UK Leave & Pay Calculators
Clear, free tools for holiday entitlement, annual leave, holiday pay, Statutory Sick Pay, maternity pay and redundancy. Each calculator explains the inputs, shows the working and identifies the statutory rate or rule behind the result.
UK statutory leave and pay: 2026/27 at a glance
These are the numbers most people are looking for. The calculator pages add eligibility tests, working-pattern rules, dates and worked examples.
- Paid annual leave
- 5.6 weeks Usually 28 days for someone working 5 days a week. A 28-day statutory cap applies to the standard days-per-week calculation.
- Statutory Sick Pay
- Lower of 80% AWE or £123.25/wk From the first full day of sickness for eligible employees from 6 April 2026.
- Statutory Maternity Pay
- 90% × 6 wks, then up to £194.32 Next 33 weeks are £194.32 or 90% of average weekly earnings, whichever is lower.
- Redundancy weekly cap
- GB £751 · NI £783 Maximum statutory redundancy: £22,530 in Great Britain and £23,490 in Northern Ireland.
Choose a UK leave or pay calculator
Start with the question you actually need answered. Each tool is kept narrow so the inputs and result are easier to understand and check.
Holiday Entitlement Calculator
Estimate the statutory annual-leave entitlement for a working pattern, including part-year and irregular-hours situations where the applicable method differs.
Calculate holiday entitlementAnnual Leave Calculator
Turn an annual entitlement into usable days or hours, including pro-rating when employment starts or ends part way through a leave year.
Calculate annual leaveHoliday Pay Calculator
Estimate holiday pay using the pay method relevant to the working pattern, rather than assuming every worker is paid a simple fixed weekly amount.
Calculate holiday payStatutory Sick Pay Calculator
Estimate SSP under the post-6 April 2026 rules, including day-one payment and the lower-of test between 80% of average weekly earnings and £123.25.
Calculate SSPMaternity Pay Calculator
Estimate Statutory Maternity Pay across the 39-week payment period and see the first-six-weeks and standard-rate stages separately.
Calculate maternity payRedundancy Pay Calculator
Estimate statutory redundancy from age, complete years of service and weekly pay, with the correct 2026 cap for Great Britain or Northern Ireland.
Calculate redundancy payWhich calculator should I use?
Two terms that sound similar can answer different questions. Use this shortcut to avoid putting the right numbers into the wrong tool.
Use the Holiday Entitlement Calculator to establish the statutory leave amount.
Use the Annual Leave Calculator for dates, pro-rating and a working pattern.
Use the Statutory Sick Pay Calculator, especially for absences beginning on or after 6 April 2026.
Use the Redundancy Pay Calculator and select the correct jurisdiction because the GB and NI caps differ.
Great Britain vs Northern Ireland: what is the same and what differs?
“UK employment law” is useful shorthand, but it can hide jurisdiction-specific rules. This table keeps the main 2026/27 distinctions visible.
| Topic | Great Britain | Northern Ireland | Practical point |
|---|---|---|---|
| Minimum paid annual leave | 5.6 weeks | 5.6 weeks | The minimum headline entitlement is the same, but the underlying working-time legislation is not identical. |
| Statutory Sick Pay from 6 Apr 2026 | Lower of 80% AWE or £123.25/week; first full sickness day | Lower of 80% AWE or £123.25/week; first full sickness day | The 2026 SSP reform applies across the UK. |
| Statutory Maternity Pay standard rate | £194.32 or 90% AWE, whichever is lower | £194.32 or 90% AWE, whichever is lower | This follows the first 6 weeks at 90% of average weekly earnings. |
| Redundancy weekly-pay cap | £751 | £783 | This changes the maximum statutory redundancy amount: £22,530 in GB vs £23,490 in NI. |
How the main UK calculations work
A calculator is more useful when you can audit the result. That is why our UK tools show the method as well as the answer. The simplified formulas below explain the starting point; each calculator then deals with the dates, rounding and eligibility rules that can change the final figure.
Basic holiday entitlement
days worked per week × 5.6
Example: 5 days × 5.6 = 28 days. For the standard days-per-week calculation, statutory leave is capped at 28 days.
