For irregular-hours and part-year workers, holiday entitlement accrues at 12.07% of hours worked each pay period. Work out your accrued holiday and rolled-up holiday pay below.
Rolled-up holiday pay this period
| Item | Amount |
|---|---|
| Normal pay for hours worked | £0 |
| Holiday hours accrued (12.07%) | 0 |
| Rolled-up holiday pay | £0 |
| Total pay this period | £0 |
UK statutory annual leave is 5.6 weeks a year. A year has 52.14 weeks, so a worker's non-holiday working weeks equal 52.14 minus 5.6 = 46.4 weeks. Dividing the 5.6 weeks' holiday by those 46.4 working weeks gives 12.07% — the proportion of hours worked that should accrue as paid holiday for someone whose hours vary and can't sensibly be averaged into a fixed weekly holiday entitlement.
The 12.07% rolled-up method is available for irregular-hours workers (those whose contracted paid hours are wholly or mostly variable) and part-year workers (permanent staff who only work part of the year, such as term-time-only roles), for leave years starting on or after 1 April 2024. It does not apply to workers with regular, fixed hours — they accrue holiday under the standard 5.6-week entitlement instead.
Rolled-up holiday pay must be paid alongside a worker's normal wages for the hours worked, and shown as a separate, clearly itemised amount on the payslip — it cannot simply be absorbed into a higher hourly rate without being identified.
5.6 weeks of statutory annual leave divided by the 46.4 remaining working weeks in a year equals 12.07%, applied to hours actually worked each pay period.
Yes — it has been lawful for irregular-hours and part-year workers since leave years starting on or after 1 April 2024, provided it is itemised separately on the payslip.
Someone whose contracted paid hours are wholly or mostly variable, or a part-year worker on a permanent contract who only works part of the year, such as term-time-only staff.
Also check your statutory redundancy pay or unfair dismissal compensation.