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No-Cap Holiday Carryover Calculator

Based on the default pattern below, a typical entitlement is 15 days. Adjust the inputs for your exact figure.

15 days
40 days

Your entitlement

15 days

How it's worked out

min(15, 40) = 15 days carried over, 0 days forfeited

Audit note

Caps above the statutory 1.6-week (8-day) ceiling are contractual, employer-set policy — not law. A zero-day cap (use-it-or-lose-it) is only lawful if your employer gave you a genuine opportunity and clear encouragement to take the leave before it expired.

Stop tracking this by hand

Carryover only stays accurate if the balance behind it is accurate. Tempry tracks every day of accrued, taken and carried-over leave automatically, so nobody has to work out a carryover cap or a forfeiture deadline by hand again.

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Free forever for teams up to 15. No credit card required.

Different scenario? Try the full holiday carryover calculator

How this calculation works

Beyond the protected 4 weeks, whether unused holiday carries over depends on your employer's policy. See what a 5, 8 or 10-day cap means for your unused days — and what a genuine use-it-or-lose-it policy actually requires.

Worked example

min(15, 40) = 15 days carried over, 0 days forfeited

Frequently asked questions

Can an employer really allow unlimited carryover?
Yes — carryover caps above the statutory minimum are entirely a matter of employer policy, and some employers choose not to impose one at all, letting all unused annual leave carry forward.
Is unlimited carryover common?
It's less common than a 5, 8 or 10-day cap, but it does happen, particularly in generous PTO-style policies rather than strict statutory-minimum contracts.
Does 'no cap' mean holiday can build up indefinitely?
In practice most policies without a stated cap still expect leave to be used within a reasonable time, and large unused balances can raise wellbeing and cover concerns even without a formal limit.