Holiday Pay Calculator

Usually as a week's pay for each week of leave, with a week's pay defined as average earnings over a reference period where hours or pay vary. Divide by working days per week to get the daily rate.

Regular overtime generally does in jurisdictions that use an average-earnings test, on the principle that holiday pay should reflect normal earnings. Genuinely occasional overtime usually does not. The distinction has been litigated repeatedly.

Divide your annual entitlement by twelve. On 28 days that is 2.33 days a month, though most schemes accrue by the hour worked for part-time and irregular staff rather than in monthly blocks.

For statutory leave, generally yes — accrued but untaken days are paid at the daily rate on termination. Contractual leave above the statutory minimum may have different rules.

Usually yes for a specific date, with notice, provided you can still take your full entitlement in the leave year. Refusing the entitlement itself is a different matter and generally unlawful.

Then holiday pay is normally based on average earnings across a reference period — commonly the last 52 paid weeks, ignoring weeks with no pay. Using a single recent week produces a figure that does not reflect your year.

It varies enormously: much of Europe mandates four weeks or more plus public holidays, while some countries mandate none at all. Check your own jurisdiction rather than assuming a norm.

Statutory leave often cannot be carried over except in defined circumstances such as long-term sickness or family leave. Contractual leave above the minimum is whatever the contract says.

Pro rata to hours worked, usually expressed in hours rather than days so that variable shift lengths work out fairly. Converting to days for someone whose shifts vary in length systematically shortchanges them.

In jurisdictions using an average-earnings test, regular commission generally counts, on the principle that holiday pay should reflect normal earnings. This has been repeatedly litigated and the answer has moved over time.

Adding a holiday supplement to the hourly rate instead of paying at the time leave is taken. It has been unlawful in several jurisdictions because it discourages taking leave, though some have since permitted it for irregular-hours workers.

For statutory leave, generally only on termination — the entitlement exists so that rest is actually taken. Contractual leave above the minimum can often be bought out if the contract allows.