Employers · Holiday entitlement
UK holiday entitlement for employees: a simple guide (2026/27)
18 September 2026 7 min read
Statutory 5.6 weeks explained, 12.07% for variable-hours staff, carry-over rules, and how to track holiday entitlement without spreadsheets. Real examples for full-time, part-time, and zero-hour workers.
Every UK employee is entitled to 5.6 weeks paid holiday per year — including bank holidays if you count them. Here's how it applies to full-time, part-time, and zero-hour staff.
The statutory minimum
- Full-time (5-day week): 28 days including bank holidays. Or 20 days plus the 8 bank holidays.
- Part-time (3-day week): 3 × 5.6 = 16.8 days, pro-rata.
- Variable hours (zero-hour, agency): 12.07% of hours worked.
Carry-over rules
- Statutory 4 weeks: normally must be taken in the leave year. You can permit carry-over if the employee couldn't take it due to sickness or maternity.
- The extra 1.6 weeks: can be carried over by agreement (up to 12 months typically).
- Contractual extras (e.g. 25 days + BH): whatever you say in the contract goes.
Worked examples
| Contract | Working pattern | Annual entitlement |
|---|---|---|
| Full-time | 40h/week Mon–Fri | 28 days |
| Part-time | 2 days/week | 11.2 days |
| Zero-hour | Variable, worked 850h in year | 850 × 12.07% = 102.6 hours (~13 days at 8h/day) |
| Agency (temp) after 12 wks | Client's permanent entitlement | Match client's standard |
Common employer mistakes
- Not paying holiday accrued during notice periods.
- Rolling up holiday pay without itemising it on the payslip (illegal since April 2024 for standard workers, allowed for irregular hours).
- Refusing carry-over when statutory sick pay or maternity leave prevented taking it.
- Not tracking bank holidays worked — these still generate accrual.
Clok's calendar splits by leave type (holiday, sick, unpaid, PTO) and calculates 12.07% accrual in real time for variable-hours staff. Owners see the full team's balance in one screen.
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