England has eight bank holidays each year — days on which banks, most businesses, and public services close. Unlike Scotland and Northern Ireland, England’s calendar is fixed around a standard set of occasions including Easter, Christmas, and the late-summer bank holiday.
For employers in England, bank holidays create obligations around time off, pay, and scheduling. This guide covers every bank holiday in 2026, your legal obligations, and how to handle the most common employer scenarios.
This article is general information, not legal advice.
Key Takeaways
- England observes eight bank holidays per year — eight in 2026
- Bank holidays are not automatically paid days off for all workers — it depends on your contract
- Employers can require employees to work on bank holidays if the contract allows it
- Part-time workers are entitled to a pro-rata share of bank holiday entitlement
- If a bank holiday falls on a weekend, there is no automatic right to a substitute day off in England
England Bank Holidays 2026
| Bank Holiday | Date | Day |
|---|---|---|
| New Year’s Day | 1 January | Thursday |
| Good Friday | 3 April | Friday |
| Easter Monday | 6 April | Monday |
| Early May Bank Holiday | 4 May | Monday |
| Spring Bank Holiday | 25 May | Monday |
| Summer Bank Holiday | 31 August | Monday |
| Christmas Day | 25 December | Friday |
| Boxing Day | 26 December | Saturday |
Note: Boxing Day falls on a Saturday in 2026. In England, there is no automatic entitlement to a substitute Monday off. However, many employers choose to offer one as a gesture of goodwill.
What Are Bank Holidays?
Bank holidays are officially designated days on which financial institutions and many businesses close. They were established by the Banking and Financial Dealings Act 1971, which replaced the old “Bank Holidays Act 1871” system.
Bank holidays are not the same as public holidays in the technical sense — they are a subset. The UK government can move bank holiday dates by royal proclamation, though this rarely happens.
Bank Holidays vs Public Holidays
In England, the terms are used interchangeably in everyday conversation, but technically:
- Bank holidays are days the banks close (set by statute)
- Public holidays include bank holidays plus any additional days declared by royal proclamation
In practice for employers, the distinction rarely matters.
Your Legal Obligations as an Employer
No Automatic Statutory Right to Time Off
There is no statutory right for employees to have bank holidays off. The right depends entirely on the employment contract.
- If your contract states “bank holidays off,” you must provide the day off (or pay for it)
- If your contract is silent on bank holidays, you can require employees to work
- If your contract offers “bank holidays or alternative leave,” you may substitute days
Calculating Entitlement
Under the Working Time Regulations 1998, every worker is entitled to 5.6 weeks of paid annual leave. This includes bank holidays. So a full-time worker who gets the eight bank holidays off needs only 20 additional days of annual leave to reach the 28-day statutory minimum.
Handling Bank Holiday Requests
Employees may request specific bank holidays off for religious or personal reasons. You should:
- Check your contract — does it guarantee specific bank holidays?
- Apply policies consistently — if you grant one employee’s request, apply the same standard to others
- Consider religious discrimination — refusing all religious holiday requests could expose you to claims
Pay Rules for Bank Holidays
Employees Required to Work
If an employee works on a bank holiday, they are entitled to their normal pay unless their contract specifies enhanced rates. There is no statutory requirement to pay extra for bank holiday work — but many contracts and collective agreements include premium rates.
Employees Not Required to Work
If a bank holiday falls on a day an employee would normally work, and the contract guarantees bank holidays off, the employee receives a paid day off.
Bank Holiday Falling on a Weekend
When Christmas Day or Boxing Day falls on a Saturday and Sunday (as in 2026), there is no statutory right to a substitute weekday off. This is a common source of confusion.
Part-Time Workers and Bank Holidays
Part-time workers are entitled to a pro-rata share of bank holiday entitlement. The simplest approach:
- Give part-time workers the same number of bank holiday hours as full-time workers, OR
- If a bank holiday falls on a day they don’t work, provide an equivalent number of hours as additional leave
Example: A part-time employee working Monday, Wednesday, and Friday would miss the Early May and Spring Bank Holidays (both Mondays). You must either allow them to take alternative days or add those hours to their leave balance.
Bank Holiday Rota Systems
Some employers use a rota system for bank holidays, especially in sectors that need continuous coverage:
- Year 1: Employee gets Christmas, Boxing Day, and New Year’s Day off; works Easter
- Year 2: Employee gets Easter off; works Christmas and New Year’s
If you use a rota, ensure it is:
- Documented in the contract or staff handbook
- Applied consistently
- Communicated well in advance
Frequently Asked Questions
Can my employer make me work on a bank holiday?
Yes, if your employment contract does not specifically guarantee bank holidays off. Check your contract wording carefully. If it says “28 days including bank holidays” without specifying which ones, your employer has discretion.
Do I get paid extra for working on a bank holiday?
There is no statutory requirement for enhanced pay on bank holidays. However, many employment contracts, collective agreements, and sector-specific deals include premium rates. Check your contract.
What if Christmas Day and Boxing Day both fall on weekends?
As in 2026, there is no automatic entitlement to substitute weekdays off. Your employer may choose to grant substitute days as a goodwill measure, but this is not legally required.
Do agency workers get bank holiday pay?
Agency workers are entitled to 5.6 weeks of paid annual leave, which includes bank holiday entitlement. The agency is responsible for ensuring this is provided, either through paid time off or a payment in lieu.
Can I refuse to work a bank holiday if it conflicts with my religion?
You can request an alternative day off, and your employer should reasonably accommodate religious observance. If they refuse and other employees are granted similar requests, you may have grounds for a discrimination claim.