Irregular-hours / part-year accrual
hours worked in pay period × 12.07%
For qualifying irregular-hours and part-year workers in GB leave years covered by the post-April-2024 method. Do not automatically apply this GB rule to NI cases.
Statutory Sick Pay weekly rate
min(80% × average weekly earnings, £123.25)
The reform removed the lower earnings requirement and waiting days for new absences under the new rules.
What “statutory minimum” means in practice
These calculators are designed around legal minimums and statutory payment rules. Your employment contract can be more generous. An employer may provide extra annual leave, enhanced sick pay, enhanced maternity or paternity pay, or a contractual redundancy package that is worth more than the statutory calculation.
That means a result can be legally useful without being the whole story. Compare the statutory estimate with your contract, staff handbook, payslip and any employer policy that applies to you. Where your contract gives you more, the extra contractual entitlement may sit on top of the statutory floor.
Employment status matters too. Paid annual leave rights generally attach to people classed as workers, while Statutory Sick Pay and several family-related statutory payments use their own employee and eligibility tests. Genuinely self-employed contractors do not usually receive the same statutory employment rights.
What changed in 2026?
The changes below materially affect calculations, so they are built into the relevant pages rather than buried in a general update note.
SSP moved to day-one payment
The waiting period was removed for the new regime. SSP is payable from the first full day of sickness absence for eligible employees.
SSP became a lower-of calculation
The weekly amount is the lower of 80% of average weekly earnings and the £123.25 weekly flat-rate ceiling. The lower earnings requirement was removed.
Family-pay standard rate rose to £194.32
The 2026/27 standard rate applies to maternity and the other listed statutory family-pay schemes, subject to the relevant 90%-of-earnings comparison.
Redundancy caps increased — but not to one UK-wide number
The Great Britain cap rose to £751 per week. Northern Ireland separately increased its cap to £783 per week.
Holiday records: six-year retention requirement in Great Britain
GB employers must keep detailed annual-leave and holiday-pay records for at least six years under the 2026 rules.
UK leave calculator FAQs
Short answers to the questions that most often cause confusion when people compare statutory leave and pay.
Is Statutory Sick Pay £123.25 a week for everyone?
No. For sickness absences under the rules from 6 April 2026, SSP is the lower of 80% of average weekly earnings or £123.25 a week. A lower-paid eligible employee can therefore receive less than £123.25.
Is SSP now paid from the first day?
From 6 April 2026, the new SSP regime pays from the first full day of sickness absence for eligible employees. Transitional rules can matter where an absence began before 6 April 2026.
Do UK workers still get 5.6 weeks of statutory holiday?
Yes. The headline statutory minimum is 5.6 weeks of paid annual leave. For a regular 5-day week that is usually 28 days. Part-time, irregular-hours and part-year calculations depend on the working pattern and jurisdiction.
Is the redundancy cap £751 everywhere in the UK?
No. For dismissals on or after 6 April 2026, the weekly-pay cap is £751 in Great Britain and £783 in Northern Ireland. That makes the maximum statutory redundancy payment £22,530 in GB and £23,490 in NI.
What is the 2026/27 Statutory Maternity Pay rate?
SMP is normally paid for up to 39 weeks: 90% of average weekly earnings for the first 6 weeks, then £194.32 a week or 90% of average weekly earnings, whichever is lower, for the next 33 weeks.
Do bank holidays have to be additional to the 5.6 weeks?
Not necessarily. An employer can include bank or public holidays within the statutory annual-leave entitlement, depending on the employment terms and the applicable rules.
Do part-time employees get less holiday?
They get the same statutory entitlement in weeks, but the number of days or hours is normally pro-rated to their working pattern. For example, someone working 3 regular days a week would usually receive 16.8 days under the basic 5.6-times calculation.
What if my employer offers more than the statutory amount?
Your contractual scheme may be more generous. Use the calculator to understand the statutory baseline, then compare it with your contract, staff handbook or employer policy.
Primary authorities checked for this page
LeaveCalculators.com provides informational estimates, not legal, employment, tax or payroll advice. Eligibility and contractual rights can depend on facts that a calculator cannot fully assess.
Leave calculators for other countries
Use the country that matches the employment relationship. Statutory leave and pay rules are not interchangeable between jurisdictions.