Calculator / Mid-Year
Holiday Entitlement for Mid-Year Starters and Leavers UK 2026
Starting a new job or leaving one? Calculate exactly how many days you are entitled to. Your holiday entitlement starts from day one with no qualifying period.
Updated 11 April 2026
Mid-Year Calculator
Your pro-rata entitlement
14 days
(28 / 12) x 6 months = 14 days
Starting in July with 6 months remaining in the leave year. Your entitlement starts from day one with no qualifying period.
How Mid-Year Accrual Works
If you start or leave mid-year, your entitlement is calculated on a monthly pro-rata basis. For a full-time worker with 28 days annual entitlement, that is 28 / 12 = 2.33 days per month. Some employers calculate daily (28 / 365 = 0.077 days per calendar day) for greater precision.
There is no qualifying period for holiday entitlement in the UK. Your right to paid annual leave begins from your first day of employment, and accrual starts immediately.
Starting a New Job
In your first year, your employer may either give you the full annual entitlement upfront or let you accrue it month by month. Both approaches are legal. If they give it upfront and you leave before the year is up, they may be able to deduct the overpaid holiday from your final pay (if your contract allows this).
What to check when you start:
- •When does the leave year start? (January, April, or your start date)
- •Is your entitlement given upfront or accrued monthly?
- •Are bank holidays included in or in addition to your allowance?
- •Is there a clawback clause if you leave before the year ends?
Leaving a Job
When you leave, your employer must calculate how much holiday you have accrued up to your leaving date. If you have not taken all your accrued entitlement, they must pay you for the unused days (payment in lieu). If you have taken more than you accrued, they may deduct the difference from your final pay, but only if your contract includes a clawback clause.
Your final pay should include:
- •Salary up to your last day
- •Payment for any unused accrued holiday
- •Any outstanding expenses or bonuses
- •Less any deductions for overpaid holiday (if contractually agreed)
Worked Examples
Starting in July with a Jan-Dec leave year
(28 / 12) x 6 = 14 days
You have 6 months remaining (July to December), giving you 14 days of holiday entitlement for the rest of the year.
Starting in October with an Apr-Mar leave year
(28 / 12) x 6 = 14 days
October to March gives you 6 months, so your pro-rata entitlement is 14 days.
Leaving in September, taken 20 of 28 days
(28 / 12) x 9 = 21 days accrued. 21 - 20 = 1 day owed
You have worked 9 months (January to September) and accrued 21 days. Having taken 20, your employer owes you 1 day's pay.
Leaving in March, taken 5 of 28 days
(28 / 12) x 3 = 7 days accrued. 7 - 5 = 2 days owed
Three months into the year, you have accrued 7 days and taken 5. Your employer owes you 2 days' pay in your final settlement.
Notice Period and Holiday
You can request to use annual leave during your notice period, subject to employer approval. Equally, your employer can require you to take holiday during your notice period, provided they give correct notice (at least twice the length of the holiday). For example, to require you to take 1 week of holiday, they must give you at least 2 weeks' notice of this requirement.
If you have a significant amount of unused holiday when you hand in your notice, it may be worth discussing with your employer whether to take it during notice or receive payment in lieu in your final pay.