Work out part-time or term-time-only pay from a full-time salary — with holiday entitlement and hourly rate.
Source: GOV.UK — Holiday entitlement
By Konstantin Iakovlev · Founder, Calks.uk
Last updated: · Verified against HMRC and GOV.UK 2026/27 rates
Rates verified: 6 July 2026
Quick Answer
Pro-rata salary = full-time salary × (your hours ÷ full-time hours). On a £35,000 FTE salary, working 22.5 hours against a 37.5-hour week pays £21,000 a year. Term-time-only roles are also scaled by paid weeks: weeks worked plus statutory holiday (5.6 ÷ 46.4 of worked weeks), divided by 52.14.
Your Pro-Rata Salary
£21,000.00
60.0% of full-time · £1,750.00/month paid across 12 months
Monthly
£1,750.00
Weekly
£402.76
Hourly
£17.90
Statutory minimum holiday: 126 hours per year (5.6 weeks × 22.5 hours) — the same 5.6-week entitlement as full-time staff, pro-rated by your hours.
This is gross pay. See your net pay with the take-home pay calculator.
Disclaimer
This calculator is provided for informational purposes only and should not be considered as financial or tax advice. All calculations are performed locally in your browser — no personal data is collected or sent to our servers. Rates and thresholds are sourced from HMRC and GOV.UK and are updated for the current tax year. Always verify results with HMRC or consult a qualified professional before making financial decisions.
How It Works
Job adverts often quote a full-time-equivalent (FTE) salary — what the role would pay someone working full-time hours. If you work part-time, your actual salary is the FTE scaled by your hours: FTE × (your weekly hours ÷ full-time weekly hours). A "£35,000 pro rata" role at 3 days a week (22.5 of 37.5 hours) actually pays £21,000.
Your hourly rate does not change — part-time staff earn the same per hour as full-time colleagues in the same role. What changes is the number of paid hours. Holiday entitlement scales the same way: the statutory minimum is 5.6 weeks for everyone, so a part-timer on 22.5 hours accrues 5.6 × 22.5 = 126 hours of paid leave rather than fewer weeks.
Term-time-only (TTO) contracts — common for teaching assistants, school support staff and some childcare roles — add a second scaling factor: paid weeks. You are paid for the weeks you work (typically 38–39 school weeks) plus accrued statutory holiday, calculated as 5.6/46.4 of worked weeks (about 4.7 weeks on a 39-week year). Most local authorities then annualise: salary = FTE × hours ratio × (paid weeks ÷ 52.14), paid in 12 equal monthly instalments so income is steady across school holidays.
Employers’ exact TTO formulas vary slightly (some divide by 52, some pro-rate holiday above the statutory minimum from the full-time contract). The calculation here uses the most common statutory approach — always check your contract or the school’s pay policy for the divisor used.
Pro-rata pay is gross. Tax, National Insurance and pension deductions then apply as normal — because of the tax-free Personal Allowance, part-time take-home pay is proportionally higher than the salary ratio suggests. Check your net figure with the take-home pay calculator.
Example: £35,000 FTE, 22.5 hours, term-time only (39 weeks)
- Hours ratio: 22.5 ÷ 37.5 = 0.60
- Holiday accrual: 39 × 5.6/46.4 = 4.71 weeks → paid weeks = 43.71
- Weeks ratio: 43.71 ÷ 52.14 = 0.838
- Salary: £35,000 × 0.60 × 0.838 = £17,603 a year
- Paid monthly: £17,603 ÷ 12 = £1,467/month, including through school holidays
Source: GOV.UK — Holiday entitlement
Frequently Asked Questions
- What does "pro rata" mean on a job advert?
- "Pro rata" means the advertised salary is the full-time-equivalent (FTE) figure, and your actual pay will be scaled in proportion to the hours you work. If an advert says "£35,000 pro rata" and the full-time week is 37.5 hours, working 22.5 hours (three days) pays £35,000 × 22.5 ÷ 37.5 = £21,000 a year. Your hourly rate is identical to a full-time colleague's — you are simply paid for fewer hours. Under the Part-time Workers Regulations 2000, part-time staff must not be treated less favourably per hour than comparable full-timers, which is why pro-rata scaling is the legal standard approach. Source: GOV.UK, ACAS.
- How is term-time-only (TTO) pay calculated?
- Term-time-only staff — teaching assistants, school office staff, catering and childcare workers — are paid for the weeks they actually work plus accrued statutory holiday, rather than the full 52-week year. The standard formula adds holiday at 5.6 ÷ 46.4 of worked weeks (so a 39-week school year accrues about 4.7 weeks), giving roughly 43.7 paid weeks. Salary = FTE × (your hours ÷ full-time hours) × (paid weeks ÷ 52.14). Most local authorities then divide the annual figure into 12 equal monthly payments, so you still receive a salary during school holidays. Exact divisors vary between employers (52, 52.14 or 52.143), so check your contract — the difference is small but real. Source: GOV.UK holiday entitlement guidance, local authority pay policies.
- How much holiday do part-time workers get?
- The statutory minimum is the same 5.6 weeks for everyone — it scales automatically with your working pattern rather than being reduced. Someone working 22.5 hours a week accrues 5.6 × 22.5 = 126 hours of paid holiday a year; someone working 3 days a week gets 5.6 × 3 = 16.8 days. The 5.6-week entitlement is capped at 28 days for those working 6 or 7 days a week. If your employer offers more generous contractual holiday to full-time staff (say 30 days plus bank holidays), you are entitled to the same enhanced package pro-rated by your hours. Bank holidays are usually rolled into the hours-based calculation for part-timers to avoid unfairness over which weekdays you work. Source: GOV.UK.
- Is take-home pay also proportional to hours?
- No — take-home pay is proportionally better for part-time workers. The tax-free Personal Allowance (£12,570) and the National Insurance threshold do not shrink when your hours do, so a larger fraction of a part-time salary escapes tax altogether. For example, a £35,000 full-time salary takes home roughly 79% of gross, while the same role at 60% hours (£21,000) takes home about 85% of gross. This also matters for salary sacrifice and pension auto-enrolment: the £10,000 auto-enrolment trigger and the £6,240 lower earnings band are annual cash figures, so reduced hours can take you below them — check your pension is still being contributed to. Source: HMRC.