Paid holiday is one of the most basic rights at work, yet many people are unsure how much they should get or how it works for part-time and irregular hours. This guide explains the statutory minimum for workers in Great Britain and what to check in your contract.
The basic entitlement
Almost all workers are legally entitled to at least 5.6 weeks of paid holiday a year. For someone working five days a week, that is 28 days. Employers can include bank holidays within this total, so check whether your contract gives bank holidays on top of your annual leave or as part of it. Your contract may offer more than the legal minimum, but it cannot offer less.
Part-time workers
Part-time workers get the same entitlement, calculated pro rata. If you work three days a week, you are entitled to 5.6 times three days, which is 16.8 days. Holiday entitlement is usually counted in hours or days and rounded up in your favour only if your contract says so, so ask your employer to show how they calculate it.
Irregular hours and part-year workers
If you work irregular hours or only part of the year, your holiday entitlement is still 5.6 weeks, but how it is calculated is different. For some irregular-hours and part-year workers, employers may calculate leave as a percentage of the hours worked. Check the latest GOV.UK guide and the holiday entitlement calculator, as the rules have been updated in recent years.
Does it start straight away?
Yes. Holiday builds up from your first day. In your first year, your leave is usually calculated by the month, so you will have accrued some leave even if you have only worked a few weeks. Employers may restrict when you can take it, but they cannot deny you your statutory leave.
Taking leave
Your employer can set rules on how to request holiday. They can also require you to take leave at certain times, such as over a Christmas shutdown, if they give you enough notice. The notice must be at least twice as long as the leave they are asking you to take. If you want to take leave, give notice that is at least twice as long as the leave you want.
Holiday pay
You should receive your normal pay while on holiday. For workers with fixed hours and pay, that is straightforward. For workers whose pay varies, holiday pay should reflect average earnings, which can include regular overtime and commission in some cases. If you are unsure, ask for a written explanation of how your holiday pay is calculated and compare it with your payslips.
Carrying leave over
In general, you should take your statutory leave in the leave year. Your employer can agree to carry some over. There are exceptions, for example where you could not take leave because of sickness or maternity leave, in which case statutory leave can be carried over for a limited period. The rules for the extra 1.6 weeks beyond four weeks are more flexible, so check your contract.
When you leave a job
If you leave with unused statutory holiday, your employer must pay you for it. If you have taken more than you had accrued, your employer may be able to deduct it from your final pay only if your contract allows it. Ask for a written calculation of your final holiday pay.
Zero-hours contracts
Zero-hours workers also accrue holiday. If you only work some weeks, holiday is usually built up as you work and paid alongside your earnings or when you take leave, depending on what your contract says. Ask how it is recorded.
If your employer refuses
Start with a polite written request referring to your contract. If you need further help, contact Acas for free guidance. If the problem continues, you may be able to bring a claim.
Quick checks
- Does my contract say 28 days including or excluding bank holidays?
- How is my leave counted: days or hours?
- What happens to unused leave at the end of the year?
- How is holiday pay calculated if my hours change?
Sources
General information only. Check the linked pages for the current rules.
We write for jobseekers, check important claims and link to official sources where rules may change.