Redundancy Pay Calculator

Holiday Pay Owed Calculator

Calculate payment for untaken annual leave when your employment ends. UK workers are entitled to 5.6 weeks statutory paid holiday per year

Understanding Your Holiday Entitlement

UK law guarantees all workers a minimum of 5.6 weeks of paid holiday per year. This is often expressed as 28 days for someone working 5 days a week. When your employment ends, you must be paid for any holiday you've accrued but not taken.

Full-Time Workers

Working 5 days per week:

28 days

This includes 8 bank holidays in most cases, though employers can require you to use your entitlement on these days.

Part-Time Workers

Calculated pro-rata:

3 days/week = 16.8 days
2 days/week = 11.2 days
1 day/week = 5.6 days

Part-time workers get the same 5.6 weeks, calculated based on their working pattern.

Irregular Hours

Variable schedules:

Holiday accrues at 12.07% of hours worked (equivalent to 5.6 weeks)

For zero-hours or irregular workers, entitlement builds up with each hour worked.

Enter Holiday Details

Statutory minimum is 28 days for full-time workers

Number of days used so far

Your average weekly pay (before tax)

Pro-rata Entitlement

If you haven't worked a full year, your entitlement should be calculated pro-rata based on the months you've worked. This calculator assumes a full year's entitlement.

Ready to Calculate

Enter your holiday details to see how much you're owed for untaken leave

How Holiday Entitlement Accrues Throughout the Year

Holiday entitlement builds up gradually throughout the year. Understanding how this works is important when calculating what you're owed if you leave part-way through the year.

Monthly Accrual Example

For someone with 28 days annual entitlement:

After 1 month:2.33 days accrued
After 3 months:7 days accrued
After 6 months:14 days accrued
After 9 months:21 days accrued
After 12 months:28 days accrued

Calculation Method

(Annual Entitlement ÷ 12) × Months Worked

This gives you the total days accrued. Subtract any days you've already taken to find what's owed.

Example:

You've worked 7 months with 28 days entitlement, taken 10 days holiday:

(28 ÷ 12) × 7 = 16.33 days accrued
16.33 - 10 = 6.33 days owed

Pro-rata Calculation: If you haven't worked a full year, your entitlement is calculated pro-rata. This calculator assumes full year entitlement - adjust accordingly if you started mid-year.

Bank Holidays and Your Entitlement

There are typically 8 bank holidays in England and Wales. Your employer can choose how to handle these:

Option 1: Inclusive

Your 28 days includes bank holidays. You get bank holidays off, but they count toward your total entitlement, leaving 20 days to use at your choice.

Option 2: Additional

Bank holidays are given in addition to 28 days, giving you 36 total days off. This is more generous than the statutory minimum.

Option 3: Must Work

Some roles require working bank holidays (retail, hospitality, emergency services). You still get 28 days to use at other times.

Check your contract to see which approach your employer uses.

Taking Holiday During Notice Period

When you're working your notice period (redundancy or resignation), you continue to accrue holiday and generally have the right to take it:

  • Your Right to Request

    You can request to take holiday during your notice period, but your employer can refuse if they need you to work for handover or business reasons.

  • Payment for Untaken Days

    Any holiday you don't take during notice must be paid to you as holiday pay in your final payment. This is a legal requirement.

  • Employer-Mandated Holiday

    Some employers require you to take all accrued holiday during notice to avoid a large holiday pay payment. They can do this with proper notice.

Common Holiday Pay Scenarios

1

Full Year Worked

Worked 12 months, taken 20 days, redundant at year end.

Owed: 8 days (28 - 20 = 8 days untaken)

2

Mid-Year Departure

Worked 6 months, taken 8 days, made redundant.

Owed: 6 days (14 accrued - 8 taken = 6 days)

3

Over-Taken Holiday

Worked 4 months, taken 15 days, dismissed.

Outcome: Employer may deduct overpayment from final wages

What If Your Employer Refuses to Pay Holiday Pay?

Holiday pay is a legal entitlement. If your employer refuses to pay for untaken holiday when your employment ends, you have several options to recover what you're owed.

Steps to Take

  1. 1.
    Request in Writing - Email or letter asking for payment with calculations
  2. 2.
    Contact ACAS - Free Early Conciliation service (required before tribunal)
  3. 3.
    Employment Tribunal - Claim for unlawful deduction from wages
  4. 4.
    County Court - Alternative route for contractual claims

Important Information

Time Limit

You have 3 months less 1 day from your last day of employment to start ACAS Early Conciliation. Don't delay.

No Tribunal Fees

Employment tribunal claims no longer have fees, making it accessible to pursue your rightful holiday pay.

Strong Legal Rights

Courts view holiday pay rights seriously. If you're clearly owed money, your claim is likely to succeed.

Remember: Holiday pay is taxable as normal earnings and subject to Income Tax and National Insurance. The amount you calculate here is the gross amount before tax. Your employer cannot refuse to pay holiday pay, even if you were dismissed for misconduct.