Holiday entitlement for cleaners in the UK

What holiday entitlement do UK cleaners receive, and how is holiday pay calculated for part-time and irregular hours contracts?

How much holiday are cleaners entitled to?

All UK workers, including cleaners on any contract type (permanent, temporary, zero-hours, agency), are entitled to 5.6 weeks paid holiday per year from their first day of employment.¹

This entitlement works as follows:

Full-time cleaners (5 days/week, 37.5-40 hours)

28 days paid holiday per year (5.6 weeks × 5 days). This can include bank holidays (8 days) at employer discretion, meaning many full-time cleaners receive 20 days annual leave plus 8 bank holidays.

Part-time cleaners (regular hours)

Holiday calculated as hours worked per week × 5.6. A cleaner working 20 hours/week receives 112 hours holiday (20 × 5.6), equivalent to 14 days if working 8-hour shifts, or 22.4 days if working 5-hour shifts.

Irregular or variable hours

Since April 2024, workers with irregular hours accrue holiday based on hours worked (12.07% of hours worked equals holiday accrual). Simpler calculation: assume 5.6 weeks entitlement and calculate average hours for holiday pay purposes.

Zero-hours and casual workers

Same 5.6 weeks entitlement as permanent workers. Accrual calculated based on actual hours worked. No work in a given week means no holiday accrual for that week under the 12.07% method.

How do you calculate part-time cleaner holiday entitlement?

The standard formula is:¹

Holiday entitlement (hours) = Normal weekly hours × 5.6

Examples:

• 15 hours/week: 15 × 5.6 = 84 hours holiday per year
• 20 hours/week: 20 × 5.6 = 112 hours holiday per year
• 25 hours/week: 25 × 5.6 = 140 hours holiday per year

To convert hours into "days" for easier understanding, divide total holiday hours by your normal shift length:

• 15 hours/week cleaner working 5 hours/shift: 84 ÷ 5 = 16.8 days holiday
• 20 hours/week cleaner working 4 hours/shift: 112 ÷ 4 = 28 days holiday

Part-time workers are entitled to the same proportional holiday as full-time staff. A part-time cleaner working 50% of full-time hours receives 50% of full-time holiday entitlement.

How is holiday pay calculated for cleaners?

Holiday pay must reflect a worker's normal earnings. For cleaners with regular hours and fixed pay, this is straightforward (normal hourly rate × holiday hours). For those with variable hours or overtime, calculation is more complex:²

Standard calculation (from April 2024):

• Holiday pay = average hourly earnings over previous 52 weeks (or actual weeks worked if employed less than 52 weeks)
• Weeks with zero hours are ignored, rolling back to find 52 weeks with actual work
• Average includes regular overtime, shift premiums, bonuses and commission if applicable

Example: Part-time cleaner working variable hours over 52 weeks:

• Total hours worked in 52 weeks: 780 hours
• Total gross pay in 52 weeks: £9,360
• Average hourly rate: £9,360 ÷ 780 = £12/hour
• Weekly hours average: 780 ÷ 52 = 15 hours/week
• Holiday entitlement: 15 × 5.6 = 84 hours
• Holiday pay for one week (15 hours): 15 × £12 = £180

This calculation ensures cleaners with variable hours (working extra hours some weeks, fewer hours others) receive fair holiday pay reflecting their actual earnings pattern.

What is rolled-up holiday pay?

Rolled-up holiday pay is the practice of including holiday pay within the hourly rate rather than paying it separately when holiday is taken. For example, paying £12.67/hour with no additional holiday pay, rather than £12/hour plus separate holiday pay when leave is taken.³

Key points:

• Illegal since 2006: UK law requires holiday pay to be paid when holiday is actually taken, not incorporated into hourly rates.
• Still occurs: Some cleaning contractors (particularly small agencies and zero-hours contracts) still use rolled-up holiday pay despite illegality.
• Calculation: Rolled-up rate = base rate × 1.1207 (adding 12.07% representing 5.6 weeks holiday as percentage of 46.4 working weeks).
• Risk to employers: Workers can claim separate holiday pay even if they already received rolled-up payments, going back up to 2 years.

If your employment contract states "£X per hour including holiday pay" or similar wording, this is rolled-up holiday pay. While technically illegal, if you have already received it, you may still be entitled to claim additional holiday pay. Seek advice from ACAS or an employment adviser if you believe you have been underpaid.

How do term-time only contracts handle holiday?

School cleaners and others on term-time only contracts (working 39 weeks/year with 13 weeks unpaid during school holidays) are still entitled to 5.6 weeks paid holiday.¹

Two common approaches:

Approach 1: Holiday deemed taken during unpaid weeks

• Worker is employed for 39 weeks, unpaid for 13 weeks
• Of the 13 unpaid weeks, 5.6 weeks are deemed to be paid holiday
• Remaining 7.4 weeks are genuinely unpaid
• Net effect: worker receives pay for 39 weeks worked + 5.6 weeks holiday = 44.6 weeks total pay per year

Approach 2: Pay spread over 52 weeks

• Calculate 44.6 weeks total pay entitlement (39 worked + 5.6 holiday)
• Divide by 52 to give consistent weekly/monthly income year-round
• Example: £240/week for 39 weeks = £9,360 work pay, plus 5.6 weeks holiday = £1,344, total £10,704 ÷ 52 = £206/week year-round

Both methods should result in the same annual gross pay. Method 2 provides consistent monthly income (helpful for budgeting), while Method 1 results in higher weekly pay during term-time but zero income during holidays.

Can cleaners carry over unused holiday?

Statutory holiday entitlement (5.6 weeks) must normally be taken within the leave year. Employers can allow carryover to the next year, but this is discretionary, not a legal right.¹

Exceptions where carryover is required:

• Sick leave: If a worker was unable to take holiday due to long-term sickness, they can carry over unused statutory holiday.
• Maternity/paternity leave: Holiday accrues during family leave and can be carried over if it cannot reasonably be taken before/after leave.
• Employer refused holiday: If an employer unreasonably refused holiday requests, preventing the worker from taking their entitlement, carryover may be required.

Many cleaning contracts specify use-it-or-lose-it policies for annual leave, requiring cleaners to book and take all holiday within the year. Check your contract or company handbook for specific carryover rules.

What happens to holiday pay when you leave a cleaning job?

When employment ends, workers are entitled to payment for any accrued but untaken holiday. This is calculated as:¹

• Holiday accrued to date of leaving (based on portion of leave year worked)
• Minus any holiday already taken
• Paid at normal hourly rate (or average rate for variable hours workers)

Example: Cleaner working 20 hours/week (112 hours holiday entitlement per year) leaves after 6 months:

• Accrued holiday: 112 ÷ 2 = 56 hours
• Holiday already taken: 30 hours
• Owed in final pay: 56 - 30 = 26 hours holiday pay
• At £12/hour: 26 × £12 = £312 in final pay packet

Holiday pay must be included in your final pay. If your employer does not pay accrued holiday, contact ACAS for advice on recovering the money owed.

Last reviewed: 19 July 2026