Part-time annual leave is not a flat number of days. It can be calculated as 8% of hours worked, one-third of a normal working week for each month with at least 117 hours, or four normal weeks where the 1365-hour method applies, always subject to the four-week cap.
Part-time workers have the same statutory framework
The entitlement is measured against the employee’s own work pattern. Someone normally working three days each week may reach a maximum of 12 of those normal working days; someone working two long shifts may reach eight normal shifts. Calling both results “20 days” would overstate the entitlement.
The safest unit is often hours. Once the leave hours are known, divide by the normal hours in a working day or shift only where that normal day can be identified reliably.
Choosing the applicable method
The 8% method is common for irregular or part-year work, but it is not automatically the only method for a part-time employee. A person working at least 117 hours in a calendar month earns one-third of a normal working week under the monthly method. If several methods apply, use the largest result.
Payroll records should show hours worked, qualifying months, leave earned and leave taken. Contractual leave above the statutory amount may use separate rules.
Worked example for regular part-time hours
Mateusz works 800 hours in the leave year. Eight per cent is 64 leave hours. His normal day averages 6 hours 40 minutes, so 64 hours is about 9.6 of his normal working days. If a different statutory method also applies and gives more, that larger entitlement should be used.
Rounding should not quietly reduce the entitlement. Keeping the balance in hours until leave is booked is usually clearer than repeatedly rounding fractions of a day.
Irregular hours and changing schedules
For variable rosters, calculate from actual recorded hours and identify the normal working week used by the employer. If weekly hours change during the leave year, a single “days per week” assumption may no longer describe the whole period.
Ask for the leave calculation in writing where a roster change, unpaid absence or move between full-time and part-time work makes the balance difficult to follow.
Holiday pay for a part-time employee
Annual leave is paid leave. The value should reflect the employee’s normal pay under the applicable rules, not simply a nominal number of hours chosen without reference to the work pattern. Regular premiums may need careful treatment; check the contract and payroll method where pay varies.
Checks before relying on the result
- Use actual hours worked rather than scheduled hours where they differ.
- Check whether any month reached the 117-hour threshold.
- Apply the greatest statutory result, not the easiest formula.
- Subtract leave already taken in the same leave year.
- Separate statutory leave from any extra contractual allowance.
Calculate a part-time entitlement
Enter your normal week and hours worked to compare the statutory methods.
Calculate annual leaveFrequently asked questions
Do part-time workers get annual leave in Ireland?
Yes. Part-time, temporary and casual employees earn statutory annual leave from the time they start work.
Is part-time annual leave always 8%?
No. The 8% method is one of three methods. Where more than one applies, the method giving the greater entitlement is used.
How do I convert leave hours into days?
Divide leave hours by the hours in your normal working day. For irregular shifts, keeping the balance in hours may be more accurate.
What is the maximum for a part-time worker?
The statutory cap is four of that employee’s normal working weeks, not automatically 20 days.
Does a zero-hours or casual worker earn annual leave?
Employees described as casual still earn annual leave; the result should be based on the statutory methods and actual hours.
Official sources
Rules and thresholds can change. Check the source that applies to your circumstances before making an important decision.
Important: This guide provides general information for workers in Ireland. It does not replace your contract, payroll records, official guidance or advice on a disputed or unusual case.