Work out holiday accrual and rolled-up holiday pay for irregular and zero-hours staff, annual leave for regular hours, and a week's holiday pay from the 52-week average, in line with GOV.UK guidance.
For zero-hours, casual and other workers whose hours are wholly or mostly variable, in leave years starting on or after 1 April 2024.
Rolled-up holiday pay must be shown as a separate item on each payslip and paid with normal wages.
For full-time and part-time staff with fixed working days. Statutory entitlement is 5.6 weeks a year, capped at 28 days, and can include bank holidays.
Full-year entitlement for someone working 5 days a week.
For variable pay, holiday pay is based on average pay over the last 52 weeks in which the worker was paid, looking back no more than 104 weeks.
For the 4 weeks of EU-derived leave, the average must include regular overtime, commission and similar payments. The remaining 1.6 weeks can be paid at the basic rate.
Guidance only, not legal advice. This calculator follows GOV.UK guidance as at November 2026 for workers in Great Britain. Contracts may give more than the statutory minimum, and special rules apply to sick leave, family leave and carry-over. Check GOV.UK or take professional advice for individual cases.
The method depends on how someone works. Use the guide below to choose the right calculation.
Irregular-hours and part-year workers accrue holiday at 12.07% of the hours they actually work in each pay period. The figure comes from the statutory 5.6 weeks of leave divided by the 46.4 weeks a year that remain for work.
Holiday hours = hours worked × 12.07%It applies to leave years starting on or after 1 April 2024. Earlier leave years use the previous rules.
For irregular-hours and part-year workers only, employers can pay holiday pay with each payslip instead of when leave is taken.
Rolled-up holiday pay = pay for the period × 12.07%Zero-hours and casual workers usually count as irregular-hours workers. They build up holiday at 12.07% of hours worked, and are paid for leave either through rolled-up holiday pay or at the 52-week average when they take it.
Workers with fixed days get 5.6 times their working week, up to a maximum of 28 days. Someone working 3 days a week gets 16.8 days. Bank holidays can count towards this entitlement.
Days = days per week × 5.6 (maximum 28)Where pay varies, a week's holiday pay is the average over the last 52 weeks in which the worker was paid. Weeks without pay are skipped, looking back no more than 104 weeks. For 4 of the 5.6 weeks, the average must include regular overtime, commission and payments linked to seniority or qualifications.
Since 6 April 2026, employers in Great Britain must keep adequate records of holiday entitlement, holiday pay and payments for untaken leave, for six years. Failing to keep them is a criminal offence, and underpaid holiday can attract a penalty of up to 200% of the underpayment.
Sources: GOV.UK, Holiday pay and entitlement reforms from 1 January 2024 · Lewis Silkin, holiday record-keeping duty from April 2026
TeamWorks captures hours at clock-in and passes them to its holiday pay calculator, then sends approved hours and holiday hours to Sage or BrightPay. Your holiday records stay in one place.
Explore TeamWorks →Multiply the hours worked in a pay period by 12.07% to find the holiday hours accrued. For rolled-up holiday pay, multiply the pay for the period by 12.07%. The figure is 5.6 weeks of statutory leave divided by 46.4 working weeks.
Only irregular-hours and part-year workers, in leave years starting on or after 1 April 2024. It must be shown as a separate item on each payslip.
Zero-hours workers usually accrue holiday at 12.07% of the hours they work in each pay period. For example, 80 hours worked accrues about 9.66 hours of holiday.
5.6 weeks a year, capped at 28 days. Someone working five or more days a week reaches the 28-day cap. Employers can give more through the contract.
Regular overtime, commission and similar payments must be included in holiday pay for 4 of the 5.6 weeks of statutory leave. The remaining 1.6 weeks can be paid at the basic rate.
From 6 April 2026, employers in Great Britain must keep adequate holiday records for six years. Failing to do so is a criminal offence.