NHS Annual Leave Calculator 2026/27
Calculate your exact annual leave entitlement under Agenda for Change. Handles part-time pro-rata, all regions, and service milestones.
Your Details
Previous NHS service counts (aggregated)
Ready to Calculate
Enter your details to see your exact annual leave entitlement.
AfC Reference (England)
| Service | Leave | Bank Hols | Total Hours |
|---|---|---|---|
| 0-4 years | 27d | 8d | 262.5h |
| 5-9 years | 29d | 8d | 277.5h |
| 10+ years | 33d | 8d | 307.5h |
How NHS Annual Leave Works
Annual leave for NHS employees on Agenda for Change (AfC) contracts is governed by Section 13 of the AfC handbook. Unlike many private-sector employers who quote entitlements in days, the NHS calculates leave in hours. This is essential for ensuring part-time staff receive a fair, pro-rata allocation.
Your entitlement is determined by your length of reckonable NHS service, split across three tiers:
- 0–4 years' service: 27 days (202.5 hours) annual leave per year
- 5–9 years' service: 29 days (217.5 hours) annual leave per year
- 10+ years' service: 33 days (247.5 hours) annual leave per year
On top of this, you also receive bank holiday entitlement — typically 8 days (60 hours) in England — which is added separately. Bank holidays are not deducted from your annual leave allowance. If you work on a bank holiday, you receive the time back as additional leave or an enhanced rate, depending on your trust's local policy.
The leave year typically runs from 1 April to 31 March, aligning with the NHS financial year. Some trusts allow a different personal leave year for employees who started mid-cycle — check your trust's HR portal for your specific dates.
Entitlements by Region (2026/27)
While the AfC framework is UK-wide, devolved health departments in Scotland, Wales, and Northern Ireland have negotiated additional benefits. The table below summarises the key differences for the 2026/27 leave year.
| Region | 0–4 yrs | 5–9 yrs | 10+ yrs | Bank Hols | Notes |
|---|---|---|---|---|---|
| England | 27 days | 29 days | 33 days | 8 days | Standard AfC terms |
| Scotland | 27 days | 29 days | 33 days | 8 days | Reduced working week (37 hrs) agreed in some boards |
| Wales | 28 days | 30 days | 34 days | 8 days | +1 extra day per tier since 2024 |
| N. Ireland | 27 days | 29 days | 33 days | 10 days | 10 public holidays (incl. Battle of the Boyne & St Patrick's Day) |
Figures reflect full-time (37.5 hrs/week) entitlements. Part-time staff receive a pro-rata share. See our dedicated guides for Scotland and Wales for more detail.
Part-Time Calculation Explained
If you work fewer than 37.5 hours per week, your annual leave is calculated pro-rata using hours rather than days. This ensures equity — a part-time nurse on 22.5 hours per week receives proportionally the same time off as a full-time colleague.
The Pro-Rata Formula
Pro-rata leave (hours) = (your weekly hours ÷ 37.5) × full-time entitlement in hours
Worked Example: 22.5 hours/week, 6 years' service
- Full-time entitlement (5–9 yrs): 29 days + 8 bank holidays = 37 days = 277.5 hours
- Pro-rata factor: 22.5 ÷ 37.5 = 0.6
- Your entitlement: 277.5 × 0.6 = 166.5 hours
- Of which annual leave: 217.5 × 0.6 = 130.5 hours
- Of which bank holidays: 60 × 0.6 = 36.0 hours
When you book a day off, the number of hours deducted matches the shift you were scheduled to work — not a flat 7.5 hours. For example, if your usual shift is 11.25 hours (a long day), that single absence costs 11.25 hours of leave. This is why tracking leave in hours, not days, matters.
When Your Entitlement Increases
There are two key milestones that boost your annual leave under AfC:
🎯 5-Year Milestone
Your leave jumps from 27 to 29 days (an extra 15 hours for full-time staff). The increase takes effect from the first day of the month in which you reach 5 years' reckonable service.
🎯 10-Year Milestone
Your leave increases from 29 to 33 days (an extra 30 hours for full-time staff). This is the maximum tier — there are no further increases after 10 years.
What Counts as Reckonable Service?
- Previous NHS employment counts — even if there was a break between jobs. If you left the NHS and returned, your earlier service is aggregated.
- Continuous service is not required — breaks of any length are permitted, though you may need to provide evidence of your start and end dates with previous trusts.
- Some non-NHS service may count if it was with a related body (e.g., local authority social care, public health agencies) — this is at your trust's discretion.
- Bank/agency work through NHS Professionals or a trust staff bank typically does not count toward reckonable service for leave purposes.
How to Prove Previous Service
Contact your previous trust's HR or payroll department and request a verification of service letter. Most trusts will also accept an Electronic Staff Record (ESR) printout. Submit this to your current employer's HR team — they will update your leave entitlement, often backdated to your start date if the proof is received within 6 months of joining.
