Annual Leave Calculator ✈️

Employers can use this holiday calculator to work out annual leave entitlement for employees.

This acts as a part-time calculator for annual leave, a holiday entitlement calculator for employees starting mid-year, and even for backdated annual leave.

To use this annual leave entitlement calculator, employers should enter the number of working days their employee works, the standard annual leave allowance for the company (for a full-time employee).

The holiday leave calculator will work out an employee’s annual leave entitlement, rounded up to the nearest whole holiday day.

Pro-rata is Latin for ‘proportionally’ or a ‘proportion of’. The term ‘pro-rata’ means that the salary and holiday advertised for a job is what a full-time employee would receive for the job.

For a part-time employee, or an employee starting mid-year, their prorated annual leave entitlement and salary will need to be calculated according to the number of hours or time they work. This is also phrased as ‘on a pro-rata basis’.

Use this pro-rata holiday calculator to make it easier for you to quickly work out how much holiday employees on a prorated contract have. Or read on to find out exactly how the holiday allowance calculator works this out for you!

If an employee is not a full-time worker, pro-rata annual leave is calculated based on the number of hours an employee works, and how many days a week.

Pro-rata example:

If an employee joined on 01/03/2022, their annual leave allowance may be advertised as 25 days pro rata in the job description (from 01/01/2022). If they join the company and work as a full-time employee, they would receive 21 days of annual leave for the remainder of the year.

How to work out a pro-rata holiday depends on whether the employee is part-time or full-time. For example, if your company annual leave entitlement is based on a 5-day working week, but your employee only works 3 days, they would be entitled to less than a full-time employee.

Part-time calculator example:

If an employee is working from 01/01/2022 (on 25 days annual leave), the same date your company annual leave starts from, and works 3 days per week out of 5 as standard, they would be entitled to 15 days of holiday entitlement until their allowance renews on 01/01/2023.

How holiday pay is calculated can be difficult to get your mind around, which is why our UK holiday calculator can really help.

For employees who are leaving the job before the end of the year, this involves working out pro-rata holiday allowance. The end date of employment should be inputted into the holiday entitlement calculator to work out pro-rata holiday.

Holiday entitlement when leaving a job example:

If your full-time employee is leaving partway through the year, you can use the annual leave calculator to work out their holiday accrued.

If they started on 01/01/2022 with a company standard of 25 days holiday entitlement, they work 5 full days per week, and they are leaving on 28/11/2022, they will have 23 days of annual leave entitlement for this period.

What is the typical holiday pay ruling in the UK? If you are an employee leaving part way through the year, you could be entitled to payment for untaken holidays. Employers will need to pay for untaken statutory leave for employees.

Payment in lieu of holiday example:

If you are a full-time employee, who is entitled to 25 days holiday for the whole year, you started on 01/01/2022, will leave on 01/10/2022, and have only taken 15 days of holiday, you would be entitled to payment for 4 days.

During a notice period, you may be able to take what is left of your annual leave, or you would receive payment in lieu of holiday untaken.

If you have already taken more than you have left of the years’ annual leave, you may be deducted money from your final paycheck; this will have been agreed before in writing. For example, in your employment contract or company handbook.

Employers can use this annual leave calculator to work out how much they need to pay an employee if they need to be paid for untaken holidays. How much you pay in terms of holiday pay on termination of employment is dependent on the individual’s salary.

For example, their daily rate is multiplied by the number of days they need to be paid for.

Holiday pay entitlement on termination of employment example:

If a full-time employee joined on 01/01/2022, was entitled to 25 days holiday, and will leave on 01/10/2022, they would be entitled to payment for 4 days untaken holiday.

For calculating holiday entitlement when leaving a job, you would take the employee’s basic salary (e.g. £25,000 per year), work out their daily rate (after tax), which would be approx. £78.98.

You would then multiply it by 4, as they have 4 days of annual leave entitlement remaining. This would come to approximately £315.92 in payment for untaken holiday pay.

How many days holiday are you entitled to in the UK? The statutory minimum holiday entitlement in the UK is 5.6 weeks, or 28 days, including bank and public holidays.

This is the same for full-time and part-time employees (pro-rata holiday entitlement).

How much annual leave you can take might actually be more than this, depending on the company you work for. This will have been laid out in your employment contract.

For UK companies, the average holiday allowance including public holidays is 33.5 days, which is a week above the statutory minimum holiday entitlement.

The UK average holiday entitlement compared to the rest of the world:

Annual leave allowance varies hugely in different countries. Employees in France and Spain receive 36 days of holiday entitlement, while German employees have 29.

Many counties sit around the 20-25 mark. The US, however, has no statutory minimum paid holiday or paid public holidays. This is entirely down to the employer to offer paid holidays.

The bank holiday entitlement for part-time workers calculator would be 5.6 times your usual working week.

For example, if you work 2 days per week, you would receive 11.2 days holiday per year, inclusive of bank holidays and public holidays.

When it comes to public and bank holiday entitlement for part time staff, legally, part-time workers should not be treated any differently to full-time workers.

Many employers will choose to give part-time workers all bank holidays and public holidays as paid time off.

There are 8 bank holidays per year in England and Wales, 9 bank holidays in Scotland, and 10 in Northern Ireland.

2022 Bank Holidays & Public Holidays in England & Wales:

New Year’s Day – 1st January

Good Friday – 15th April

Easter Monday – 18th April

Early May bank holiday – 2nd May

Spring bank holiday – 2nd June

Her Majesty The Queen’s Platinum Jubilee – 3rd June

Summer bank holiday – 29th August

Boxing Day – 26th December

Christmas Holiday – 27th December

Employers are entitled to refuse holiday requests. They might do so, for example, during busy periods or overlaps in holiday requests.

There is no absolute right for employees to take holiday times whenever they like.

You will also have a set amount of notice you will need to give your employer. This can range from a day to a month or so.

Make sure you’re aware of how long you need to give. This should be in your employment contract, company handbook, or intranet.

In some companies, there are certain holiday entitlement rules that employees must abide by.

Holiday entitlement rules example:

At Give A Grad A Go we are required to take 50% of our holiday allowance before the end of June.

Not only does this prevent the team from taking all their holiday at the same time during the summer months, but it is also a good way to encourage employees to spread out their holidays. This avoids individuals from going very long periods of time without a break.

There are many reasons why it’s important to take time off work, the video below helps to explain.

Tip: Change the playback speed in the settings at the bottom right corner, to suit your learning requirements.

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