If you work 16 hours a week, you are still legally entitled to annual paid holiday. While full-time workers get 5.6 weeks of statutory leave, part-time workers receive a pro-rata equivalent based on the number of hours they work.
This ensures fair and proportionate leave for everyone. The UK holiday entitlement rules apply equally to part-time, agency, and casual workers.
Whether your hours are fixed or flexible, your paid leave must reflect the time you regularly work. Let’s explore how it all works and how much leave you’re really entitled to.
What Is Statutory Holiday Entitlement in the UK for Part-Time Workers?
In the UK, part-time workers have the right to paid holiday just like full-time staff. The law requires all workers to receive a statutory minimum of 5.6 weeks of paid holiday per year. This entitlement is calculated on a pro-rata basis for those working fewer hours or days.
What the Law Says?
UK employment law ensures all workers, regardless of their hours, receive fair holiday entitlement. The minimum of 5.6 weeks of paid leave applies universally, but the actual amount in days or hours is adjusted based on your working pattern.
A full-time employee working five days a week gets 28 days of leave (5.6 x 5). If you work part-time, the number of days or hours is proportionally calculated to match your schedule.
Employers must follow this law and cannot reduce your entitlement based on your contract type. Holiday pay must also be in line with your usual earnings.
Who Qualifies for Statutory Leave?
Nearly all workers qualify for statutory paid leave in the UK. This includes:
- Part-time employees
- Workers on zero-hours contracts
- Agency staff
- Casual or temporary staff
To qualify, you must be classified as a worker under employment law. This means you have a contract (written or implied) and provide work personally for a wage.
Even if your hours vary, as long as you’re working under contract and not self-employed, you are entitled to leave. It’s important to note that your holiday entitlement accrues from your first day of employment.
How Does Pro-Rata Holiday Calculation Work for 16-Hour Contracts?
Working 16 hours a week means your holiday is calculated on a reduced, or pro-rata, basis. You are still entitled to the full 5.6 weeks of leave, but only for the time you actually work.
The more hours or days you work, the more holiday you earn. For example, if your 16 hours are spread across two days, you would multiply those two days by 5.6, giving you 11.2 days of paid holiday annually.
If your 16 hours are worked in a different pattern, the calculation shifts accordingly. Pro-rata ensures fairness, reflecting your actual work contribution.
How Many Days Off Do You Get for Working 16 Hours Per Week?
The number of days you get depends on how your 16 hours are distributed over the week. If you work two days a week, your annual leave entitlement is:
- 2 days x 5.6 weeks = 11.2 days of holiday per year
If you work across three days, the entitlement increases to:
- 3 days x 5.6 weeks = 16.8 days of holiday
However, if your schedule is broken into shorter shifts over more days, the calculation would adjust. This is why the number of working days per week is key in determining your leave.
Always check your contract to see how your hours are spread across the week. Employers must provide your holiday leave in full days, rounded appropriately.
Can You Calculate Holiday Entitlement Based on Hours Worked?
Yes, if your hours are fixed or vary, you can calculate holiday in hours instead of days. This method is often more accurate, especially for shift-based roles. The basic formula is:
- 5.6 weeks x number of hours worked per week
So if you work 16 hours a week:
- 5.6 x 16 = 89.6 hours of holiday per year
This approach is particularly useful for zero-hours or flexible contracts. It ensures your leave matches the actual hours you’ve worked rather than days.
Some employers manage holiday in hours to make it easier to track across varying schedules. Always confirm how your employer tracks your leave.
What’s the Formula to Convert Weekly Hours Into Annual Leave?
The simplest way to calculate holiday based on hours is:
- 5.6 × hours worked per week = total holiday in hours
This formula helps ensure your entitlement is accurate and fair.
Using the GOV.UK Calculator
You can quickly work out your entitlement using an online tool. Here’s how it works:
- Go to the official holiday calculator
- Enter your working hours (e.g. 16 hours per week)
- Enter your working pattern (e.g. fixed days or variable)
- Review your holiday entitlement in days or hours
This tool is especially helpful if your schedule changes. It removes manual calculation errors and gives you the most up-to-date entitlement based on legal standards.
