The statutory minimum annual leave entitlement under the Working Time Regulations 1998 is 5.6 weeks per year — 28 days for a standard five-day working week. Part-time workers receive a pro-rata entitlement. From 1 April 2024, workers correctly classified as irregular-hours or part-year workers accrue holiday at 12.07% of hours worked under regulation 15B. Holiday pay must reflect your normal pay, based on a 52-week reference period. Your contract may provide more — these are the statutory minimums. Updated June 2026.
Source: Working Time Regulations 1998, reg.13–16 (as amended by Working Time (Amendment) Regulations 2023); acas.org.uk/holiday-entitlement.
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The Employment Rights Act 2025 (Royal Assent 18 December 2025) made one change directly affecting annual leave administration from 6 April 2026: employers must now retain working time and holiday pay records for six years, rather than the previous two-year minimum. The leave entitlement formula (5.6 weeks) and the irregular-hours 12.07% accrual method are unchanged by ERA 2025 — both remain as set by the Working Time Regulations 1998 and the 2023 amendments.
How much annual leave am I entitled to in the UK?+
The statutory minimum under the Working Time Regulations 1998 is 5.6 weeks per year — 28 days for a standard five-day working week. Your employment contract may provide more; the statutory figure is the floor. Source: WTR 1998, reg.13–13A; gov.uk/holiday-entitlement-rights.
How is annual leave calculated for part-time workers?+
Part-time workers receive 5.6 weeks on a pro-rata basis. A worker doing three days per week is entitled to 5.6 × 3 = 16.8 days per year. The entitlement is proportionate to the days or hours worked compared to a full-time employee. Source: WTR 1998, reg.13; acas.org.uk/holiday-entitlement.
What is the 12.07% accrual rate and who does it apply to?+
The 12.07% accrual rate applies only to irregular-hours workers and part-year workers as defined by Working Time Regulations 1998, reg.15B (inserted by the Working Time (Amendment) Regulations 2023, effective for leave years beginning on or after 1 April 2024). For every hour worked, 0.1207 hours of leave accrue. This method must not be used for standard part-time or full-time employees. Source: WTR 1998, reg.15B; acas.org.uk/irregular-hours-and-part-year-workers.
Can I carry over unused annual leave?+
The four weeks of statutory leave under WTR regulation 13 cannot generally be carried over. However, if you were prevented from taking leave due to sickness, maternity leave, or another qualifying reason, unused leave can be carried over for up to 18 months. The additional 1.6 weeks under regulation 13A may be carried forward if your contract allows it. Source: WTR 1998, reg.13; acas.org.uk/holiday-entitlement.
What did the Employment Rights Act 2025 change about annual leave?+
ERA 2025 made one change directly affecting annual leave administration from 6 April 2026: employers must now retain working time and holiday pay records for six years, up from the previous two-year minimum. The statutory entitlement (5.6 weeks) and the 12.07% irregular-hours accrual method are both unchanged. Source: Employment Rights Act 2025 (amending Working Time Regulations 1998); acas.org.uk/holiday-entitlement.
What rate must holiday pay be paid at?+
Holiday pay must be calculated at your normal pay rate — not just your basic pay. It must include payments that are intrinsically linked to your work, such as regular overtime and commission that forms part of your normal remuneration. The 52-week reference period is used to calculate average weekly pay for workers with variable earnings. Paying only basic pay during holiday is likely to be unlawful if you regularly earn more. Source: Working Time Regulations 1998, reg.16; Employment Rights Act 1996, s.224; acas.org.uk/holiday-entitlement.
What happens to untaken annual leave when I leave a job?+
On termination of employment, you are entitled to a payment in lieu of all accrued but untaken statutory annual leave. Your employer cannot require you to forfeit this — a 'use it or lose it' policy cannot override the statutory entitlement to payment on termination. The payment must be at the correct holiday pay rate, not just basic pay. Source: Working Time Regulations 1998, reg.14; acas.org.uk/holiday-entitlement.