You’re entitled to paid holiday (‘annual leave’ or ‘statutory leave entitlement’) whether you work full time, part time or are on a zero-hours contract.
The amount you get depends on:
- how many days or hours you work
- any extra agreements you have with your employer
You build up (‘accrue’) holiday from the day you start working, including when you're on:
- a probationary period
- sick leave
- maternity, paternity or adoption leave
Your employer can choose to give you more holiday than the statutory entitlement. Look in your contract or written terms of employment outlining your job rights and responsibilities to find out how much holiday you get.
Your statutory annual leave entitlement
If you work full time over 5 (or more) days a week you’re entitled to at least 5.6 weeks' (28 days') paid holiday per year.
If you work part time you’re entitled to at least 5.6 weeks' holiday pay pro rata (in proportion to the hours you worked). Your holiday entitlement is how many days you work multiplied by 5.6.
For example, if you work 3 days a week you’re entitled to 16.8 days’ holiday pay (3 x 5.6).
If your employer gives full-time employees more than the statutory amount of leave, for example they might give 30 days, then part-time employees must get the same, calculated pro rata.
If you work irregular hours, for example shifts, term-time work or zero-hours contracts and you’re not sure how much holiday you should get, you can use the holiday entitlement calculator on GOV.UK.
You’re not usually entitled to paid holiday if you’re self employed (run your own business), but it could depend if you’ve been employed on a contract as a worker. It’s a good idea to check your employment status to see what your entitlement is.
Sick or maternity leave
You still accrue holiday if you’re on sick, maternity, paternity or adoption leave.
For example, if you take a year of maternity leave, you will return with a whole year’s accrued holiday. Your employer might let you take some of this before you go on maternity leave.