Key takeaways
- Almost all UK workers are entitled to 5.6 weeks' paid holiday a year, and statutory entitlement is capped at 28 days.
- A full-time worker on 5 days a week gets 5 × 5.6 = 28 days, which can include the 8 bank holidays.
- A regular part-time worker gets 5.6 times their working days: someone on 3 days a week gets at least 16.8 days.
- Staff working 6 days a week still get only 28 days, because of the statutory cap.
- Under an accrual system, holiday builds up at one-twelfth a month in the first year, so after 3 months a 28-day worker has 7 days.
- Employers do not have to give bank holidays as paid leave in addition; they can count them as part of the 5.6 weeks.
- Since 6 April 2026, employers must keep holiday records for six years.
Almost every worker in the UK is entitled to 5.6 weeks’ paid holiday a year, capped at 28 days. For staff on regular hours, you multiply the days they work each week by 5.6. Workers with irregular hours, or who work only part of the year, accrue holiday at 12.07% of hours worked instead.
How much holiday are workers entitled to?
The legal minimum is 5.6 weeks’ paid holiday a year, known as statutory leave. GOV.UK says statutory paid holiday is limited to 28 days. Employers can offer more, and the statutory rules do not have to apply to that extra leave.
The right comes from the Working Time Regulations 1998. It covers employees and workers, including agency staff and most people on zero-hours contracts.
Holiday entitlement for full-time and part-time staff
For regular hours, multiply the number of days worked a week by 5.6, up to the 28-day cap.
| Days worked a week | Calculation | Statutory entitlement |
|---|---|---|
| 6 | 6 × 5.6 = 33.6 | 28 days (cap) |
| 5 | 5 × 5.6 | 28 days |
| 4 | 4 × 5.6 | 22.4 days |
| 3 | 3 × 5.6 | 16.8 days |
| 2 | 2 × 5.6 | 11.2 days |
| 1 | 1 × 5.6 | 5.6 days |
If staff work different hours on different days, you can work in hours instead: multiply weekly hours by 5.6. Our holiday entitlement calculator does this for you.
Do bank holidays count?
Bank holidays do not have to be given as paid leave on top of statutory leave. GOV.UK says an employer can choose to include them in the 5.6 weeks. A full-time worker with 28 days in total, including bank holidays, gets the legal minimum. Check the employment contract for what you have agreed.
How to work out holiday for a new starter
Regular-hours employers can use a leave year or an accrual system. The steps for a leave year are:
- Set the leave year, such as 1 January to 31 December, and tell staff. If the contract does not set one, it starts on the worker’s first day.
- Give one-twelfth of the annual entitlement for each month worked.
- Round up to the nearest half day.
GOV.UK’s example: a worker on 5 days a week starts on 13 January with 28 days a year. They accrue 28 ÷ 12 = 2.33 days for January, rounded up to 2.5 days.
Under an accrual system, leave builds up at one-twelfth a month in the first year. After 3 months, a worker entitled to 28 days has 28 ÷ 12 × 3 = 7 days.
Holiday for irregular hours and part-year workers
Different rules apply if a worker’s hours are wholly or mostly variable, or they work only part of the year. For leave years starting on or after 1 April 2024, they accrue holiday at 12.07% of hours worked in each pay period. See our guide to holiday pay for irregular hours workers.
Which rules apply to your worker?
- If they work the same days every week: use days a week × 5.6, capped at 28.
- If they work the same total hours but on varying days: use weekly hours × 5.6.
- If their hours vary week to week: use 12.07% of hours worked.
- If they work term-time only with unpaid weeks: they are a part-year worker, so use 12.07%.
- If they leave mid-year: pro rata their entitlement and pay any untaken balance in lieu.
Carrying holiday over
The contract sets how much leave can be carried over. Where the entitlement is 28 days, GOV.UK says the maximum is 8 days. Workers can carry over more in some cases:
- untaken leave because of maternity or other family leave can be carried into the next year
- regular-hours workers who could not take leave because of sickness can carry over up to 20 days
- full carry-over applies if the employer did not give a reasonable chance to take leave, or did not warn that unused leave would be lost
Holiday records you must keep
Employers must keep holiday records adequate to show compliance, for six years. The duty was added by section 35 of the Employment Rights Act 2025 and took effect on 6 April 2026. Failing to keep records is an offence. See our Employment Rights Act timeline and the guide to taking on your first employee.
What employers should do
- Write the leave year and bank holiday treatment into each contract.
- Check part-timers get at least 5.6 times their working week.
- Identify irregular hours and part-year workers and use 12.07% for them.
- Keep entitlement and leave records for six years.
Frequently asked questions
How many days’ holiday does a full-time employee get?
At least 28 days a year for someone on 5 days a week. This is 5.6 weeks and can include bank holidays.
How much holiday does a 3-day-a-week worker get?
At least 16.8 days a year, which is 3 days multiplied by 5.6.
Does someone working 6 days a week get more than 28 days?
No. Statutory paid holiday is capped at 28 days, though an employer can choose to give more.
Do employers have to give bank holidays off?
No. Bank holidays do not have to be paid leave in addition to the 5.6 weeks; employers can count them within it.
How much holiday can be carried over?
Up to 8 days where the entitlement is 28 days, if the contract allows. More can carry over after sickness or family leave.
Sources
Rates, thresholds and rules in this guide were checked against HMRC and GOV.UK guidance on 6 November 2026. Tax rules change, so check the current position on GOV.UK or with a qualified adviser before acting. This guide is general information, not personal advice.