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Bank holidays 2026/27 | Are staff entitled to more leave than usual?
Written on 3 March 2026
If your holiday year runs from 1 April 2026 to 31 March 2027, you may already have spotted something unusual: there are 10 bank holidays during that period – instead of the usual eight.
For employers, this raises an important question: does this mean staff are entitled to two extra days’ paid leave this year?
It’s a fair question – and one that could have cost and operational implications. The short answer is: it depends.
This blog explains why this anomaly occurs and how to work out whether your employees are entitled to more time off than usual. If in doubt, our Employment Law and HR specialists can offer clarity on your specific situation to prevent costly legal missteps.
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Why are there more bank holidays in 2026/27?
It’s simply down to calendar timing.
Because of how Easter falls in 2027, both Good Friday (26 March 2027) and Easter Monday (29 March 2027) fall within the 2026/27 leave year (for employers whose leave year runs April to March).
This creates the following pattern:
- 2024/25 leave year (April–March): 7 bank holidays
- 2025/26 leave year (April–March): 8 bank holidays
- 2026/27 leave year (April–March): 10 bank holidays
Nothing in the law has changed – it’s just the way the dates fall.
Bank holidays in the 2026/27 leave year
The 10 bank holidays between 1 April 2026 and 31 March 2027 are:
- Good Friday – 3 April 2026
- Easter Monday – 6 April 2026
- Early May Bank Holiday – 4 May 2026
- Spring Bank Holiday – 25 May 2026
- Summer Bank Holiday – 31 August 2026
- Christmas Day – 25 December 2026
- Boxing Day (substitute day) – 28 December 2026
- New Year’s Day – 1 January 2027
- Good Friday – 26 March 2027
- Easter Monday – 29 March 2027
These dates apply to England and Wales, but they differ in Scotland and Northern Ireland.
Are you legally obliged to give staff bank holidays off?
In the UK, there is no automatic statutory right to paid time off on bank holidays.
Employees are entitled to 5.6 weeks’ paid annual leave under the Working Time Regulations, but the law does not require that they’re given in addition to this.
How bank holidays are treated depends on the contract:
- They can be included within statutory leave entitlement; or
- They can be given in addition to it.
Whether staff automatically get this time off is determined by the contractual wording, not the law itself.
Are staff entitled to 10 bank holidays in 2026/27?
The extra bank holidays in the 2026/27 leave year doesn’t automatically mean extra leave for all staff. Whether entitlement increases depends entirely on contract wording.
In short:
- Contracts allowing bank holidays on top of annual leave without a cap → employees will receive two additional paid days this year.
- Contracts including bank holidays in total leave, or capping them → no difference.
Bank holiday entitlement: what to check for in your contracts
Now is the time to check your contracts – before April 2026 arrives. Here’s what to look for:
Scenario 1: “20 days plus bank holidays”
If the contract states:
“20 days’ annual leave plus bank holidays”
Employees are entitled to all bank holidays in the leave year in addition to their 20 days’ leave.
In 2026/27, this means 10 bank holidays – two more than usual – so employees do get extra paid days off this year.
How this works in practice:
- If your business closes on bank holidays, employees automatically take them as paid leave and still have 20 days of normal annual leave to book through the usual process.
- If your business remains open, employees who work on a bank holiday usually receive a day off in lieu later. Employers retain operational discretion over when leave is taken but must ensure the full entitlement is provided by the end of the leave year.
Scenario 2: “28 days including bank holidays”
If the contract states:
“28 days’ annual leave including bank holidays”
the total entitlement is fixed at 28 days. The extra bank holidays in 2026/27 are already counted, so staff do not receive extra leave. No operational adjustments are required.
Scenario 3: Contracts that cap bank holidays
Some contracts specify a set number, for example:
“20 days’ annual leave plus the usual 8 bank holidays”
Here, entitlement is capped. Employees do not automatically benefit from the additional two bank holidays in 2026/27.
How can employers prepare for extra bank holidays in 2026/27?
- Review contracts – Identify which scenario applies to your employees.
- Check part-time entitlements – Ensure bank holidays are pro-rated correctly.
- Plan operational cover – Especially if the business remains open on bank holidays.
- Communicate with staff – Make sure everyone understands the process before the leave year begins.
Prevent bank holiday blunders with expert HR support
Failing to manage time off entitlements correctly could lead to employee disputes, challenges, or even breach of contract and unlawful deduction from wages claims, making careful planning essential.
Don’t risk it. If you’re unsure how your annual leave wording operates, WorkNest’s Employment Law and HR specialists can:
- Review your contracts and clarify entitlement, helping you avoid costly mistakes, conflict, and business disruption.
- Strengthen them so you have more flexibility to manage these situations in future.
For expert advice and support, call our team on 0345 226 8393 or request your free consultation using the button below.
