Your holiday calculator
Enter your weekly hours. See your annual holiday.
The weekly hours in your contract. Exclude overtime.
Regular extra hours averaged across payroll's reference weeks, including weeks with none. Enter 0 if none.
Your annual holiday allowance
Christmas & bank holidays
Mandatory leave · planning estimate
Floating statutory leave
Paid time off to book through the year
Additional leave
Take time off or request a cash exchange
The Christmas and bank-holiday split is pro rata. HR will confirm the hours that fall on your actual working days.
Your overtime holiday pay
Overtime affects holiday pay, not your holiday hours. The supplement is paid when you take the four-week statutory portion of your leave. It cannot be cashed in. Change the pay rate below if needed.
Pay rates & optional cash exchange
Use your actual gross overtime rate, including any premium. If rates vary, ask payroll for an average.
Exchange additional leave for cash
Value of your full annual additional allowance:
Payment for this request
Before payroll deductions.
Maximum 12 full-time days per year and 3 per month, pro rata. HR must check previous leave and exchanges before approval. The annual value includes this request; the two amounts are not added together.
No replacement unpaid holiday: after selling leave, you cannot replace it with discretionary unpaid holiday later in the same holiday year. Protected absence rights are unaffected.
How this estimate works
Your contracted weekly hours × 8 gives your annual holiday hours: 40 days pro rata on a five-day reference week. Overtime hours are not added to this allowance.
The planning split assumes England, 8 bank holidays and a 10-working-day Christmas closure which already includes 2 of those bank holidays. That is 16 mandatory days, 12 floating statutory days and 12 additional days for a five-day worker, pro rata in hours. HR must adjust the split to the closure dates and your work pattern; non-working days do not use leave.
The overtime figure shows the estimated supplement for one whole contracted week of qualifying holiday: average regular overtime hours × overtime hourly rate. It is additional to ordinary holiday pay and is not a new leave allowance. For part of a week, payroll scales it to the contracted holiday hours taken.
Payroll normally uses 52 qualifying reference weeks, including qualifying weeks with no overtime. It must select the correct weeks, exclude holiday weeks, handle absences and confirm which overtime forms normal pay. An average rate is needed if overtime pay varies. Recalculate for each holiday period.
At least four weeks of statutory leave must reflect normal pay, including qualifying overtime. Mandatory closures and floating leave can both form part of those four weeks. The remaining 1.6 statutory weeks can be paid at basic pay; extra company leave follows the contract. Acas guidance.
This full-year guide assumes unchanged contracted hours, year-round employment and a regular pattern of up to five working days a week. It does not deduct leave already used or calculate joiners, leavers, contract changes, absence adjustments or carry-over. HR confirms individual entitlement and payments.