Bank holiday entitlement in the UK is not a separate statutory right — it is part of the worker’s 5.6-week annual leave entitlement under the Working Time Regulations 1998. Whether bank holidays are included in or on top of the statutory entitlement depends on your employment contract. Most employers include the 8 bank holidays within the 28-day entitlement, but some contracts provide them separately.
This guide covers how to calculate bank holiday entitlement, the different contract structures, and part-time calculations.
Key takeaways
- Bank holidays are not a separate statutory right — they are part of the 5.6-week annual leave entitlement.
- For a full-time worker (5 days/week), the statutory minimum is 28 days — which can include bank holidays.
- If your contract provides 28 days plus bank holidays, the total is 36 days (28 + 8).
- Part-time workers are pro-rated — they receive the same proportion of bank holidays.
- There are 8 bank holidays in England and Wales (6 in Scotland, 6 in Northern Ireland).
How bank holidays fit into annual leave
The Working Time Regulations 1998 grant workers a minimum of 5.6 weeks of paid annual leave per year. For a worker with a 5-day week, this equals 28 days.
Your contract can structure bank holidays in two ways:
Model 1: Bank holidays included in the 28 days
The most common arrangement. The 28-day entitlement includes the 8 bank holidays, leaving 20 days for the employee to choose.
| Component | Days |
|---|---|
| Statutory annual leave | 28 days |
| Bank holidays (included) | 8 days |
| Employee’s chosen leave | 20 days |
Model 2: Bank holidays in addition to the 28 days
Some contracts provide 28 days of annual leave plus bank holidays, giving a total of 36 days. This is more generous than the statutory minimum.
| Component | Days |
|---|---|
| Statutory annual leave | 28 days |
| Bank holidays (additional) | 8 days |
| Total entitlement | 36 days |
Bank holidays by nation
There are different bank holidays depending on where the employee works:
| Nation | Bank holidays (2026) | Notes |
|---|---|---|
| England and Wales | 8 | Including Christmas Day, Boxing Day, Easter Monday |
| Scotland | 8 | Includes St Andrew’s Day, Summer Monday holiday |
| Northern Ireland | 10 | Includes St Patrick’s Day, Battle of the Somme |
If an employee works in Scotland but the company is based in England, the employee’s entitlement is based on the bank holidays of the nation where they work, not where the company is headquartered.
Part-time calculations
Part-time workers must receive a pro-rata share of bank holidays. The calculation is:
(Number of working days per week ÷ 5) × Number of bank holidays = Part-time bank holiday entitlement
Worked example
Sarah works 3 days per week (Monday, Tuesday, Wednesday). There are 8 bank holidays.
(3 ÷ 5) × 8 = 4.8 bank holidays
Since Sarah cannot take fractional days, she is entitled to 4 or 5 bank holidays (depending on your rounding policy). If a bank holiday falls on a day she does not work, she should receive a day in lieu or the equivalent paid time off.
Under the Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000, part-time workers must not be treated less favourably than full-time workers. If a bank holiday falls on a non-working day, the part-time worker is entitled to a day in lieu.
Bank holidays that fall on weekends
If a bank holiday falls on a Saturday or Sunday, there is no automatic right to a day in lieu for full-time workers. The additional day is only created if the employee’s contract specifies it.
However, if the employee does not normally work on the day the bank holiday falls, some contracts provide a substitute day. Check your contract for the specific terms.
Employer obligations
UK employers have four core duties around bank holiday entitlement:
- Grant the statutory minimum — ensure the employee’s total annual leave (including bank holidays) meets the 5.6-week minimum.
- Apply the correct calculation — pro-rata bank holidays for part-time workers.
- Follow the contract — if the contract provides bank holidays in addition to 28 days, honour that arrangement.
- Handle non-working bank holidays fairly — provide a day in lieu for part-time workers where a bank holiday falls on a non-working day.
For more UK context, see our guides to annual leave entitlement, working time regulations, and notice periods.
Frequently asked questions
Are bank holidays included in my annual leave?
It depends on your contract. If your contract provides 28 days of annual leave, bank holidays are typically included. If it provides 28 days plus bank holidays, they are in addition.
How many bank holidays are there in the UK?
8 in England and Wales, 8 in Scotland, and 10 in Northern Ireland. The number varies because each nation has different national holidays.
Do I get bank holidays off?
There is no statutory right to have bank holidays off. Your employer can require you to work on bank holidays — but your total annual leave must still meet the 5.6-week minimum.
What if a bank holiday falls on my day off?
If a bank holiday falls on a day you do not normally work, your contract may provide a substitute day. Check your terms — there is no statutory right to a day in lieu for full-time workers.
Can my employer include bank holidays in my annual leave?
Yes. The 28-day statutory entitlement can include bank holidays. Your contract should state whether bank holidays are included or additional.
Putting it into practice
Five steps keep your bank holiday entitlement correct:
- Clarify whether bank holidays are included in or additional to the 28-day entitlement in your contracts.
- Calculate part-time entitlements pro-rata — do not leave part-time workers with fewer bank holidays per working day.
- Handle non-working bank holidays fairly — provide a day in lieu for part-time workers.
- Track bank holiday usage alongside annual leave for accurate records.
- Update your calculation annually — bank holiday dates change each year.
A leave management system that calculates bank holiday entitlements automatically, handles pro-rata calculations for part-time workers, and tracks substitute days keeps bank holiday management accurate and fair.
Sources
- GOV.UK — Bank holidays (primary source)
- Working Time Regulations 1998
- Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000
Last updated: 26 July 2026. This article is general information, not legal advice. Bank holiday entitlements depend on your contract and the nation where the employee works — check your specific terms.