Annual Leave Calculator
Accrued leave days from the hire date.
Official basis · some exemptions excludedBased on 2026 rulesSources: Labor Standards Act · Ministry of Employment & Labor
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Accrued leave days
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Employees with under one year of service earn one day per full month worked, up to 11 days.
What is annual leave?
Annual paid leave is granted under Article 60 of the Labor Standards Act based on tenure. Employees with under a year of service and those with a year or more follow different accrual rules, and extra days accrue with tenure.
Accrual schedule (2026)
- Under 1 year: 1 day per full month worked (max 11 days).
- 1-2 years: 15 days. From year 3, +1 day every 2 years, capped at 25 days.
How extra days are calculated
From 3 years of tenure, one extra day is added every 2 years on top of the base 15 days, capped at a total of 25 days.
Annual leave accrual simulation — from year 1 through year 21
| Tenure milestone | Days accrued | Basis |
|---|---|---|
| 1 full month worked | 1 day | Under 1 year: 1 day per full month |
| 11 full months worked | 11 days | Under-1-year cap (max 11 days) |
| 1-2 years of tenure | 15 days | Base 15 days, no extra yet |
| 3 years of tenure | 16 days | 15 + 1 extra day (⌊(3−1)÷2⌋=1) |
| 5 years of tenure | 17 days | 15 + 2 extra days (⌊(5−1)÷2⌋=2) |
| 21 years of tenure | 25 days (cap) | 15 + 10 extra days (⌊(21−1)÷2⌋=10) → hits the legal cap |
Extra days start accruing from year 3, adding 1 day every 2 years — specifically, the base 15 days plus the integer quotient of (years of tenure − 1) divided by 2. Applying that formula, year 21 adds 10 extra days (15 + 10 = 25), reaching the statutory cap; tenure beyond that point no longer increases the total past 25 days.
How workplaces with fewer than 5 employees differ
Article 60 of the Labor Standards Act, which governs annual paid leave, applies only to workplaces with 5 or more regular employees. Workplaces with fewer than 5 regular employees have no legal obligation to grant annual paid leave, so this calculator's result may not match your actual legal entitlement.
That said, some smaller workplaces still grant leave (or an equivalent benefit) through their own internal rules or employment contracts, so it's worth checking your employer's regular headcount and internal policy alongside this calculator.
Unused leave: allowance, expiry and the promotion procedure
Knowing how many days accrue is one thing; whether unused days convert into cash is another. If the employer follows the statutory promotion procedure, unused days simply lapse.
The 80% attendance condition
The familiar 15 days requires attendance of at least 80% of scheduled working days over the year. Below that, leave accrues at one day per month of full attendance instead.
Some absences are treated as attendance: leave for work-related injury or illness, maternity leave, and parental leave. Docking annual leave for these periods is unlawful.
Personal leave of absence and lawful industrial action are excluded from scheduled working days, which preserves the attendance rate but reduces the days accrued proportionally.
Allowance for unused leave
Leave unused after its one-year window becomes a cash claim, calculated on ordinary or average wages — usually whichever the rules of employment specify, defaulting to ordinary wages.
On resignation all remaining leave is settled in cash, whether or not the promotion procedure was followed, since resignation removes any opportunity to take it.
The claim has a three-year limitation period, running from the day after the usage window closes rather than from accrual.
The promotion procedure extinguishes the allowance
If the employer follows the statutory promotion procedure and the worker still does not take the leave, no compensation is owed. The procedure has two stages.
First, within ten days of the six-months-remaining mark, the employer must notify each worker in writing of their remaining days and ask them to nominate dates. If no nomination follows within ten days, the employer designates dates in writing no later than two months before the window closes.
Writing is the crux — verbal notice or a bulletin does not satisfy it. And if the worker turns up on a designated day and is allowed to work, that day does not count as leave taken.
Employers running on a fiscal-year basis
The statutory default is the hire date. Running leave on a fiscal year instead is permitted and common where staff numbers make individual dates unwieldy.
One condition applies: the fiscal-year calculation must not yield less than the hire-date calculation. Any shortfall must be made up, and on resignation the hire-date basis governs the final settlement.
First-year employees are most exposed. Someone joining in October gets only a pro-rated share on a fiscal-year basis, whereas the hire-date basis gives one day per month of full attendance, up to 11 days.
Legal basis
- Annual paid leave — Labor Standards Act art. 60
- Periods treated as attendance — Labor Standards Act art. 60(6)
- Promotion procedure — Labor Standards Act art. 61
- Three-year limitation on wage claims — Labor Standards Act art. 49
- Exemption for workplaces under five — Labor Standards Act art. 11 and Enforcement Decree art. 7