Enter what you actually worked, period by period. This works out the holiday you built up under the 12.07% accrual rule, what that holiday is worth, and what is still owed — then gives you an itemised PDF statement you can hand to an employer, HR, ACAS or a tribunal.
Enter gross pay excluding any holiday pay — holiday pay is not counted as hours worked and must not inflate the accrual.
| Period ending | Hours worked | Gross pay (£) |
|---|
Every figure below traces to published GOV.UK guidance. Nothing is estimated or invented.
For leave years beginning on or after 1 April 2024, irregular hours workers and part-year workers accrue annual leave at 12.07% of the hours actually worked in each pay period, rounded to the nearest hour (30 minutes or more rounds up). The 12.07% figure is 5.6 weeks ÷ 46.4 working weeks.
Holiday pay is based on average pay over a 52-week reference period. Weeks in which no pay was earned are skipped, looking back up to 104 weeks to find 52 paid weeks. This tool derives an average hourly rate from the paid periods you enter (total gross pay ÷ total hours worked) and multiplies it by the accrued hours.
Rolled-up holiday pay — paying an extra 12.07% on top of pay in each pay period, itemised separately on the payslip — is lawful for irregular hours and part-year workers for leave years starting on or after 1 April 2024. If your employer used this method, the "rolled-up equivalent" figure is what should have appeared on your payslips.
Value of accrued holiday, minus holiday pay you have already received. Statutory paid holiday entitlement is capped at 28 days; under the 12.07% method this cap only binds in unusual cases and the tool flags it if it does.
• GOV.UK — Holiday pay and entitlement reforms from 1 January 2024
(12.07% accrual, rolled-up holiday pay, irregular hours & part-year definitions)
• GOV.UK — Holiday entitlement
(5.6 weeks statutory entitlement, 28-day cap)
• GOV.UK — Calculate holiday entitlement
(official entitlement tool)
• ACAS — Checking holiday entitlement
You are an irregular hours worker if, under your contract, the paid hours you work in each pay period are wholly or mostly variable — most zero-hours contracts qualify. You are a part-year worker if you are only required to work part of the year, with periods of at least a week in which you are not required to work and are not paid — term-time-only staff are the usual example.
Statutory leave is 5.6 weeks a year. A year has 52 weeks, leaving 46.4 working weeks once the 5.6 weeks of leave are removed. 5.6 ÷ 46.4 = 12.07%.
Yes — the 52-week average should reflect what you were actually paid for work done, including regular overtime and commission. Exclude holiday pay itself, and exclude expense reimbursements.
It sets out your figures period by period with the method and the legal basis stated on the face of the document. Send it to your employer or payroll as a written query first — most shortfalls are payroll errors and get corrected at that stage. If it is not resolved, it is the working the ACAS conciliator or a tribunal will ask you for.
Unpaid holiday pay is normally pursued as an unlawful deduction from wages, and the time limits are strict — usually three months from the last deduction, and there has been ongoing litigation about the two-year backstop on such claims. Get advice from ACAS or a solicitor on your specific dates before relying on any limit.
This tool is for information only. It is not legal, employment or financial advice and does not create a solicitor–client relationship. It applies the statutory minimum rules for England, Scotland and Wales; your contract may give you more, and Northern Ireland rules differ. Figures depend entirely on the accuracy of what you enter. Always check against your payslips and, for a dispute, take advice from ACAS, a trade union or a qualified employment solicitor.