What holiday entitlement am I legally entitled to?

The Working Time Regulations 1998 entitle almost all workers (including part-time, agency, and zero-hours workers) to a minimum of 5.6 weeks' paid annual leave per year. For a full-time worker who works five days a week, this equals 28 days per year. Part-time workers receive the same entitlement on a pro-rata basis — for example, a worker doing three days a week is entitled to 16.8 days. Employers can count the 8 statutory bank holidays in England towards the 28-day entitlement. Holiday pay must be calculated at the rate of a week's pay, which for workers with regular hours is their standard weekly wage. For workers with irregular hours or variable pay, recent case law and 2024 Regulations have confirmed that holiday pay must reflect average earnings over the previous 52-week reference period, including regular overtime and commission. Workers cannot be forced to forfeit statutory holiday entitlement — holiday that is not taken because the employer refused to allow it can be carried forward. However, statutory leave not taken by choice is generally lost at the end of the holiday year unless the employer's contract allows carry-over. Workers dismissed without being allowed to take their statutory leave are entitled to a payment in lieu. The right to paid leave applies from the first day of employment with no qualifying period.