Manual Calculation Method
If you prefer to calculate manually, here’s a step-by-step method:
- Multiply weekly hours by 5.6
- Example: 16 hours × 5.6 = 89.6 hours of leave annually
- Divide by daily hours if you want to convert to days
- For example, if you work 8-hour shifts: 89.6 ÷ 8 = 11.2 days
This method ensures you’re calculating based on hours worked, not just calendar days. It’s perfect for part-time and shift-based workers.
Does Holiday Entitlement Include Bank Holidays for Part-Time Employees?
Yes, statutory leave includes bank holidays, but your access to them depends on your work schedule. If you normally work on the day a bank holiday falls, it may be deducted from your holiday entitlement. For part-time staff, bank holiday entitlement is also pro-rated.
For example, if full-time staff get 8 bank holidays, and you work 40% of a full-time schedule, you may get 40% of 8, which equals 3.2 days.
Employers may include these days in your total holiday allowance or offer them as paid leave separately. It’s best to confirm how your contract treats bank holidays.
How Does Your Employment Contract Affect Holiday Pay and Leave?
Your contract plays a significant role in your holiday entitlements and pay. While the law guarantees a minimum of 5.6 weeks, many contracts offer more.
Contractual Leave
Some employers offer additional leave beyond statutory requirements. This is often referred to as contractual holiday.
Holiday Pay Terms
Your contract should detail how your holiday pay is calculated. Typically, it’s based on your average pay over the past 52 weeks, including any bonuses or overtime.
Bank Holiday Provisions
Check if bank holidays are included in your overall allowance or offered as extras. Some contracts specify whether you’re expected to work on bank holidays.
Notice Periods for Taking Leave
Your contract may outline how far in advance you need to request leave and the employer’s approval process.
Always read your contract thoroughly. If any terms are unclear, seek clarification before assuming your entitlement.
What If You Work Irregular Hours or Shifts?
If your hours change weekly or monthly, your holiday entitlement is calculated differently. Instead of fixed days or hours, your entitlement accrues based on time worked.
The most common approach is the 12.07% method. This percentage represents the portion of time worked that counts as paid holiday.
- For every hour you work, you earn 12.07% of that in holiday time
- Example: 100 hours worked = 12.07 hours of leave
This method ensures fairness, especially for casual, variable-hour workers. Employers usually track this using payroll or scheduling systems. You can always ask for a breakdown of your accrued leave.
What Are Your Rights Around Holiday Pay for 16-Hour Workers?
As a part-time worker, you have the same legal rights to holiday pay as full-time staff. Your pay must be based on your normal weekly earnings.
If your pay varies, it should be averaged over the previous 52 weeks in which you received pay. Employers cannot deny or reduce your holiday pay because of your working hours.
You must also be allowed to take your holiday during your employment. If you leave your job with unused leave, you are entitled to payment in lieu. Fair treatment of part-time workers is protected by employment law.
Conclusion
Working 16 hours a week does not reduce your rights to paid holiday, only the amount you receive is adjusted. The UK law ensures fair and equal treatment by using pro-rata and hourly calculations to determine your entitlement.
Whether your schedule is fixed or flexible, you still benefit from the same protections as full-time employees. Always check your contract, use a holiday calculator, or speak to HR for clarification.
With the right information, you can confidently plan your time off and understand your legal entitlements as a part-time worker.
Frequently Asked Questions
Do part-time workers get the same holiday rights as full-time employees?
Yes, part-time workers have the same legal holiday rights as full-time workers, just calculated proportionally.
Is there a legal minimum for paid holiday entitlement in the UK?
Yes, the legal minimum is 5.6 weeks per year, which applies to all workers including part-time employees.
How does unpaid leave affect your holiday entitlement?
Unpaid leave can reduce the amount of holiday you accrue, as entitlement is based on time worked.
Can employers refuse holiday requests for part-time staff?
Employers can refuse specific dates but must allow you to take your full holiday entitlement during the year.
What happens to unused holiday entitlement at the end of the year?
Unused holiday may be lost unless your contract allows carryover or you were unable to take it due to special circumstances.
Do self-employed or zero-hours contract workers get holiday pay?
Self-employed people do not, but zero-hours contract workers do, based on the hours they’ve worked.
Are Saturdays and Sundays counted in holiday entitlement for part-timers?
Only the days you normally work are counted toward your holiday, including weekends if part of your usual schedule.
