Understanding ‘Inclusive of Bank Holidays’
Understanding ‘Inclusive of Bank Holidays’
When your employment contract states that your holiday entitlement is "inclusive of bank holidays," it means that any bank holidays you take off are counted as part of your total annual paid leave – rather than being extra days on top. This is a common approach in UK employment contracts, and it’s important to understand how it affects your overall time off.
What Does "Inclusive of Bank Holidays" Mean?
Under UK law, most full-time workers are entitled to a minimum of 28 days’ paid holiday each year. This entitlement can include the eight standard bank holidays observed in England and Wales (these may vary in Scotland and Northern Ireland). If your contract is "inclusive of bank holidays," it means that those bank holidays are not additional – they are part of your overall annual leave allowance.
For example, if you are entitled to 28 days of annual leave inclusive of bank holidays and you take all eight bank holidays off, you will have 20 days of leave remaining to take at other times. If you work on a bank holiday, you may be able to take that day off at another time, depending on your employer’s policy.
Why Do Employers Use This Wording?
Employers often specify holiday entitlement as "inclusive of bank holidays" to clarify how your paid leave is calculated and to ensure consistency across the workforce. This approach helps employers manage staffing levels during public holidays and avoids confusion over whether bank holidays are in addition to the statutory minimum leave.
This method is particularly common in industries or workplaces that need to remain open on bank holidays, such as healthcare, retail, or hospitality. It also appears in contracts where staff work irregular hours or shifts, making it fairer for those who may not normally be scheduled on bank holidays.
Where Might You See This Term?
The phrase "inclusive of bank holidays" typically appears in the holiday entitlement section of your employment contract or staff handbook. It is especially common in the following scenarios:
- Shift work or irregular hours: Where not all staff are scheduled for every bank holiday, so entitlement is standardised.
- Essential services: Where businesses must operate on bank holidays and staff may be required to work.
- Full- or part-time roles: To ensure proportional entitlement for part-time staff.
If you are unsure how your holiday entitlement works, check your contract or speak to your HR department. It’s also helpful to understand how this fits within the wider context of holiday pay and employment benefits, as different employers may offer enhanced terms.
Legal Framework and Your Rights
The rules around holiday entitlement, including whether bank holidays are included, are set out in the Employment Rights Act 1996 and the Working Time Regulations 1998. These laws ensure that all workers receive a minimum amount of paid leave each year. However, employers can choose how to structure this entitlement, provided it meets or exceeds the legal minimum.
Remember, employers are not legally required to give you bank holidays off, but your contract should make clear whether these days are included in your paid leave. Always review your employment terms carefully and seek advice if you are unsure about your rights.
Understanding whether your holiday entitlement is "inclusive of bank holidays" can help you plan your time off and avoid misunderstandings. For more detail on your rights and how holiday pay works, see the relevant sections in your employment contract or refer to official guidance.
How Bank Holidays Affect Your Total Holiday Entitlement
When it comes to annual leave, UK law sets a minimum standard for all workers. Most employees are entitled to at least 5.6 weeks of paid holiday each year – this is known as your statutory annual leave entitlement. For someone working a standard five-day week, this usually means 28 days of paid holiday. Part-time workers are entitled to the same 5.6 weeks, but the actual number of days will be pro-rated based on their working pattern. You can read more about the legal minimum on the official Statutory Annual Leave Entitlement page from GOV.UK.
Are Bank Holidays Included in Your Holiday Entitlement?
Whether bank holidays are counted as part of your statutory leave depends on your employment contract. Employers are not legally required to provide paid leave specifically for bank holidays. They can choose to include bank holidays within your minimum holiday entitlement, or offer them as extra days on top.
How “Inclusive of Bank Holidays” Works in Practice
If your contract states that your holiday entitlement is “inclusive of bank holidays,” it means that the total number of paid holidays you receive each year already includes the bank holidays. For example, if your contract gives you 28 days of annual leave inclusive of bank holidays and there are 8 bank holidays in a year, you would have 20 days left to take at times of your choosing – the remaining 8 would be used when the business is closed for bank holidays.
Example:
- Contract: 28 days’ annual leave (inclusive of bank holidays)
- Bank holidays in England and Wales: 8 days
- Result: You have 20 days to book as you wish; the other 8 are reserved for bank holidays.
This arrangement means you do not get extra days off for bank holidays – they come out of your overall entitlement. If you want to take leave on a bank holiday, you use one of your 28 days. If you have to work on a bank holiday, your contract should explain whether you get a different day off in lieu.
What If Bank Holidays Are Not Included?
If your contract says you are entitled to 28 days’ holiday plus bank holidays, then you get the statutory minimum annual leave, and all bank holidays are extra paid days off. This is a more generous arrangement, but it is not required by law.
Key Points to Check in Your Contract
- Does your holiday entitlement include or exclude bank holidays?
- Are you required to use leave for bank holidays, or are they extra?
- What happens if you work on a bank holiday – do you get time off in lieu or extra pay?
If you’re unsure how your leave is calculated, or if you want to compare different scenarios (such as when on long-term sickness), you may find our guide on Holiday Entitlement helpful for understanding your broader rights. You can also explore how leave works in special circumstances, such as during long-term sickness.
Understanding how bank holidays fit into your annual leave helps you plan your time off and avoid any surprises when making holiday requests. Always check your contract and speak to your employer if you have questions about your entitlement.
Why It Matters to Employees
When your employment contract states that your holiday entitlement is “inclusive of bank holidays,” it’s important to understand exactly what this means for your annual leave. This impacts how many days off you actually get, how you can use them, and how your pay is calculated during holidays.
