A Quick Guide To Bank Holiday Entitlement
There are enough resources out there detailing the dates of bank and public holidays (see how quickly Google will return multiple results for you!), but not so many detailing the frequently asked questions around bank holiday entitlements for team members and their employers.
Here is a quick overview of everything you need to know:
Can my company deduct bank holidays from my my annual leave?
The answer to this is yes.
Bank holidays do not have to be provided as paid leave.
A company can specify that if their team want to take the bank holidays off then it will have to come out of their annual leave allowance.
(However, employers still have to reach a minimum annual leave allowance. For more on that see How To Calculate Your Team’s Holiday.)
Am I legally entitled to extra pay on bank holidays?
No - there is no law mandating it.
This is another decision that is left up to your employer.
If you are interviewing for a job where there is likely to be more work over the bank holiday period - such as in retail or hospitality - make sure you ask about this during the interview process.
Are there any different rules around bank holiday entitlement for part-time workers?
You’re entitled to whatever policies exist between the company and the full time staff members.
The main difference is that this is all dealt with on a pro-rata basis (depending on how many days or hours per week you work).
Am I legally entitled not to work on bank holidays?
Interestingly, there is no legal right to bank holidays.
Put simply, you cannot refuse to work on a bank holiday just because it’s a bank holiday.
This is all decided by your employer, so make sure you read the T&Cs around bank holiday entitlement when starting at a new company to see if they’ve guaranteed your right to a long weekend!