Every worker in the UK who works under a contract of employment or a worker's contract is entitled to paid annual leave. The Working Time Regulations 1998 set the minimum at 5.6 weeks per year, which equals 28 days for a standard five-day-week worker. This is the statutory floor — your employer can offer more, but never less.
The 5.6 weeks figure is fixed in law. For full-time workers this translates directly to 28 days (5.6 × 5 = 28). The key point is that "days" are working days, not calendar days. So a worker doing a four-day week gets 5.6 × 4 = 22.4 days entitlement, not 28.
28 days (5.6 weeks × 5 days). This includes bank holidays if your employer counts them. England has 8 bank holidays per year.
(Days/week ÷ 5) × 5.6. Example: 3 days = 3÷5×5.6 = 16.8 days. Employers must round up, never down.
12.07% of hours worked. So if you work 100 hours in a period, you accrue 12.07 hours of paid holiday. You cannot waive this right.
Divide contracted annual hours by 46.4 (weeks worked after removing 5.6 holiday weeks) to get weekly equivalents, then apply the formula.
There are 8 public bank holidays in England and Wales (9 in Scotland, 10 in Northern Ireland). UK law does not automatically give workers a right to bank holidays off — it all depends on your contract. Your employer may:
From 1 January 2024, rolled-up holiday pay is legal for irregular-hours workers and part-year workers only. It means the employer adds 12.07% of pay on top of each payslip rather than paying a lump sum during annual leave. This cannot be used for regular workers on fixed hours contracts. If you receive rolled-up holiday pay, you should still be able to take the leave — you just will not receive extra pay during the absence.
As of April 2020, holiday pay for workers with variable pay must be calculated using the 52-week average of actual earnings (excluding weeks not worked). This replaced the previous 12-week average and better reflects true average pay. The calculation includes regular overtime, commission, and shift allowances — it cannot be based solely on basic pay if those extras are regular and intrinsic to the job.
You begin accruing holiday from your first day of employment. Many employers operate a pro-rata accrual system in the first year, which means you earn 1/12th of your annual entitlement for each complete month worked. After completing your first year, you are entitled to the full annual amount from the start of each leave year. Some contracts include a probationary period restriction on when leave can be taken, but accrual cannot be delayed.
The default rule under the Working Time Regulations is that statutory holiday cannot be carried forward — it is use-it-or-lose-it within the leave year. However, there are important exceptions:
When you leave employment (for any reason — resignation, redundancy, dismissal), you are entitled to payment in lieu for all accrued but untaken statutory holiday. This is calculated on a pro-rata basis for the portion of the leave year completed. Equally, if you have taken more holidays than you have accrued, your employer may deduct the excess from your final pay, but only if the employment contract explicitly permits this.
Holiday entitlement continues to accrue throughout all family-related leave, including:
If the holiday year ends during the leave, unused holiday must be allowed to carry over into the next leave year. Many employees strategically take their accrued holiday immediately before or after maternity leave.
| Worker Type | Formula | Example | Days Entitlement |
|---|---|---|---|
| Full-time (5 days) | Fixed | Standard contract | 28 days |
| Part-time (4 days) | 4÷5×5.6 | 4-day week | 22.4 days |
| Part-time (3 days) | 3÷5×5.6 | 3-day week | 16.8 days |
| Part-time (2.5 days) | 2.5÷5×5.6 | 2.5-day week | 14 days |
| Zero-hours (500 hrs) | 500×12.07% | 500 hrs worked | 60.35 hrs |
| Zero-hours (1000 hrs) | 1000×12.07% | 1,000 hrs worked | 120.7 hrs |
This calculator provides estimates for UK travellers using current rates, exchange rates, and travel regulations. Whether you are planning a holiday, business trip, or gap year, understanding costs upfront helps you budget accurately and avoid unexpected expenses abroad.
UK passport holders benefit from visa-free or visa-on-arrival access to many countries, though requirements changed after Brexit for EU travel. Always check the latest entry requirements on the FCDO (Foreign, Commonwealth and Development Office) website before booking.
UK passport renewal costs £82.50 (online) or £93 (postal). The GHIC (Global Health Insurance Card) provides free or reduced-cost medical treatment in EU countries. Travel insurance is strongly recommended, with comprehensive cover typically costing £30-80 for a European trip and £60-150 for worldwide cover. Duty-free allowances from non-EU countries: 200 cigarettes, 1 litre spirits, £390 of goods.
A family holiday to Spain for 2 adults and 2 children: flights approximately £800, accommodation £1,200 (7 nights), travel insurance £80, spending money £700, airport transfers £120. Total estimated cost: £2,900. Using a fee-free travel card instead of bureau de change saves approximately 3-5% on currency exchange, worth £35-50 on this trip.
Source: Based on current travel costs and FCDO guidance. Last updated March 2026.
Data verified against official UK government sources. Last checked April 2026.