Understanding Your Actual Number of Days Off
In the UK, most full-time workers are legally entitled to at least 5.6 weeks of paid holiday each year, which usually works out as 28 days for someone working a five-day week. However, when your entitlement is “inclusive of bank holidays,” those eight bank holidays are counted within your total allowance – not in addition to it. This means you don’t get extra days off for bank holidays; they’re simply part of your overall entitlement.
For example, if your contract gives you 28 days’ holiday inclusive of bank holidays, and your workplace closes on bank holidays, you’ll need to use your holiday allowance for those days. This leaves you with the remaining days to book as you wish. If you work part-time, your entitlement is pro-rated, but the principle is the same.
Avoiding Confusion or Disputes
Misunderstandings about whether bank holidays are included in your entitlement can lead to disputes with your employer. If you’re unsure, check your employment contract or staff handbook. If it’s not clear, ask your HR department or manager for clarification. Knowing the difference between “inclusive” and “in addition to” bank holidays can help prevent disagreements and ensure you’re getting the correct amount of paid leave.
For more details on how holiday pay and annual leave work, including examples of how entitlement is calculated, see Holiday Pay and Annual Leave.
Planning Your Holidays and Time Off
Knowing your rights helps you plan your time off more effectively. If bank holidays are included in your entitlement and your workplace closes on these days, you’ll need to save enough leave to cover them. If you want to take time off at other points in the year, factor this into your planning to avoid running out of holiday days.
If your workplace remains open on bank holidays and you’re required to work, you may be able to take those days off at another time. However, this depends on your employer’s policy, so always check what applies in your situation.
How This Affects Your Pay
Your employer must pay you for all statutory annual leave, including any days taken on bank holidays. The way your pay is calculated should be clearly explained in your contract or your company’s holiday policy. If you work irregular hours or are a part-year worker, there are specific rules on how your holiday pay is worked out.
If you’re unsure about your entitlement or how your holiday pay should be calculated, the government provides clear Guidance on Holiday Pay and Leave. This resource explains your legal rights, how to calculate your leave, and what to do if you think your entitlements aren’t being met.
Understanding whether your holiday entitlement is “inclusive of bank holidays” ensures you know exactly how much paid leave you have each year, helps you plan your time off, and protects your rights at work. If you have any doubts, always refer to your contract and seek advice from trusted sources.
What To Do If You’re Unsure About Your Holiday Entitlement
If you’re unsure about your holiday entitlement – especially when it’s described as “inclusive of bank holidays” – it’s important to take a few practical steps to clarify your rights and avoid misunderstandings.
1. Review Your Employment Contract and Company Policies
Start by carefully reading your employment contract and any staff handbook or workplace policy documents. These should set out your total annual leave entitlement and explain whether this figure includes bank holidays or if they are given in addition to your basic leave. Contracts in the UK must provide at least the statutory minimum holiday entitlement under the Working Time Regulations 1998, which is 5.6 weeks’ paid holiday per year (pro rata for part-time staff). However, employers can choose whether or not to include bank holidays within this allowance.
If you’re unsure how your contract is worded, you might find it helpful to look at a Template for Employment Contract provided by Acas, which shows how holiday entitlements can be clearly stated.
2. Ask Your Employer or HR Department
If the contract or policy documents are unclear, don’t hesitate to ask your line manager or HR team for clarification. It’s reasonable to request a written explanation of how your annual leave is calculated and whether bank holidays are counted as part of your total entitlement. This helps avoid confusion, especially around busy holiday periods or when planning time off.
3. Seek Independent Advice if Needed
If you’re still uncertain or feel your rights may not be respected, you can seek advice from organisations that specialise in employee rights, such as Acas, Citizens Advice, or a trade union if you’re a member. They can help you interpret your contract and explain your legal entitlements in plain language. In some cases, you may wish to consult a legal advisor for more personalised support.
4. Consider the Broader Impact on Employee Benefits and Wellbeing
Understanding your holiday entitlement is just one part of your overall workplace rights and wellbeing. The way holidays are managed can affect your work-life balance, job satisfaction, and even your mental health. For more on how holiday pay fits into the bigger picture of workplace rights, visit our section on Holiday Pay and Annual Leave, or explore employee benefits for a wider look at what you may be entitled to.
By taking these steps, you can ensure you’re making the most of your annual leave and that you fully understand how bank holidays fit into your overall entitlement. If in doubt, always seek clarification – knowing your rights is the first step towards a fair and supportive workplace.
Summary and Key Takeaways
When your employment contract states that your holiday entitlement is “inclusive of bank holidays,” it means that any bank holidays you take off are counted as part of your total annual paid leave. For example, if your contract entitles you to 28 days’ holiday per year inclusive of bank holidays, you do not receive 28 days plus the bank holidays – you receive a total of 28 days, and any bank holidays you take off reduce your remaining allowance.
Understanding this distinction is important because it affects how many days you can book off for personal use. In the UK, the statutory minimum paid holiday entitlement is 5.6 weeks (which equates to 28 days for someone working a five-day week), and this can legally include the eight standard bank holidays. Employers can decide whether to offer more than the minimum or to treat bank holidays as additional to your allowance, but they must make this clear in your employment contract.
If your contract is “inclusive of bank holidays,” you’ll need to plan your time off carefully, as bank holidays you do not work will use up part of your annual leave. Some workplaces operate on bank holidays, while others close – so it’s important to check how your employer handles these days and whether you are expected to work or take them as leave.
To avoid confusion, always review your employment contract and staff handbook to see exactly how holidays are calculated. If anything is unclear, don’t hesitate to ask your HR department or seek independent legal advice. For a broader understanding of how holiday pay and other employment benefits work, you might find our section on Holiday Pay helpful.
In summary, knowing whether your holiday entitlement is “inclusive of bank holidays” helps you make the most of your paid leave and ensures you understand your rights under UK employment law. Always clarify your entitlements and seek guidance if you’re unsure.
