In practice, an example of this would look like:
150 hours (compulsory leave) ÷ by 37.5 (the weekly working hours of the organisation) x by 12 (the employee’s weekly working hours) = 48 hours
Why not find your calculator right now and give it a go yourself?
Combined calculation (statutory holiday + bank holidays)
Example – 150 hours statutory leave + 60 hours bank holiday entitlement:
In this example, based on the above information of an employee working 12 hours a week, the example for this employee’s holiday entitlement combined with their statutory entitlement would be: 210 ÷ 37.5 x 12 = 67.2 hours.
(At Breathe, we’d round this 0.2 up to the nearest half day, making this 67.5 hours.)
These hourly figures can be converted into days, based on how many hours a day your organisation/the employee in question works.
Legal rulings around calculating holiday entitlements for part-year employees
The Supreme Court ruled in 2022 that permanent employees (and workers) who only work part of the year are still entitled by law to 5.6 weeks of holiday per year - regardless of how many hours they've worked.
The ruling states that there's now an automatic entitlement of 5.6 weeks (or 28 days) in a year.
Holiday entitlement can no longer be pro-rated for permanent part-year or zero-hours workers to reflect the number of weeks the employees have worked in a year. The government has launched a consultation on this ruling & plan to introduce a holiday entitlement reference period (for irregular hours & part-year workers).
Stuck on a holiday calculation?
We understand how tricky it can be to work out holiday calculations manually - which is why we’ve created a free online tool for SMEs which does all the hard work for you. Use Breathe’s Holiday Entitlement Calculator to help calculate pro-rata holiday entitlements quickly and easily.
For more information, download our free guide to holiday entitlements.