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Statutory Holiday Entitlement Calculator (UK)

Work out the 5.6 weeks statutory holiday for full-time and part-time staff, including the 28-day cap.

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How much statutory holiday do UK workers get?

5.6 weeks a year, pro-rated by days worked per week and capped at 28 days for statutory purposes. Five days a week gives 28 days.

Where Compono fits

Holiday entitlement is the easy half of the question. Whether people actually take it, and come back better for it, is the half that shows up in engagement and turnover. Compono Engage reads whether your teams are recovering or quietly running down, so leave becomes something you manage rather than something you administer.

See how it works

How it's calculated

Statutory holiday entitlement is 5.6 weeks a year, pro-rated by the number of days worked each week, and capped at 28 days for statutory purposes. Someone working five days a week gets 28 days. Someone on three days a week gets 16.8 days. The cap bites for anyone working six or more days a week: 5.6 times six is 33.6, but statutory entitlement stops at 28. Bank holidays are not automatically extra paid leave, an employer may count them within the 5.6 weeks. Irregular-hours and part-year workers accrue differently, at 12.07% of hours worked. Applies to Great Britain. This is general guidance, not legal advice.

New to the term? Read the plain-English definition of statutory holiday entitlement in the HR Glossary.

Common questions

Are bank holidays included in the 5.6 weeks?

They can be. There is no automatic right to paid bank holidays on top of statutory entitlement, so an employer may count them within the 5.6 weeks. Many contracts are more generous.

How does holiday work for part-time staff?

Multiply the days worked per week by 5.6. Three days a week gives 16.8 days. The 28-day cap only affects those working six or more days a week.

How do irregular-hours workers accrue holiday?

At 12.07% of hours worked, rather than the days-per-week method. This calculator covers the standard days-per-week case.

This page is general information, not legal advice. We check figures annually and update them on a best-efforts basis, but employment rules change and we cannot promise everything here is current or complete. Before you act on it, confirm the detail with GOV.UK or your own adviser. Last reviewed July 2026.