Get an instant, policy-ready estimate without spreadsheets.
Track entitlement, carry-forward, and used leave to get accurate current leave balance.
Ideal for employee queries and month-end leave reconciliation.
Yes, decimal leave values are supported.
This version is entitlement-based; apply accrual policy separately if needed.
Yes, if used leave exceeds entitlement, the balance can be negative.
A leave balance calculator removes guesswork from one of the most common employee queries in any HR department: "How many leave days do I have left?" Getting leave balances right matters for payroll accuracy, employee trust, and compliance with statutory leave entitlements in your jurisdiction.
Most organisations manage several distinct leave types, each with its own accrual logic, caps, and rules. Understanding each type is essential before calculating any balance.
| Leave Type | Typical Entitlement | Accrual Method | Carry-Forward? |
|---|---|---|---|
| Annual / Earned Leave | 15–30 days/year | Monthly or annual grant | Usually yes (capped) |
| Sick Leave | 6–12 days/year | Annual grant or monthly | Varies by policy |
| Casual Leave | 6–12 days/year | Annual grant | Rarely carried forward |
| Maternity / Paternity | Statutory minimum | One-time event grant | Not applicable |
The leave balance at any point in time is simply what has been credited minus what has been consumed. The leave calculator above computes this in real time as you enter your entitlement, leave taken, and any carried-forward balance from the previous year.
The core formula used in any leave balance calculation:
Leave Balance = Opening Balance + Leave Accrued − Leave Taken
Example: 5 days carried forward + 15 days annual entitlement − 8 days taken = 12 days remaining
For mid-year calculations where leave accrues monthly:
Accrued to Date = (Annual Entitlement ÷ 12) × Months Completed
Example: (18 ÷ 12) × 7 months = 10.5 days accrued
Carry-forward (or leave rollover) rules define how much unused leave an employee can transfer into the next leave year. Poorly managed carry-forward creates large leave liability on the company balance sheet and can trigger compliance issues.
The most common model. Employees may carry forward a fixed maximum — often 5 to 10 days. Any balance above the cap is forfeited at year-end.
Some policies allow carry-forward but require the leave to be used within the first quarter of the new year (e.g., by 31 March), after which it lapses.
Unused leave above the carry-forward cap may be paid out as cash. The encashment rate is typically: (Monthly Salary ÷ 26) × Days Encashed.
Casual leave in many South Asian and GCC organisations does not carry forward at all. All unused casual leave is forfeited at the end of the leave year.
When an employee joins mid-year, their annual leave entitlement is pro-rated based on the number of months remaining in the leave year. The leave calculator handles this automatically, but here is the manual formula:
Pro-Rated Entitlement = (Annual Entitlement ÷ 12) × Remaining Months in Leave Year
Example: 18-day entitlement, joined 1 September, leave year ends 31 December (4 months): (18 ÷ 12) × 4 = 6 days
Enter your entitlement, opening balance, and leave taken in the calculator above for an instant result.
Earned leave (also called annual leave or privilege leave) accrues based on time worked and can usually be planned in advance. Casual leave is typically for short, unplanned absences and is granted as a fixed number of days per year. Casual leave generally cannot be carried forward, while earned leave usually can be — up to a cap defined by your employer or local law.
In most jurisdictions, once leave has been legally accrued it cannot be unilaterally reduced by the employer. However, employers can set policies on when and how leave is taken, and can cap carry-forward amounts to limit future liability. Always check your local labour law and employment contract for specifics.
Upon resignation, the remaining leave balance is typically encashed as part of the final settlement. The formula is: (Basic Salary ÷ 30) × Remaining Leave Days. Some contracts use 26 (working days in a month) as the divisor instead of 30. Any negative leave balance (leave taken in advance) is usually recovered from the final settlement.
Sick leave is typically maintained in a separate balance from annual or earned leave. When sick leave is exhausted, subsequent sick absences may be charged to the annual leave balance, or treated as Leave Without Pay, depending on your company policy and applicable labour law.
Disclaimer: This calculator is for informational purposes only and does not constitute legal or financial advice. We do not guarantee the accuracy or completeness of the results. Please consult a qualified professional for advice specific to your situation.