Annual Leave Calculator (day tiers · pro-rata on hire/exit · payout for untaken days)
Service length and start date → how many annual-leave days you should have this year; a mid-year start is pro-rated by remaining calendar days, and for a departure it computes unused days and the 300% payout.
Input
含之前所有单位的工作年限（社保/合同可证），不是入职现单位的日期
当年入职的，按剩余日历天数折算今年年假
离职当年按已工作时间折算应休天数，多休的不扣回
在职情形按这一年的 1 月 1 日定档
未休补偿口径：前 12 个月剔除加班费后的月平均
年假天数怎么定：5 天、10 天还是 15 天
档位只看「累计工作时间」。《职工带薪年休假条例》第三条：职工累计工作已满 1 年不满 10 年的，年休假 5 天；已满 10 年不满 20 年的 10 天；已满 20 年的 15 天。这里的"累计工作时间"按《企业职工带薪年休假实施办法》第三条，是指职工在同一或者不同用人单位从事工作期间，以及依照法律、行政法规或者国务院规定视同工作的期间——也就是说换工作不清零，社保记录、劳动合同、离职证明都可以作为工龄证明。
当年新入职要折算。实施办法第五条：新进用人单位且符合享受条件的，当年度年休假天数 =（当年度在本单位剩余日历天数 ÷ 365 天）× 全年应享天数，折算后不足 1 整天的部分不享受。比如 7 月 1 日入职、全年应有 10 天，剩余日历天数 184 天，184÷365×10 ≈ 5.04，取整为 5 天——小数那 0.04 天没有。
离职当年同样折算，多休不扣回。实施办法第十二条：当年度应休未休天数 =（当年度在本单位已过日历天数 ÷ 365）× 全年应享天数 − 当年度已休天数；折算后不足 1 整天的部分不支付补偿，而已经多休的天数用人单位不得扣回。
未休年假不是作废，是折钱。实施办法第十条：对应休未休的年假，按该职工日工资收入的 300% 支付未休年休假工资报酬，其中包含用人单位支付职工正常工作期间的工资收入——即在你正常月薪之外，每未休 1 天再补 2 倍日工资。日工资 = 前 12 个月剔除加班工资后的月平均工资 ÷ 21.75。
哪些情形当年没有年假。条例第四条列举：依法享受寒暑假且天数多于年假天数的；请事假累计 20 天以上且单位不扣工资的；累计工龄 1~10 年请病假累计 2 个月以上、10~20 年 3 个月以上、20 年以上 4 个月以上的。发生这些情形的当年不再享受年假。
关于本页的数据。日期与工资只在你浏览器里做算术，页面不发起任何网络请求，不写 localStorage、cookie 或网址参数，刷新即清空。年假的安排与跨年度综合计算可由单位制度另行规定，公司福利年假（多于法定天数的部分）按单位制度处理，本页只算法定部分。
FAQ
Cumulative total working time counts, not your length of service at the current employer. Article 3 of the Implementation Measures for Paid Annual Leave of Enterprise Employees states that cumulative working time includes periods at different employers - changing jobs does not reset it. In practice, social insurance records, past separation certificates or employment contracts are used to prove the cumulative total.
Pro-rating: (calendar days remaining in the year after your start date divided by 365, times your annual tier), rounded down - fractions of a day are not enjoyed. When the start date you enter falls inside the calculated year, this page applies the pro-rating automatically and shows the computation steps.
Not where the employer failed to arrange the leave. Under Article 12 of the Implementation Measures, first pro-rate the days you should have taken but did not in your departure year; then under Article 10, pay for them at 300% of daily wages (an extra 200% on top of the regular monthly salary). Only two exceptions: if the employer arranged leave and you declined in writing yourself, normal wage alone is due; and sub-one-day fractions are never paid.
21.75 is the monthly payable-days figure: (365 days - 104 rest days) divided by 12, the daily-wage divisor set by the former Ministry of Labour (statutory holidays are paid, so they are not excluded). Daily wage for unused leave = average monthly wage of the previous 12 months excluding overtime pay, divided by 21.75.
This page computes statutory annual leave only. Days above the statutory minimum that many companies offer (10 or 15 from day one, say) are welfare leave: their pro-rating and handling follow company policy, and whether the welfare part converts to cash at separation depends on the staff handbook and your employment contract.
No. Everything is computed locally in the browser: no network requests at all, nothing written to localStorage, cookies or URL parameters, reloading clears it. This page is a statute-based estimate, not legal advice.