Calculate the exact amount of holiday pay you have accrued and what remains to be taken or paid out.
Calculate Your Holiday Pay Owed
Frequently Asked Questions
Divide your annual entitlement by 365 days, multiply by days worked so far this year, then subtract holidays already taken. Multiply remaining days by daily pay rate.
Accrued holiday is the holiday entitlement you have earned but not yet taken. All UK workers accrue holiday from the first day of employment.
Accrued but untaken holiday must be paid on termination of employment. Workers cannot be prevented from receiving pay for holidays they have earned.
No. Refusing to pay accrued holiday on termination is an unlawful deduction from wages. Workers can claim through Employment Tribunal or ACAS.
For workers with variable hours, holiday pay is calculated as an average of earnings over the previous 52 weeks under the Employment Rights (Amendment) Act 2023.
Contractual holiday above the statutory 28 days accrues according to contract terms, which may differ from statutory rules.
The holiday year is the 12-month period set in your contract (often April–March or January–December). Accrual resets at the start of each year.
Only if your employer agrees. Taking more holiday than accrued means if you leave early in the year, your employer may deduct the excess from final pay.
Statutory notice is twice the length of holiday you wish to take. Employers must give notice at least as long as the holiday period to refuse a request.
Under TUPE, all employment terms including holiday entitlement transfer to the new employer. Accrued holiday carries over.
Yes. Payment in lieu of accrued holiday on termination is subject to income tax and National Insurance.
Workers on long-term sick leave continue to accrue the 4 weeks' EU-derived entitlement and up to 1.6 weeks additional UK entitlement, which can be carried forward.