How is my legal entitlement to holidays calculated as a shift worker?

As a shift worker, whether on permanent or rotating shifts, your entitlement to annual paid leave is the same as for other workers. 

For the first four weeks of your holiday, your holiday pay must include all regularly worked overtime (even if you are not contractually required to work overtime), as well as any shift premia or anti-social hours payments you get when working overtime.  

For holiday over the first four weeks, whether or not these extra payments are added to your basic pay to calculate your holiday pay will depend on what your employment contract says. 

If there is a union recognised where you work, there is likely to be a collective agreement on holiday pay rates in place.  

Whatever your contract says, your holiday pay must be at least the National Minimum Wage.   

You can use the GOV.UK holiday calculator to work out your basic statutory holiday entitlement.  

Note: This content is provided as general background information and should not be taken as legal advice or financial advice for your particular situation. Make sure to get individual advice on your case from your union, a source on our free help page or an independent financial advisor before taking any action.

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