Can Employers Force You to Work on UK Bank Holidays?: Yes, employers can legally require you to work on UK bank holidays if your employment contract allows it. There is no automatic legal right to take bank holidays off.
Introduction
Bank holidays are widely seen as guaranteed days off work in the UK, often associated with rest, family time, travel, and national events. However, many employees are surprised to learn that UK bank holidays are not automatically days off by law. Whether you can be required to work on a bank holiday depends largely on your employment contract, not just tradition or expectation.
This article answers one of the most searched employment law questions in the UK:
Can employers force you to work on UK bank holidays?
Using UK employment law, official government guidance, and reputable employment sources, this guide explains:
- The legal status of UK bank holidays
- What rights employees actually have
- When employers can and cannot require bank holiday work
- How pay, time off, and holiday entitlement are affected
- What to do if you believe your employer is acting unfairly or unlawfully
What Are Bank Holidays in the UK?
Legal Definition of Bank Holidays
Bank holidays are public holidays officially recognised under the Banking and Financial Dealings Act 1971. On these days, banks and many businesses close, although essential services and many private-sector employers continue operating.
Importantly, bank holidays are not a statutory entitlement to time off work.
There is no automatic legal right for employees to have bank holidays off or to be paid extra for working them.
(TheYear2026.com – UK Bank Holidays 2026)
Common UK Bank Holidays
Depending on the nation (England & Wales, Scotland, or Northern Ireland), bank holidays typically include:
- New Year’s Day
- Good Friday
- Easter Monday
- Early May Bank Holiday
- Spring Bank Holiday
- Summer Bank Holiday
- Christmas Day
- Boxing Day
Scotland and Northern Ireland observe additional bank holidays.
(TheYear2026.com – UK Corporate Holiday Calendar 2026 for HR Teams & Office Managers)
Employment Contracts & Bank Holidays
Why Your Contract Matters Most
In UK employment law, your contract of employment is the primary determinant of your rights regarding bank holidays.
According to ACAS, whether you must work on a bank holiday depends on what your contract says about:
- Working hours
- Holiday entitlement
- Public/bank holiday arrangements
(ACAS – Holiday Entitlement)
Common Contract Clauses
Your contract may state that:
- Bank holidays are included in your annual leave
- Bank holidays are additional paid days off
- You may be required to work bank holidays as part of normal duties
- Bank holidays are treated as normal working days
If your contract allows bank holiday working, refusing without valid reason could be considered a breach of contract.
Legal Framework: What the Law Actually Says
No Statutory Right to Bank Holidays Off
UK employment law does not grant a standalone right to take bank holidays off work.
Instead, the law provides a minimum annual leave entitlement, which may or may not include bank holidays.
Under the Working Time Regulations 1998, most workers are entitled to:
- 5.6 weeks’ paid holiday per year (28 days for full-time workers)
(GOV.UK – Holiday entitlement)
An employer can legally count bank holidays as part of this 5.6 weeks.
Equality and Discrimination Considerations
Employers must apply bank holiday policies consistently and avoid discrimination, especially related to:
- Religion or belief
- Disability
- Pregnancy or maternity
Failing to accommodate protected characteristics could breach the Equality Act 2010.
Can Employers Force You to Work on Bank Holidays?
Yes, employers can legally require you to work on UK bank holidays if your employment contract allows it. There is no automatic legal right to take bank holidays off.
Contractual vs Statutory Rights
| Situation | Can employer require work? |
| Contract says bank holidays are working days | Yes |
| Contract is silent on bank holidays | Usually yes |
| Contract guarantees bank holidays off | No |
| Essential services role | Almost always yes |
| Employer discriminates unfairly | No |
Case Examples
- Retail, hospitality, healthcare, transport roles commonly include bank holiday working.
- Office-based roles are more likely to have bank holidays off, but this is contractual, not legal.
ACAS confirms that refusal to work a bank holiday without contractual protection can be treated as misconduct.
Exceptions and Special Sectors
Essential Services
In sectors such as:
- NHS and healthcare
- Emergency services
- Utilities and infrastructure
- Public transport
Bank holidays are treated as normal working days, often with rota-based scheduling.
Retail and Hospitality
Retail and hospitality workers are commonly required to work bank holidays, including:
- Christmas (where lawful)
- Easter
- Summer bank holidays
There is no legal obligation for employers to offer enhanced pay unless stated in the contract.
(CIPD)
Pay for Working on Bank Holidays
Is Extra Pay Legally Required?
No. There is no statutory requirement to pay more for bank holiday work.
Employers must only ensure:
- At least National Minimum Wage
- Pay follows contract terms
(GOV.UK – The National Minimum Wage and Living Wage)
Common Pay Arrangements
| Arrangement | Legal requirement |
| Time-and-a-half | Contractual only |
| Double pay | Contractual only |
| Day off in lieu (TOIL) | Contractual |
| Normal rate | Legal |
If enhanced pay is stated in a contract or collective agreement, it becomes legally enforceable.
Holiday Entitlement & Bank Holidays
Are Bank Holidays Included in Annual Leave?
They can be.
Employers may legally:
- Include all bank holidays within the 28-day entitlement
- Offer bank holidays on top of statutory leave
Example
- Employee A: 28 days total, bank holidays included
- Employee B: 20 days + 8 bank holidays
Both are lawful.
Part-Time Workers
Part-time workers must receive pro-rated holiday entitlement, including bank holidays, to avoid unlawful treatment.
What to Do If Your Employer Insists You Work
Step-by-Step Actions
- Check your contract carefully
- Ask HR or management for clarification
- Request written confirmation
- Raise an informal grievance
- Submit a formal grievance if needed
- Contact ACAS Early Conciliation
When Legal Action May Apply
You may have grounds if:
- Your employer breaches your contract
- You face discrimination
- Holiday entitlement is unlawfully withheld
Citizens Advice or an employment solicitor can provide tailored advice.
FAQ
Can my employer force me to work on a bank holiday?
Yes, if your contract allows it. There is no automatic legal right to refuse.
Do I have the right to paid bank holidays?
No. Paid bank holidays depend on your contract.
Is working bank holidays mandatory in retail?
Often yes, unless your contract states otherwise.
Must I be paid extra?
Only if your contract or policy says so.
Can I refuse for religious reasons?
Employers must consider reasonable adjustments under the Equality Act 2010.
Are zero-hours workers treated differently?
They still accrue holiday pay but may have fewer scheduling protections.
Can my employer change bank holiday rules?
Yes, but changes must follow contract variation rules and consultation.
Are bank holidays included in statutory leave?
They can be legally included.
What if my employer treats staff unfairly?
You may raise a grievance or contact ACAS.
Conclusion
So, can employers force you to work on UK bank holidays?
In most cases, yes provided your employment contract allows it.
UK law does not grant an automatic right to time off or extra pay on bank holidays. Instead, rights depend on:
- Contractual terms
- Holiday entitlement structure
- Fair and non-discriminatory treatment
Understanding your contract and knowing where the law stands is essential. If in doubt, ACAS and GOV.UK should always be your first reference points.
