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Use-It-Or-Lose-It Holiday Forfeiture Calculator

Based on the default pattern below, a typical entitlement is 0 days. Adjust the inputs for your exact figure.

10 days
0 days

Your entitlement

0 days

How it's worked out

min(10, 0) = 0 days carried over, 10 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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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(10, 0) = 0 days carried over, 10 days forfeited

Frequently asked questions

Is a use-it-or-lose-it holiday policy legal?
Only if your employer gave you a genuine opportunity and clear encouragement to take your leave before the deadline — simply stating the policy in a contract isn't enough on its own.
Does use-it-or-lose-it apply to my protected 4 weeks too?
No — the core 4-week Regulation 13 entitlement can still be protected and carried over for reasons like long-term sickness or maternity leave, regardless of a general use-it-or-lose-it policy on the rest.
What can I do if my employer never reminded me to take leave?
If you weren't given a genuine opportunity or told your balance and deadline, you may be able to argue the leave shouldn't be forfeited — raise it with HR and keep a record of your balance.