Almost all UK workers are legally entitled to 5.6 weeks' paid holiday a year. For someone working a 5-day week, GOV.UK says that's at least 28 days, and statutory paid holiday is capped at 28 days, so a 6-day worker still gets 28. Employers can include bank holidays within that.
That last point is the one most people don't realise. There's no separate legal right to bank holidays on top of the 28 days; whether you get them extra depends on your contract.
How much holiday each pattern gets
| Working pattern | Minimum statutory holiday |
|---|---|
| 5 days a week | 28 days (5.6 weeks) |
| 6 days a week | 28 days: the statutory cap |
| 3 days a week, regular hours, all year | 16.8 days (3 x 5.6) |
| Irregular hours or part-year workers | Up to 5.6 weeks, built up from hours worked |
The rule for part-timers is simply days worked per week multiplied by 5.6. GOV.UK's holiday entitlement calculator handles the awkward cases, including part days.
Irregular hours and part-year workers
Workers whose hours often change from one pay period to the next, and part-year workers with unpaid weeks off, build up leave based on the hours they've already worked, not a fixed number of days. That accrual method applies to leave years starting from 1 April 2024; for earlier leave years, GOV.UK says entitlement didn't have to be accrued that way. Agency workers are covered by the 5.6 weeks too.
Bank holidays and extra leave
- Bank and public holidays don't have to be given as paid leave.
- An employer can choose to count bank holidays as part of the 28 days.
- An employer can offer more than the legal minimum, and doesn't have to apply all the statutory rules to the extra days. For example, it can require someone to be employed for a while before they get it.
Booking holiday: the notice rules
Unless the contract says otherwise, GOV.UK sets default notice periods both ways, and they're more specific than most people think:
| Who | Default notice | GOV.UK's example |
|---|---|---|
| Worker asking for leave | At least twice the length of the leave, plus 1 day | 3 days' notice for 1 day off |
| Employer refusing or cancelling leave | As much notice as the leave requested, plus 1 day | 11 days' notice to refuse 10 days' leave |
| Employer telling staff to take leave | At least twice the length of the leave | Given before the notice period begins |
Employers can refuse leave at a particular time, but they can't refuse to let workers take it at all. They can tell staff to take leave, for example over Christmas, and restrict leave at busy periods. GOV.UK also says an employer who wants a worker to take leave must make sure they can rest and enjoy leisure, so a sick worker can't be forced to take holiday.
A worked example for a small team
Say you employ three people: one full-time on 5 days, one on a fixed 3-day week and one on irregular shifts. Using GOV.UK's rules, the full-timer gets at least 28 days and the 3-day worker at least 16.8 days a year. The shift worker builds up leave in each pay period based on the hours they've worked, so you'd use the GOV.UK calculator each period rather than setting a fixed number. If your contract says bank holidays are included, the full-timer's bank holidays come out of their 28 days; if it says they're extra, you've given more than the minimum, which is your choice.
Part days are allowed too. GOV.UK says some workers, such as part-timers or someone with half a day left, may be entitled to a part leave day, and how that part day is taken is up to the employer.
Holiday, sickness and family leave
Workers keep building up holiday while off sick, and during maternity, paternity and adoption leave. They can also ask to take holiday at the same time as sick leave. If you're managing absence, my guide to employee scheduling software covers tools that track leave against entitlement.
When someone leaves
- During notice, the worker may be able to take whatever statutory leave they have left, worked out on how much of the leave year has passed or how much they've accrued.
- Untaken statutory leave must be paid when they leave, even if they're dismissed for gross misconduct. This is the only time pay in place of statutory leave, known as payment in lieu, is allowed.
- If they've taken more than they've earned, the employer can't take it back from final pay unless that was agreed in writing beforehand.
- Leave above the 5.6 weeks can have its own arrangements.
Put those rules in the contract or handbook so nobody's arguing about them on someone's last day. Good small business HR software can calculate accrued leave for you.
If there's a dispute
GOV.UK is clear that paid annual leave is a legal right an employer must provide. If a worker thinks their rights to leave and pay aren't being met, GOV.UK points to a number of ways to resolve the dispute, and the contract plus the GOV.UK calculator are the evidence both sides will need.
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My verdict
Start every contract with 5.6 weeks, decide in writing whether bank holidays are included or extra, and use the GOV.UK calculator for anyone who isn't on a fixed 5-day week. The figures are simple; the arguments come from vague contracts and last-minute leave requests, and both are fixed by writing the rules down.
Sick leave works differently again, and our guide to UK statutory sick entitlement sets out who qualifies.
Frequently asked questions
How much holiday am I entitled to in the UK?
Almost all workers get 5.6 weeks' paid holiday a year, which is 28 days for a 5-day week. Statutory paid holiday is capped at 28 days.
Are bank holidays included in holiday entitlement?
They can be. Employers can include bank holidays in the 28 days; they don't have to give them as extra paid leave.
How do I work out part-time holiday entitlement?
Multiply the days worked each week by 5.6. Someone working 3 days a week gets at least 16.8 days.
Can my employer refuse my holiday request?
They can refuse a particular time with notice equal to the leave requested plus 1 day, but they can't refuse to let you take your leave at all.
Do I get paid for unused holiday when I leave?
Yes. Employers must pay for untaken statutory leave when someone leaves, even after dismissal for gross misconduct.
Do I build up holiday while on sick leave?
Yes. Workers build up holiday entitlement while off sick and during maternity, paternity and adoption leave.
