Reviewed for UK readers: September 2026.
The familiar “28 days holiday” figure comes from the statutory 5.6-week entitlement for someone who works five days a week: 5 × 5.6 = 28. A regular part-time worker receives the same 5.6 weeks, but that translates into fewer days. For pay calculations, use our pro rata pay calculator; holiday is calculated separately.
This article assumes a regular working pattern across the full leave year. Different rules can apply to irregular-hours or part-year workers.
Quick answer
- 2 days/week × 5.6 = 11.2 days.
- 3 days/week × 5.6 = 16.8 days.
- 4 days/week × 5.6 = 22.4 days.
- 5 days/week × 5.6 = 28 days.
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Two-day working week
A regular two-day-per-week worker has a statutory minimum of 11.2 days. If the employer records leave in hours and each day is 7.5 hours, that is 84 hours.
Three-day working week
A regular three-day-per-week worker has 16.8 days. At 7.5 hours per day, that is 126 hours. If the three days have different lengths, record the allowance and absences in hours for greater accuracy.
Four-day working week
A regular four-day-per-week worker has 22.4 days. At 7.5 hours per day, that corresponds to 168 hours.
Where bank holidays fit
An employer can include bank holidays in the statutory entitlement. So a contract saying “28 days including bank holidays” is different from “28 days plus bank holidays”. Part-time staff should check how the total is pro rated under the employer’s policy.
Contractual leave above 28 days
Employers may offer more generous leave. If full-time staff receive 30 or 33 days, the additional contractual element may be pro rated according to the employer’s scheme, but check the written rules rather than assuming statutory rounding rules apply identically to the extra leave.
Holiday entitlement by days worked
Part-time holiday is your weekly days × 5.6. The hours column assumes a 7.5-hour day, so adjust it if your days are longer or shorter.
| Days worked per week | Calculation | Statutory holiday | In hours (7.5-hour days) |
|---|---|---|---|
| 1 days | 1 × 5.6 | 5.6 days | 42 hours |
| 1.5 days | 1.5 × 5.6 | 8.4 days | 63 hours |
| 2 days | 2 × 5.6 | 11.2 days | 84 hours |
| 2.5 days | 2.5 × 5.6 | 14 days | 105 hours |
| 3 days | 3 × 5.6 | 16.8 days | 126 hours |
| 3.5 days | 3.5 × 5.6 | 19.6 days | 147 hours |
| 4 days | 4 × 5.6 | 22.4 days | 168 hours |
| 4.5 days | 4.5 × 5.6 | 25.2 days | 189 hours |
| 5 days | 5 × 5.6 | 28 days | 210 hours |
For other patterns see the 5.6 weeks holiday entitlement calculator, or the annual leave calculator in hours if your days are different lengths.
Worked examples: 2, 3 and 4 days a week
Two days a week with a contract of 25 days plus bank holidays
Full-time staff get 25 + 8 = 33 days. For two days a week, 33 × 2 ÷ 5 = 13.2 days, including bank holidays. That beats the statutory minimum of 11.2 days.
Four days a week on 28 days including bank holidays
28 × 4 ÷ 5 = 22.4 days, which matches 4 × 5.6. Here the contract and the statutory minimum give the same figure.
Full-time hours squeezed into four days
Someone working 37.5 hours over four days of 9.375 hours gets 5.6 weeks of their own pattern: 22.4 days, which is still 210 hours. Counting in hours keeps this fair.
Before relying on a holiday calculation
Confirm the leave year dates, whether you work regular or irregular hours, whether you work only part of the year, and whether bank holidays sit inside or outside the stated allowance. These details can change the correct statutory or contractual method.
Where employment starts or ends part way through a leave year, or the pattern is irregular, use the current GOV.UK holiday calculator as a cross-check. Keep the employer’s written holiday policy because contractual leave above the statutory minimum can follow separate rules.
More holiday calculators
- How to calculate holiday entitlement for part-time workers – the step-by-step formula
- Pro rata holiday entitlement calculator – days and hours for any part-time pattern
- 5.6 weeks holiday entitlement calculator – turn 5.6 weeks into days and hours
- Annual leave calculator in hours – holiday in hours for 10 to 40 hour weeks
- Pro rata bank holidays calculator – which bank holidays fall on your working days
- Zero-hours holiday pay calculator – 12.07% accrual and rolled-up pay
- Irregular hours holiday pay calculator – 12.07% for irregular and part-year workers
- Mid-year starter holiday calculator – holiday in your first year
- Accrued holiday pay calculator for leavers – what you are owed when you leave
To turn holiday days into money, use the pro rata salary calculator to find your daily rate.
Frequently asked questions
What is 28 days pro rata for 3 days a week?
16.8 days for a regular three-day-per-week worker under the 5.6-week statutory calculation.
What is 28 days pro rata for 4 days a week?
22.4 days for a regular four-day working week.
Are bank holidays included in the 28 days?
They can be. The employer may include bank holidays within statutory annual leave.
Why does my contract show more than these figures?
Your employer may provide contractual leave above the statutory minimum.
How much holiday entitlement do I get working 2 days a week?
2 × 5.6 = 11.2 days a year at the statutory minimum. With 7.5-hour days that is 84 hours.
What is holiday entitlement for 3.5 days a week?
3.5 × 5.6 = 19.6 days, or 147 hours with 7.5-hour days.
How many hours of holiday do I get on a 3-day week?
Multiply your weekly hours by 5.6. Three 7.5-hour days (22.5 hours) give 126 hours. If you work three 10-hour days (30 hours) it is 168 hours, which is still 16.8 days.
Authoritative sources
This article is general information, not personalised legal, tax or payroll advice. Employment contracts, collective agreements and individual circumstances can change the correct result.