Annual Leave Carry Over Rules
The NHS generally operates a "use it or lose it" policy for annual leave, but there are important exceptions set out in AfC Section 13 and reinforced by employment law.
Standard Carry Over
Most trusts allow up to 5 days (37.5 hours) to be carried into the next leave year, subject to line manager approval. This must usually be requested before your leave year ends and taken within the first three months of the new year.
Maternity / Adoption Leave
If you cannot take your annual leave because of maternity or adoption leave, you have the right to carry over all unused leave into the following year. This is protected under the Working Time Regulations and EU-derived case law (Stringer v HMRC) retained in UK law.
Long-Term Sickness
Staff on long-term sick leave continue to accrue the statutory minimum of 5.6 weeks (28 days for full-time). If sickness prevented you from taking leave, you can carry over up to 20 days into the next year, to be used within 18 months of the year in which it accrued.
Service Needs
Where leave requests were denied due to operational demands and you were unable to take your leave before year-end, your trust should allow reasonable carry over. Document any refused requests in writing.
Annual Leave for NHS Bank Staff
NHS bank workers are not on permanent AfC contracts, so their leave entitlement works differently. Under the Working Time Regulations 1998, bank staff accrue holiday at a rate of 12.07% of hours worked.
How the 12.07% Rate Works
The 12.07% figure comes from the statutory 5.6 weeks' holiday as a proportion of the working year: 5.6 ÷ 46.4 working weeks = 12.07%.
Example: You work 100 hours in a month → you accrue 12.07 hours of paid leave
Rolled-Up Holiday Pay
Many NHS trusts use rolled-up holiday pay for bank staff. This means your holiday pay is included in your hourly rate rather than being paid when you take time off. Since April 2024, rolled-up holiday pay has been explicitly lawful in England and Wales under the Employment Rights (Amendment) Regulations 2023. Your payslip should clearly show the holiday pay element.
If your trust does not use rolled-up pay, you can request paid time off in the usual way — your accrued hours will be tracked via the staff bank system. Check with your trust's temporary staffing team for the booking process.
Frequently Asked Questions
How many days' annual leave do NHS staff get?
Full-time NHS staff on AfC contracts receive 27 days with under 5 years' service, 29 days with 5–9 years' service, or 33 days with 10+ years' service — plus bank holidays on top. The precise figures may vary by region; for example, Wales provides one additional day at each tier.
Does previous NHS service count towards annual leave?
Yes. All previous continuous and non-continuous NHS service counts as reckonable service for leave entitlement. If you left the NHS for 5 years and returned, your earlier years still count. Provide your new trust with a verification of service letter from your previous employer.
How is part-time annual leave calculated in the NHS?
Part-time leave is calculated in hours, not days. Divide your weekly contracted hours by 37.5, then multiply by the full-time entitlement in hours. For example, at 30 hours/week with 3 years' service: (30 ÷ 37.5) × 262.5 hours = 210 hours total.
Can I carry over unused annual leave?
Most trusts allow up to 5 days to be carried over with manager approval. If you were unable to take leave due to maternity leave, long-term sickness, or service demands, additional carry-over protections apply under employment law.
Do NHS bank staff get annual leave?
Yes. Bank staff accrue leave at 12.07% of hours worked, equating to the statutory 5.6 weeks. This is either paid as rolled-up holiday pay (included in your hourly rate) or accrued as bookable hours — depending on your trust's policy.
When does the NHS leave year start?
The standard NHS leave year runs from 1 April to 31 March. However, some trusts assign a personal leave year starting from your date of employment. Check your contract or ESR self-service portal to confirm your dates.
Do I get extra leave for working unsocial hours or night shifts?
No. Unsocial hours and night shifts attract enhanced pay rates, but they do not increase your annual leave entitlement. Your leave is based solely on your contracted hours and length of service.
What happens to my annual leave if I'm made redundant?
If you are made redundant or leave the NHS, you will be paid for any untaken annual leave accrued up to your leaving date. Conversely, if you have taken more leave than accrued, your trust may deduct the excess from your final pay.
Key Takeaways
- ✓ NHS leave under AfC is calculated in hours, not days — ensuring fairness for part-time staff.
- ✓ Three service tiers: 27 days (0–4 yrs), 29 days (5–9 yrs), 33 days (10+ yrs) — plus bank holidays.
- ✓ Bank holidays are added on top of your annual leave allowance (8 in England, 10 in N. Ireland).
- ✓ Wales provides one extra day per tier compared to England and Scotland.
- ✓ Previous NHS service — even with breaks — counts as reckonable service for leave calculations.
- ✓ Up to 5 days carry-over is typically allowed, with additional protections for maternity and sickness.
- ✓ Bank staff accrue leave at 12.07% of hours worked, often paid as rolled-up holiday pay.
- ✓ Always request a verification of service letter when joining a new trust to unlock higher leave tiers.