Guides › Work and Employment › Holiday Entitlement and Holiday Pay: The 5.6 Week Rule
Holiday Entitlement and Holiday Pay: The 5.6 Week Rule
Most workers are entitled to 5.6 weeks of paid holiday a year. For someone working 5 days a week that is 28 days, and the statutory amount is capped at 28 days. Employers can count bank holidays as part of it. Part-time workers get 5.6 weeks of their working pattern. For 4 of the 5.6 weeks, holiday pay must include regular overtime, commission and similar payments, not just basic pay.
At A Glance
Your Rights
What the rules say, with a link to the official source for each.
How Much Holiday
The Basic Rule
Most workers get 5.6 weeks of paid holiday a year: 28 days for a 5-day week. Statutory leave is capped at 28 days, so a 6-day worker still gets 28. Bank holidays do not have to be given as paid leave, but can count towards it. source
Part-Time Workers
Regular part-time workers get 5.6 weeks of their working pattern. For example, someone working 3 days a week gets 16.8 days. source
Carrying Over
Normally up to 8 days can be carried over if your employer agrees. If you could not take leave because of sickness, up to 20 days (regular hours) can be carried over and used within 18 months. Leave missed because of maternity or family leave can be carried over in full. source
Holiday Pay
Normal Pay
For 4 weeks of the 5.6, holiday pay must include payments linked to your tasks (including commission), payments for length of service or qualifications, and regular overtime paid in the previous 52 weeks. source
Time Limits to Know
Miss a deadline and you can lose a right. Check the dates on your own paperwork.
- 5.6 weeksStatutory paid holidayCapped at 28 days
Steps to Take
Step 1 of 4
Check your contract for your leave year and any extra holiday.
Step 2 of 4
Work out your entitlement: 5.6 times the days you work each week.
Step 3 of 4
Compare your holiday pay with your normal pay, including regular overtime.
Step 4 of 4
Raise it with your employer, then raise a grievance if needed.
(Tap the numbers to reveal steps)
Where to Go If It Is Not Put Right
Your options, in order, and when each one applies.
Acas Helpline
Free and confidential. 0300 123 1100, Monday to Friday, 8am to 6pm.
Acas Early Conciliation
You must tell Acas before you make most tribunal claims. It is free.
Holiday Entitlement (GOV.UK)
The official rules, including a calculator.
Good to Know
Small things that make your complaint stronger.
Leave builds up during sickness and maternity, paternity or adoption leave.
Rules here are for England, Scotland and Wales. Northern Ireland has its own employment law, the Labour Relations Agency and industrial tribunals; see nidirect.
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If you would like one of our team to look at your problem, our initial case review is free. We cannot guarantee any outcome and we do not give legal advice.
Lead reviewer
Luke Marley
Founder and Lead Reviewer
Luke founded CPUK in 2026 after seeing how hard it is for ordinary people to get problems with companies put right. He oversees our guides and checks them against official sources.
Research by Katie Burt, Co-founder and Operations Lead (17 years in the care sector, including managing services for vulnerable adults), and the CPUK Research Team. Researched with AI-assisted research tools, then checked and corrected by our team.
Last checked: 15 October 2026. We are not paid by the companies we write about. Adverts never affect our guidance. Read our editorial policy.
Sources and official links
- gov.uk/holiday-entitlement-rights Checked 15 October 2026
- gov.uk/government/publications/simplifying-holiday-entitlement-and-holiday-pay-calculations/holiday-pay-and-entitlement-reforms-from-1-january-2024 Checked 15 October 2026
- acas.org.uk/contact Checked 8 October 2026
- acas.org.uk/early-conciliation/how-early-conciliation-works Checked 8 October 2026