UK Public Holiday Allowance and Your Rights in 2026
Understanding your holiday entitlement is essential for every worker in the United Kingdom. Whether you are a full-time employee, part-time worker, or on a zero-hours contract, you have legal rights to paid time off. This guide explains UK holiday allowance rules for 2026, helping you understand your entitlements, how bank holidays fit in, and what to do if your rights are not being respected.
Statutory Holiday Entitlement Explained
Under UK law, almost all workers are entitled to 5.6 weeks of paid holiday per year. For full-time workers on a standard five-day week, this equates to 28 days. This is the statutory minimum; many employers offer additional days as part of their employment package.
The 28-day entitlement can include bank holidays at the employer's discretion. This is an important distinction: there is no automatic legal right to take bank holidays off or to receive extra pay for working on them. However, many employers do provide bank holidays on top of basic leave, effectively giving 28 days plus 8 bank holidays (36 days total) in England and Wales.
Your contract of employment should clearly state your holiday entitlement and whether bank holidays are included or additional. Review your contract or staff handbook if you are uncertain about your specific entitlements. Use our 2026 calendar to see exactly when bank holidays fall.
Bank Holidays and Employment Rights
The eight bank holidays in England and Wales for 2026 are: New Year's Day (1st January), Good Friday (3rd April), Easter Monday (6th April), Early May Bank Holiday (4th May), Spring Bank Holiday (25th May), Summer Bank Holiday (31st August), Christmas Day (25th December), and Boxing Day substitute (28th December).
Scotland has nine bank holidays, including 2nd January and St Andrew's Day. Northern Ireland has ten, adding St Patrick's Day and Battle of the Boyne. Workers in these nations may have slightly different entitlements depending on which bank holidays their employer recognises.
If your employer requires you to work on bank holidays, they may offer time off in lieu (TOIL) or enhanced pay, but this is not a legal requirement unless specified in your contract. Some sectors, particularly retail, hospitality, and healthcare, commonly require bank holiday working.
Part-Time Workers and Holiday Calculations
Part-time workers have the same right to 5.6 weeks of holiday, calculated on a pro-rata basis. If you work three days per week, your entitlement is 16.8 days (3 days x 5.6 weeks). For workers with irregular hours, holiday accrues at a rate of 12.07% of hours worked.
Calculating part-time bank holiday entitlement can be complex. One approach is to include bank holidays in the overall 5.6-week entitlement, calculated proportionally. For example, a three-day-per-week worker would receive 16.8 days total, with no additional bank holidays. Alternatively, some employers give bank holidays on top of basic entitlement, also calculated proportionally.
The key principle is that part-time workers should not be treated less favourably than full-time colleagues. If full-time workers receive bank holidays in addition to 28 days, part-time workers should receive a proportional equivalent.
Zero-Hours Contracts and Casual Workers
Workers on zero-hours contracts are entitled to paid holiday. The challenge lies in calculating this entitlement when working patterns are irregular. The standard approach is to accrue holiday at 12.07% of hours worked, which can then be taken as paid time off or paid out at the end of the employment relationship.
Some employers roll up holiday pay into the hourly rate, though this practice has legal complexities. If your pay slip shows a separate holiday pay element added to your hourly rate, check that you are still able to take actual time off when needed, as the purpose of holiday entitlement includes rest and recuperation, not just financial compensation.
Accrual, Carry-Over, and Leave Year
Holiday entitlement accrues throughout the leave year. If you start a new job partway through the year, your entitlement is calculated proportionally. For example, starting on 1st July with a calendar-year leave year means you would be entitled to approximately half the annual allowance for that first year.
The question of carrying over unused holiday is important for many workers. By default, statutory holiday cannot be carried over to the next leave year, encouraging workers to take their entitled rest. However, employers can agree to allow carry-over in their contracts or policies.
Special rules apply when workers are unable to take holiday due to sickness or maternity leave. In these circumstances, holiday can be carried over and taken upon return to work. Recent legal developments have strengthened these protections.
Requesting and Booking Holiday
Employers can set rules about how and when holiday is requested and taken. Common requirements include minimum notice periods for requests, restrictions during busy periods, and limits on how many staff can be off simultaneously. These rules must be reasonable and applied fairly.
Employees must give notice at least twice the length of the holiday requested (so two weeks' notice for a one-week holiday) unless the contract specifies otherwise. Employers must respond to requests, and can refuse for valid business reasons, though consistent refusal may become problematic.
Employers can require workers to take holiday on specific days, such as a company shutdown over Christmas. Notice must be given: at least twice the length of the required holiday period. A two-week Christmas shutdown would require four weeks' notice.
What If Your Rights Are Being Violated?
If you believe your holiday rights are being breached, several steps are available. First, check your contract and company policies to confirm your understanding. Then raise the issue informally with your manager or HR department, as many issues result from misunderstanding rather than deliberate violation.
If informal resolution fails, formal grievance procedures provide a structured approach. Document your concerns in writing and follow your employer's grievance policy. Many issues resolve at this stage.
For persistent problems, external support is available. ACAS provides free advice and can arrange early conciliation. Citizens Advice offers guidance on employment rights. Employment tribunals can hear claims about holiday pay, though claims must usually be brought within three months of the issue arising.
Know Your 2026 Bank Holidays! Use our free UK calendar tool to see all 2026 bank holidays clearly marked. Understanding when bank holidays fall helps you plan your leave requests and understand your entitlements.
Making the Most of Your Entitlement
Understanding your rights is the foundation for using them effectively. Plan your holiday year strategically, combining bank holidays with annual leave for extended breaks. Our guide to maximising bank holidays provides specific strategies for 2026.
Remember that holiday entitlement exists to protect your wellbeing. Regular breaks from work support mental and physical health, improve productivity, and enhance job satisfaction. Use your full entitlement and encourage colleagues to do the same.
Review our 2026 calendar to begin planning your year. With proper understanding of your rights and strategic planning, you can make 2026 a year of proper work-life balance and well-deserved rest.