Pro Rata Holiday Calculator
Part-time annual leave worked out properly. That means 5.6 weeks pro-rata, plus the thing most calculators fudge: your fair share of bank holidays, whichever days of the week you work.
Updated August 2026 · based on gov.uk and ACAS guidanceWorking in hours (or uneven-length days)? Enter days here for the split, or just multiply your weekly hours by 5.6: e.g. 20 hours → 112 hours. Full-time hours compressed into 4 days? The day count below still applies, but they’re your longer days; see the compressed-hours section further down.
Enter your total annual allowance, including any bank holiday days your employer counts. We’ll check it against your entitlement.
Your annual entitlement
How this was worked out
Holiday entitlement for part-time workers
Part-time workers get exactly the same 5.6 weeks as full-timers. A week just means your week. The Part-time Workers Regulations 2000 make pro-rata treatment a legal requirement, not a favour:
| Days per week | Statutory entitlement | Commonly rounded to | Of which bank holiday share (England & Wales) |
|---|---|---|---|
| 1 | 5.6 days | 6 | 1.6 |
| 2 | 11.2 days | 11.5 | 3.2 |
| 3 | 16.8 days | 17 | 4.8 |
| 4 | 22.4 days | 22.5 | 6.4 |
| 4.5 | 25.2 days | 25.5 | 7.2 |
| 5 | 28 days | 28 | 8 |
See the dedicated pages for 2 days a week, 3 days a week and 4 days a week.
The bank holiday problem (and the fair fix)
Most English bank holidays fall on a Monday. Handle them naively and part-timers are treated unfairly in one direction or the other: someone working Monday–Wednesday gets nearly all 8 bank holidays “free”, while someone working Wednesday–Friday gets almost none. The approach recommended in ACAS-aligned guidance:
- Give every part-timer the same pro-rated bank holiday allowance: (days per week ÷ 5) × bank holidays. Three days a week in England → 3/5 × 8 = 4.8 days.
- Put it in one annual pot together with their pro-rated leave.
- Deduct from the pot only the bank holidays that fall on days they would have worked. Bank holidays on non-working days cost nothing, and an employer can’t force leave to be used for them.
Everyone ends up with the same total time off relative to their hours, whichever days they work.
Working in hours instead of days
If your working days are different lengths, days are ambiguous: a “day off” on your long day is worth more than one on your short day. The fix is to run the whole thing in hours: weekly hours × 5.6 (20 hours a week → 112 hours), then deduct the actual hours of each day you take off.
Full-time on 4 days a week? Compressed hours are different
Working full-time hours squeezed into fewer, longer days (say 37.5 hours over four 9.4-hour days, or a 40-hour week as four 10-hour days) is not part-time work, and the fair way to count leave is in hours:
- Your entitlement is 5.6 × your weekly hours: a 40-hour compressed week gives 224 hours; 37.5 hours gives 210, the same as colleagues on five standard days, because your week is the same size.
- In days-of-your-length that’s still 4 × 5.6 = 22.4 days, but each one “costs” a long day. You don’t get 28 of them: 22.4 ten-hour days is the same 224 hours as 28 eight-hour days.
- Booking a day off should deduct that day’s actual hours (e.g. 10) from your pot, not “one day”.
The same logic applies to a true 4-day-week arrangement (fewer hours, full pay): your leave scales with your actual weekly hours. For the full hours-based calculation including starters and leavers, use the holiday entitlement calculator on the hours basis.
Starting mid-year as a part-timer
Combine the two pro-ratings: annual entitlement × months remaining ÷ 12, rounded up to the nearest half day in your first year. Example: 3 days a week, starting 1 July with a January–December leave year → 16.8 × 6/12 = 8.4 → 8.5 days. Our holiday entitlement calculator handles starter and leaver dates in full.
Term-time only or variable hours? Different rules
This page is for people with a fixed weekly pattern all year round. Since April 2024, term-time-only, seasonal, zero-hours and casual workers accrue leave at 12.07% of hours actually worked per pay period instead. If that’s your situation, the 12.07% holiday pay calculator is the right tool.
Frequently asked questions
How much holiday do I get working part-time?
I never work Mondays. Do I lose the bank holidays?
Does the 28-day cap reduce my part-time holiday?
My employer gives full-timers 25 days plus bank holidays. What do I get?
I work full-time hours over 4 days. Do I get 28 days or 22.4?
Should my entitlement be in days or hours?
Can my employer round my 16.8 days down to 16?
Is Scotland or Northern Ireland different?
Sources
Based on: gov.uk: holiday entitlement rights; Part-time Workers Regulations 2000; ACAS: checking holiday entitlement and bank holidays guidance; gov.uk bank holiday dates. Statutory figures checked August 2026. This tool is guidance, not legal advice.
Managing a team of mixed work patterns?
Team Today tracks everyone’s leave and whereabouts in one shared planner, with approval workflows, synced to Outlook, Teams and Google. Free for up to 10 people.