Calculate your unused leave payout from hourly pay or salary and your leave balance in hours or days, with optional leave loading, a cap and withholding.
Leave Pay Formula
Select payout, balance from gross payout, or hourly rate from gross payout. The model converts compensation to an hourly rate, limits payable leave by an optional cap, and applies the entered loading and flat withholding assumptions. It does not determine statutory entitlement.
Annual salary mode:
Hourly pay basis:
Leave balance payout mode:
Variables:
- Annual Salary: gross yearly pay before tax.
- Workdays per Year: paid working days in your year, commonly 260 for a 5-day week.
- Leave Days: days being valued, using the entered paid hours per workday. Weeks must be converted to days or hours separately.
- Hourly Rate: gross pay per hour worked.
- Paid Leave Hours: hours of leave being paid; days are converted using hours per day.
- Loading: extra percentage paid on top of base leave pay (such as 17.5% annual leave loading).
- Balance Hours: accrued but unused leave at the time of payout.
- Tax: estimated withholding percentage applied to a payout.
In payout mode, select hourly, annual or monthly pay basis. Annual and monthly compensation require paid workdays per year and paid hours per day. Leave balances and caps share the selected hours/days unit; changing the unit reinterprets the numbers. A binding cap makes the inverse available balance nonunique, so the minimum balance is reported.
UK Irregular-Hours Holiday: Hours and Rolled-Up Pay
The UK holiday (12.07%) mode separates leave earned from money paid. It covers one ordinary pay period for qualifying irregular-hours or part-year workers in England, Wales and Scotland, for leave years beginning on or after 1 April 2024. A zero-hours arrangement may qualify when contracted paid hours are wholly or mostly variable; the contract and working arrangement matter.
Choose Holiday hours accrued and enter actual hours worked. The calculation is:
Unrounded holiday hours = hours worked in the pay period × 0.1207 Period holiday hours = nearest whole hour, with an exact half-hour rounded up
For example, 68 hours worked gives 68 × 0.1207 = 8.2076 hours, rounded to 8 hours. Calculate and round each pay period separately. This output is before checking the 28-day statutory annual cap; it is not a remaining balance. Carryover and leave already taken also affect the available balance.
Choose Rolled-up holiday pay only where the employer uses that method for an eligible worker. Enter total gross pay for work in the period, including eligible overtime, commission and other pay, but excluding the holiday-pay addition itself:
Rolled-up holiday pay = total gross pay for work × 0.1207
For example, £1,000 of gross pay for work produces £120.70 of rolled-up holiday pay, or £1,120.70 including that addition. The estimate is rounded to the nearest penny, half up. The holiday-pay amount should appear separately on the payslip. Workers must still take their holiday.
The 12.07% rate represents the statutory minimum based on 5.6 weeks of leave. Enhanced contractual leave may require a different rate. The mode does not calculate the annual cap, sickness or family-leave accrual/pay, carryover, termination adjustments or special Scottish agricultural rules. It does not apply Northern Ireland rules. If holiday pay is paid when leave is taken, the applicable 52-paid-week reference method may be needed; rounded accrued hours multiplied by the current hourly rate is not a substitute.
See GOV.UK holiday entitlement and pay guidance and Working Time Regulations, regulation 15B for eligibility and exceptions.
For employer-policy accrual rates and projected leave balances, use the PTO accrual rate and balance calculator. It estimates accrual from your annual allowance or entered credit rate; it does not apply the UK 12.07% rules.
Reference Tables
The schedule values below are illustrative assumptions, not payroll rules. Enter the applicable paid-work schedule. The percentage examples use different bases and must not all be entered as loading. Confirm the policy with payroll.
| Schedule | Workdays / Year | Hours / Day |
|---|---|---|
| Full-time, 5 days a week | 260 | 8 |
| Full-time, less public holidays | 250 to 252 | 8 |
| Part-time, 4 days a week | 208 | 7.5 to 8 |
| Part-time, 3 days a week | 156 | 7.5 to 8 |
| Compressed, 9-day fortnight | 234 | 8.9 |
| Percentage example | Basis and limitation | Enter as |
|---|---|---|
| 0% | Standard salaried leave | 0 |
| 17.5% | Some Australian awards or agreements provide loading; confirm eligibility, rate and basis | 17.5 |
| 8% | New Zealand pay-as-you-go holiday pay in limited eligible arrangements; applies to gross earnings instead of holiday pay when leave is taken | Not a loading input |
| 12.07% | Great Britain qualifying irregular-hours/part-year accrual or rolled-up pay rules; hours or pay-period earnings basis, not a premium on valued leave | Use the separate UK mode |
Examples and FAQ
Example 1: Salaried leave. You earn $65,000 a year, take 5 days of leave, work 260 days a year, and have no loading. Daily rate is $65,000 / 260 = $250. Leave pay is $250 × 5 = $1,250.
Example 2: Balance payout. You leave a job with 76 hours of accrued leave at $25 per hour. Gross payout is 76 × $25 = $1,900. With 22% withholding, net is $1,900 × 0.78 = $1,482.
Does the result include tax? An optional flat withholding/deduction percentage gives a net estimate in the payout and inverse modes. The UK rolled-up pay estimate is gross, before deductions. Inverse targets are gross amounts. Actual tax and deductions depend on applicable rules and payroll circumstances.
How do I handle weeks of leave? Convert weeks to the applicable paid days or hours yourself, then select days or hours. No universal five-day week is assumed.
What if I work irregular hours? Use the separate UK mode for qualifying 12.07% period accrual or rolled-up pay. For an already established payable balance, payout mode can value entered hours or days. Confirm eligibility and any required average earnings method with payroll.
Why does my employer's number differ? Payroll systems may use a different averaging period, exclude certain allowances, round hours, or apply award rules. Treat this calculator as an estimate, not a payslip.
