How to Calculate Holiday Pay for Part-Time Workers

Holiday pay for part-time workers is calculated on a pro-rata basis — meaning you get the same proportion of annual leave as a full-time employee, but based on the hours you actually work. If a full-time job comes with 28 days of holiday and you work 60% of full-time hours, you're entitled to 16.8 days (or the cash equivalent). This guide explains how to calculate holiday pay for part-time workers, whether you're being paid correctly, and what your legal entitlement is under UK employment law.

Your Legal Holiday Entitlement

Under the Working Time Regulations 1998, every UK worker — full-time, part-time, temporary, or zero-hours — is entitled to a minimum of 5.6 weeks of paid holiday per year. That's 28 days if you work five days a week, or the equivalent pro-rata.

For part-time workers, this 5.6-week entitlement is the same, not reduced. What changes is how many hours that equates to, depending on your working pattern.

If you work 30 hours per week, you get 5.6 weeks × 30 hours = 168 hours of paid leave per year. If you work 20 hours per week, that's 5.6 weeks × 20 hours = 112 hours of paid leave per year. The math is straightforward once you know your contracted hours.

Many employers add extra holiday on top of the legal minimum — Christmas closures, bank holidays, or additional days — but the 5.6-week statutory entitlement is the floor. Your contract should spell out the total, and if it doesn't, ask your employer for a written breakdown.

How to Calculate Your Holiday Pay

There are two ways to think about holiday entitlement: hours or days accrued, and money owed.

Method 1: Calculate Hours or Days Accrued

Start with your contracted hours per week, then multiply by 5.6.

Example 1: 16 hours per week

• 5.6 weeks × 16 hours = 89.6 hours per year
• Per month: 89.6 ÷ 12 = 7.47 hours per month
• If you take one week off (one day per week for five days), that's 5 × 3.2 hours = 16 hours used

Example 2: 25 hours per week

• 5.6 weeks × 25 hours = 140 hours per year
• Per month: 140 ÷ 12 = 11.67 hours per month

This accrual happens whether you work a fixed schedule or irregular hours. If your hours vary week to week, employers must average your hours over the past 12 weeks to calculate your entitlement.

Method 2: Calculate Holiday Pay in Pounds

To find the cash value, multiply your hourly rate by the number of holiday hours you've accrued.

If you earn £12.50 per hour and have accrued 89.6 hours of holiday, your entitlement is:

• 89.6 hours × £12.50 = £1,120

This is what your employer must pay if you leave a job with unused holiday, or what they owe you when you take the time off.

For workers with variable pay (commission, tips, bonuses), the calculation uses an average of your earnings over the past 12 weeks. This is where disputes often arise, and it's worth checking the calculation yourself. If your employer can't show you how they worked it out, that's a red flag.

Common Holiday Pay Scenarios for Part-Time Workers

Scenario: Fixed part-time hours

You work 18 hours every week (three shifts of 6 hours each). Your employer can calculate your holiday entitlement once and keep it consistent:

• 18 × 5.6 = 100.8 hours per year
• That's just over two weeks of full working days per year
• Paid at your hourly rate (e.g., £11/hour = £1,108.80 per year of entitlement)

Scenario: Rotating shift patterns

You work 28 hours per week on average but some weeks are 24 hours and some are 32 hours. Your employer must average your hours over 12 weeks:

• Calculate mean hours over 12 weeks, then multiply by 5.6
• If average is 28 hours: 28 × 5.6 = 156.8 hours per year
• If you haven't been in the job for 12 weeks yet, use the hours you've actually worked so far, pro-rated to annual

Scenario: Zero-hours or irregular contract

You work on an irregular basis — some weeks 5 hours, others 15 hours. This is often the trickiest scenario for employees:

• You still get the 5.6 weeks' statutory entitlement
• Average your hours over the past 12 weeks (or since you started if less than a year)
• Accrual can be complex; ask your employer for a written breakdown or contact ACAS for free guidance

Mistakes to Avoid

1. Not counting bank holidays separately Some employers include bank holidays in your 5.6 weeks; others add them on top. Check your contract. If your employer gives you eight bank holidays per year (fixed days off) and 20 additional days of flexible holiday, that's 28 days total. Pro-rata that to your hours accordingly.

2. Forgetting to accrue leave in your first and last year If you start a job partway through the year, you're still entitled to 5.6 weeks' leave, prorated to the months you worked. If you work nine months before resignation, you get 5.6 × (9 ÷ 12) = 4.2 weeks of leave — and your employer must pay out any unused days when you leave.

3. Accepting a lower rate for holiday pay Statutory holiday pay is paid at your normal hourly rate. Some employers try to pay less, claiming holiday is "unpaid time". That's illegal. Holiday must be paid at the rate you normally earn, including any regular bonuses or commission averaged fairly over 12 weeks.

4. Confusing holiday with sick leave Holiday entitlement and sick leave are separate things. You don't "lose" sick days from your holiday allowance. Sick leave is governed by your employment contract and different employment law.

Frequently Asked Questions

Q: What if my employer doesn't give me the full 5.6 weeks? A: You're entitled to it by law. If they're not offering it, raise it in writing with your manager or HR, or contact ACAS for free advice. The Citizens Advice Bureau also offers guidance on holiday pay rights.

Q: How is holiday pay calculated if I earn commission or tips? A: You average your hourly rate (total earnings ÷ total hours) over the past 12 weeks. If you've earned £4,000 over 160 hours, your hourly average is £25. Holiday hours are paid at that rate.

Q: Do I have to take my holiday, or can I be paid in lieu? A: You have a statutory right to take the holiday. Being "paid in lieu" (cash instead of time off) is not normally allowed, except when you leave the job. Your employer can't bypass giving you time off just to pay cash instead.

Q: What happens if I accrue more holiday than I can take in a year? A: Holiday "carry-over" is allowed only in limited circumstances (if your employer demands you defer leave for business reasons). Generally, you should take your leave each year. If you're worried about losing it, raise it with your employer in writing and keep records.

Q: Can my employer reduce my holiday entitlement if I move from full-time to part-time? A: Yes, if your hours drop. But the new part-time entitlement is still calculated pro-rata from the 5.6-week minimum. They can't cut it below that statutory floor.

Q: How do I calculate holiday pay for a contract that ends mid-year? A: Pro-rata your entitlement to the weeks you actually worked. If you worked 26 weeks and are entitled to 5.6 weeks per year, that's (26 ÷ 52) × 5.6 = 2.8 weeks owed. Multiply by your hourly rate to find the cash value. Your employer must pay this on your final payslip.

Q: What if my pay varies each month (shifts, irregular hours)? A: Use your average hourly rate from the past 12 weeks (or since you started). That's the rate at which holiday must be paid, even if some weeks you earn more or less. Ask your payroll team to show you the calculation.

Related Guides and Tools

For more on part-time pay, read our guide on part-time vs full-time pro-rata salary, which covers how to compare job offers fairly when hours differ. If you're calculating overall take-home pay including holiday, our UK salary calculator lets you model your annual earnings and net pay.

If your situation is more complex — overtime, maternity pay, or how pension contributions affect your take-home — we have dedicated guides. And if you work as an agency worker, your holiday rights work differently: agencies must either give you paid leave or an 11.5% pay uplift instead.