Part-Time Salary Calculator UK

The calculator takes three inputs — your hourly rate, the number of hours you work per week and how many weeks per year you work — and produces a complete breakdown of your part-time earnings. Slide the hourly rate between £5 and £100, set your weekly hours from 1 to 40, and choose between 1 and 52 weeks per year (defaulting to 52 for year-round employment).

Weekly pay is simply your hourly rate multiplied by your hours per week. Annual pay multiplies that weekly figure by your weeks per year, and monthly pay divides the annual total by 12. The full-time equivalent (FTE) salary shows what you would earn at the same hourly rate working a standard 37.5-hour week for 52 weeks. Finally, the percentage of full-time tells you exactly how your hours compare to a full-time schedule.

All figures update instantly as you move the sliders or type a value. Results are shown as gross pay before tax and National Insurance deductions.

There is no legal definition of part-time hours in the UK. In practice, any role where you work fewer hours than a comparable full-time colleague at the same employer is considered part-time. Most full-time roles are based on a 37.5-hour week (7.5 hours per day, Monday to Friday), so anything below that threshold is typically classed as part-time.

Under the Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000, part-time employees must receive the same hourly pay rate, access to training, pension schemes and other benefits as full-time workers in comparable roles. Holiday entitlement is calculated on a pro-rata basis — if you work 3 days per week, you receive 3/5 of the full-time statutory minimum of 28 days (5.6 weeks), which equals 16.8 days per year.

Part-time workers who earn at least £10,000 per year from a single employer and are aged between 22 and State Pension age must be automatically enrolled into a workplace pension. Your employer contributes a minimum of 3% of qualifying earnings. If your annual earnings fall below the £12,570 Personal Allowance, you will not pay any Income Tax on your part-time wages.

When comparing part-time roles, the full-time equivalent salary is the most useful benchmark. It normalises different hours and rates to a common standard, so you can fairly compare a 16-hour-per-week job at £14/hour against a 24-hour role at £11/hour. This calculator handles that conversion automatically.

Part-time workers in the UK are protected by the Part-Time Workers (Prevention of Less Favourable Treatment) Regulations 2000. These regulations make it unlawful for an employer to treat a part-time worker less favourably than a comparable full-time colleague simply because they work fewer hours. Rights apply on a pro-rata basis, which means you receive a proportionate share of any benefit, rather than being excluded entirely.

The key rights for part-time workers include:

• Same hourly rate as a comparable full-time colleague doing the same job. Your employer cannot pay you a lower hourly rate because you are part-time.
• Pension auto-enrolment applies on the same terms as full-time workers. If you earn above £10,000 per year from a single employer and are aged 22 to 66, your employer must automatically enrol you into a workplace pension scheme.
• Holiday entitlement on a pro-rata basis. The statutory minimum is 5.6 weeks per year. For part-time workers, this is calculated as: hours worked per week × 5.6 ÷ 52 = annual holiday hours. For example, 20 hours per week gives you 112 hours of paid holiday each year.
• Statutory Sick Pay (SSP) if you earn above £123 per week (the lower earnings limit for 2026/27). SSP is currently £116.75 per week for up to 28 weeks.
• Access to training, promotion and other benefits on equal terms to full-time staff, unless the employer can objectively justify a difference in treatment.
• Protection from redundancy on the same basis as full-time colleagues. You cannot be selected for redundancy solely because of your part-time status.

If you believe your employer is treating you less favourably because you work part-time, you can raise a formal grievance and, if unresolved, bring a claim to an Employment Tribunal. For free, impartial advice, contact ACAS on 0300 123 1100 or visit acas.org.uk.

The figures below illustrate how different part-time arrangements affect your gross and net take-home pay in 2026/27. All calculations use the standard Personal Allowance of £12,570, the basic rate of Income Tax at 20% and the employee National Insurance rate of 8% on earnings above the £12,570 primary threshold. These are approximate figures for illustration only — use our Salary Calculator for a precise breakdown tailored to your circumstances.

Scenario A earns below the £12,570 Personal Allowance, so no Income Tax or National Insurance is deducted — every penny of gross pay is take-home pay. This is a common position for those working 16 hours per week at the National Minimum Wage.

Scenario B crosses the Personal Allowance threshold, triggering both Income Tax at 20% on the £3,030 of taxable earnings (£606) and NI at 8% on the same amount (£242). Total deductions are £848, leaving a net annual income of £14,752.

Scenario C earns £23,400 per year, with £10,830 above the Personal Allowance. Income Tax at 20% on that taxable amount is £2,166, and NI at 8% adds a further £866, giving total deductions of £3,032 and a net annual income of £20,368.

Working part-time does not automatically disqualify you from workplace pension contributions, but whether you are auto-enrolled depends on your earnings from that employer. Under the government’s auto-enrolment rules, your employer must automatically enrol you if you are aged 22 to 66 and earn more than £10,000 per year from that single employer.

Minimum contribution rates for 2026/27 are 5% employee and 3% employer, calculated on qualifying earnings — the slice of your pay between the lower earnings threshold of £6,240 and the upper limit of £50,270. This means that even if you earn £15,000 a year, contributions are only calculated on £8,760 (i.e. £15,000 minus £6,240).

If your annual earnings are below £10,000 but above £6,240, you are not automatically enrolled. However, you have the right to opt in to your employer’s pension scheme and your employer must then contribute at the same 3% minimum rate. This is a valuable benefit that many lower-paid part-time workers overlook.

If you earn below £6,240 per year, your employer has no obligation to contribute, but you can still set up a personal pension yourself. Part-time workers who miss auto-enrolment due to low earnings are effectively leaving free employer contributions unclaimed — it is always worth asking your employer whether you can opt in.

All workers in the UK are entitled to a statutory minimum of 5.6 weeks of paid holiday per year under the Working Time Regulations 1998. For part-time workers, this entitlement is calculated proportionally to the hours you work, rather than being expressed as a fixed number of days.

The formula is straightforward: multiply your weekly hours by 5.6 to find your annual holiday hours. If you work 20 hours per week, you are entitled to 112 hours of paid holiday (20 × 5.6). If you work 15 hours per week, you receive 84 hours. This applies regardless of whether you work the same days each week or have a variable pattern.

Bank holidays are included within the 5.6 weeks — they are not additional. If you do not normally work on bank holidays, your employer can count them as part of your statutory entitlement. However, if your employer grants extra days above the statutory minimum to full-time staff, you must receive the same additional entitlement on a pro-rata basis.

Holiday pay is calculated based on your average weekly pay over the previous 52 weeks. If your pay varies week to week (for example, due to overtime or irregular hours), HMRC guidance requires your employer to average your pay across the reference period rather than paying your basic contracted rate. This is particularly important for workers whose earnings fluctuate significantly.

If you leave a job partway through the holiday year, you are entitled to pay in lieu of any accrued but untaken holiday. Your employer cannot withhold this, regardless of why you are leaving.