
Yes, in certain circumstances. If a worker was unable to take holiday due to sickness or other statutory reasons, they may carry over up to 4 weeks under the Working Time Regulations.
Rolled-up holiday pay — adding holiday pay to each pay packet rather than paying it when leave is taken — was confirmed as permissible under the 2023 Retained EU Law Act amendments for irregular-hours workers, provided it is calculated and identified separately in the pay slip.
Each approved timesheet triggers an accrual transaction — hours worked × accrual rate is added to the worker's holiday balance. Balances are always up to date and visible to both workers and managers.
