Full-year entitlement
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How pro-rata holiday entitlement works
Pro-rata entitlement is calculated by multiplying the full annual entitlement by the proportion of the holiday year worked. The holiday year is typically either the calendar year or a company-defined year (e.g. 1 April to 31 March).
Formula: Pro-rata entitlement = full annual entitlement × (days/months remaining ÷ total days/months in leave year)
Worked examples — pro-rata holiday
Joins 1 October, leave year ends 31 March (6 months remaining):
Full entitlement: 28 days | Proportion: 6 ÷ 12 = 0.5
Pro-rata entitlement: 28 × 0.5 = 14 days
Leaves 30 September, leave year started 1 January (9 months worked):
Full entitlement: 25 days | Proportion: 9 ÷ 12 = 0.75
Pro-rata entitlement: 25 × 0.75 = 18.75 days (round up to 19)
If 15 days already taken: 4 days remaining or payment in lieu.
Who is this calculator for?
Employees who have recently joined a company and want to know their current-year entitlement, workers leaving mid-year who need to calculate remaining holiday or payment in lieu, HR managers processing leavers and starters, and anyone on a fixed-term or seasonal contract.
Frequently asked questions
How is pro-rata holiday calculated when joining mid-year?
Divide the remaining months in the leave year by 12, then multiply by the full annual entitlement. For example, joining in October with a January-December leave year: 3 months remaining ÷ 12 = 0.25. With 28 days entitlement: 28 × 0.25 = 7 days for the remainder of that year.
Am I entitled to pay in lieu of unused holiday when I leave?
Yes. If you leave with accrued but untaken statutory holiday, your employer must pay you in lieu for those days. Equally, if you have taken more holiday than you have accrued by your leaving date, your employer may deduct the overpayment from your final pay — if the contract allows this.
How is holiday accrued during the notice period?
Holiday continues to accrue during your notice period at the normal rate. Your employer can require you to take any remaining holiday during your notice period by giving appropriate notice. If you cannot take it, you should receive payment in lieu in your final payslip.
Does pro-rata apply to contractual holiday above the statutory minimum?
It depends on your contract. Statutory holiday (5.6 weeks / 28 days) is always pro-rated. Enhanced contractual entitlement is pro-rated if your contract specifies this. Some contracts grant the full enhanced entitlement from day one — check your contract wording carefully.
What is payment in lieu of notice (PILON) and how does it affect holiday?
If your employer terminates your employment with PILON (paying your notice instead of requiring you to work it), holiday accrual during the notice period depends on your contract. Statutory holiday accrued up to the termination date must still be paid. PILON clauses vary significantly — check your contract or seek HR/legal guidance.