Reviewed for UK readers: September 2026.
When employment ends part way through a leave year, holiday entitlement normally needs to be reconciled against the leave accrued and already taken. GOV.UK states that employers must pay for untaken statutory leave when a worker leaves. Use our pro rata calculator UK for salary estimates; final holiday pay is a separate leave calculation.
If you have taken more leave than you had accrued, deductions from final pay are not automatic: GOV.UK says the employer must have agreed the deduction beforehand in writing.
Quick answer
- Calculate entitlement earned up to the leaving date.
- Subtract holiday already taken.
- Untaken statutory leave is paid when employment ends.
- Check written terms before any deduction for excess leave taken.
Step 1: calculate leave earned
For regular-hours workers, a simple estimate can pro rate the annual entitlement by the proportion of the leave year completed. The official GOV.UK holiday calculator is preferable where dates, working patterns or irregular hours make the calculation more complex.
Step 2: subtract leave taken
Compare accrued entitlement with the amount already used. If entitlement accrued is 15 days and 11 days have been taken, four days remain. Those four days may be taken during notice if agreed or paid in lieu at termination.
Payment in lieu
Statutory leave generally cannot be replaced by cash during ongoing employment, but GOV.UK confirms that payment in lieu is allowed when the worker leaves. Untaken statutory leave must be paid even where employment ends after dismissal for gross misconduct.
If too much holiday has been taken
An employer cannot simply deduct excess holiday from final pay unless that deduction was agreed in writing beforehand, for example in the employment contract. Review the written terms before accepting a deduction.
Check extra contractual leave
Employers can set separate rules for leave above the statutory minimum. Final-pay treatment of that extra entitlement should be checked in the contract or policy.
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.
Use the calculator
For a quick gross salary estimate, use the Pro Rata Calculator UK. Enter the full-time salary and your hours, days or FTE, then compare the result with your contract or payroll figure.
Frequently asked questions
Do I get paid for unused holiday when I leave?
Yes, untaken statutory holiday must be paid when employment ends.
Can I take holiday during my notice period?
You may be able to take remaining leave during notice, subject to the usual request and employer rules.
Can my employer deduct holiday I took but had not earned?
Only where a deduction has been agreed beforehand in writing, according to GOV.UK guidance.
How do I calculate leave if I leave mid-year?
Use the proportion of the leave year worked for a regular pattern, or the official GOV.UK holiday calculator for a more exact result.
Authoritative sources
Important: This article is general information, not personalised financial, tax, payroll, employment or legal advice. Check important figures against your contract and current official guidance.