Rolled-Up Holiday Pay Calculator
Calculate 12.07% rolled-up holiday pay for zero-hours and irregular-hours workers
Common Questions
What is rolled-up holiday pay?
Rolled-up holiday pay means including holiday pay within a worker's regular hourly rate rather than paying it separately when leave is taken. For a worker on the statutory minimum of 5.6 weeks' holiday, this works out at 12.07% added to the base hourly rate. The worker's payslip must clearly show how much of their hourly rate is base pay and how much is holiday pay.
Is rolled-up holiday pay lawful in 2024?
Yes, from 1 January 2024. The Retained EU Law (Revocation and Reform) Act 2023 and subsequent amendments to the Working Time Regulations 1998 made rolled-up holiday pay lawful again — but only for "irregular hours workers" and "part-year workers." These terms have specific legal definitions. For workers with regular fixed hours, rolled-up pay remains unlawful; holiday must be paid when leave is taken.
What must appear on the payslip?
Where rolled-up holiday pay is used, it must be clearly itemised on the payslip — the worker must be able to see how much is base pay and how much is the holiday pay element. Simply paying a higher rate without itemising it is not compliant. The worker must also be allowed to take unpaid leave if they wish (they cannot be denied time off just because their holiday pay has been rolled up).
Enter the hourly rate and hours worked to calculate the rolled-up holiday pay.
Holiday Pay Rates
- 5.6 weeks (statutory): 12.07%
- 6 weeks: 13.04%
- 6.6 weeks: 14.52%
- Formula: H ÷ (52 − H) × 100
Related Calculators
What's included in this calculator
The standard percentage for rolled-up pay since 2024.
Guidance on how it must be clearly listed.
Checks if your role qualifies for this method.
Project your yearly holiday pay based on shifts.
Explains how rolled-up pay works during absence.
Latest 2026 guidance on 'top-up' payments.
Understanding Rolled-Up Holiday Pay
Rolled-up holiday pay is a method of paying zero-hours and irregular-hours workers an enhanced hourly rate that includes a component for holiday entitlement. Instead of paying holiday pay only when a worker takes leave, the employer adds a percentage to every hour worked. For the statutory minimum of 5.6 weeks' annual leave, this percentage is 12.07% — derived from the formula: 5.6 ÷ (52 − 5.6) = 12.07%.
Prior to January 2024, rolled-up holiday pay was in a legal grey area following a European Court of Justice ruling in Robinson-Steele v RD Retail Services Ltd [2006]. That ruling found that paying rolled-up holiday pay did not satisfy the obligation to allow workers to take paid leave. The 2023 amendments to the Working Time Regulations resolved this by specifically permitting rolled-up holiday pay for irregular-hours and part-year workers from 1 January 2024, subject to clear payslip itemisation.
Employers using rolled-up holiday pay must ensure the holiday element is separately identified on each payslip. Workers cannot be denied the right to take time off even though their holiday pay is rolled up — they simply take unpaid leave during which the rolled-up element already received counts as their holiday pay for that period. Workers on regular fixed contracts (predictable hours) cannot receive rolled-up pay; they must receive holiday pay when they take leave.