Holiday Pay — Weekly Rate
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Holiday Pay Calculator
Work out your correct holiday pay entitlement — whether you're on fixed hours, variable hours, or a zero-hours contract. The calculator handles the 52-week reference period for variable pay workers and checks whether regular overtime and commission have been included.
📅 2026–27 rules
Statutory entitlement: 5.6 weeks / 28 days max
Variable hours: 52-week reference period
Irregular hours accrual: 12.07% of hours worked
See all statutory rates →
52-Week Reference Period — Pay Summary
| Weeks included | Total pay across those weeks | Average weekly pay |
|---|
PAIRED GUIDE
Holiday Pay on Variable Hours Explained
Why variable-hours workers are routinely underpaid on holiday, how the 52-week reference period works in practice, and what to do if your employer is getting it wrong.
Read the Guide →How to Use This Calculator
- Select your working pattern — fixed hours, variable hours, zero-hours, or part-time fixed. The calculator adjusts to the correct method for each.
- Fixed hours workers — enter your normal weekly pay including any regular overtime or commission. Holiday pay equals your normal weekly rate.
- Variable / zero-hours workers — enter your gross pay for each of the last 52 weeks you were paid. The calculator averages these to find your correct holiday pay rate. Skip any weeks with no pay.
- Part-time workers — you get the same 5.6-week entitlement as full-timers; the calculator converts this to days based on how many days a week you work.
What Counts as Normal Pay?
| Payment type | Include in holiday pay? |
|---|---|
| Basic salary / hourly rate | ✓ Yes — always |
| Regular overtime (consistently worked) | ✓ Yes |
| Regular commission or results-based pay | ✓ Yes |
| Shift premiums / unsocial hours payments | ✓ Yes |
| Standby / on-call payments (if regular) | ✓ Usually yes |
| One-off or discretionary bonuses | ✗ No |
| Expense reimbursements | ✗ No |
| Employer pension contributions | ✗ No |
Frequently Asked Questions
How many days holiday am I entitled to?
The statutory minimum is 5.6 weeks per year, capped at 28 days. For a full-time 5-day worker that equals exactly 28 days. Part-time workers get the same 5.6 weeks but fewer days in total — for example 3 days/week gives 16.8 days, and 4 days/week gives 22.4 days. Bank holidays can count toward the 28-day cap — check your contract to see whether they're included or on top.
Does overtime count in my holiday pay?
Yes — if you regularly work overtime. Following Brazel v Harpur Trust (2022) and earlier European Court rulings, regular overtime must be included in the average weekly pay used for holiday purposes. "Regular" means it's a consistent feature of your working pattern, not a one-off. If your employer calculates holiday pay on your basic hourly rate and ignores regular overtime, they may be underpaying you.
What is the 52-week reference period?
For workers with variable hours or pay, holiday pay must be based on your average earnings over the last 52 weeks in which you worked and were paid. Weeks where you received no pay are skipped and the reference period is extended back further — up to a maximum of 104 weeks — to capture 52 paid weeks. The average of those 52 weeks is the rate your employer must pay you for each week of holiday.
I've only worked a few weeks — can I still take holiday?
Yes. Holiday entitlement begins from day one of employment. If you've worked fewer than 52 weeks, your holiday pay rate is based on the average of all the paid weeks you have — so 12 paid weeks would mean averaging 12 weeks of data. Your entitlement in days accrues at 12.07% of hours worked from day one.
What is rolled-up holiday pay?
Rolled-up holiday pay means your employer adds 12.07% to your hourly pay on every payslip to account for holiday, rather than paying you separately when you take leave. This was unlawful for a period but became lawful again from January 2024 for irregular hours and part-year workers. It must be clearly identified on your payslip. If you receive rolled-up pay you are still entitled to take the leave — you just don't receive additional pay when you do, as it's already been included.
Can my employer refuse to include overtime in holiday pay?
No — not for regular overtime. If your employer is calculating holiday pay on basic pay only and ignoring overtime you regularly work, you may have an unlawful deduction from wages claim. You can raise a grievance, contact Acas, or make a claim to an employment tribunal. The time limit for such a claim is 3 months from the date of the deduction, so don't delay.