Bank Holiday Entitlement — What Your Contract Owes You

UK statutory minimum holiday entitlement is 5.6 weeks a year (28 days for a five-day-a-week worker). Bank holidays are not automatically extra — read your contract.

How the 5.6 weeks works

5.6 weeks is the statutory minimum. For a five-day-a-week worker that’s 5.6 × 5 = 28 days a year. For a three-day-a-week worker it’s 5.6 × 3 = 16.8 days. For a shift worker it’s based on average hours.

Your employer cannot give you less than 5.6 weeks. They can give you more — and most professional/office contracts do.

The bank holiday question

The 28 days includes bank holidays unless your contract says otherwise. So:

• “28 days holiday including bank holidays” → 20 days you choose plus 8 bank holidays = 28 total
• “25 days plus bank holidays” → 25 days you choose plus 8 bank holidays = 33 total (better)
• “5.6 weeks” with no specific mention → defaults to 28 inclusive of bank holidays

Public sector vs private sector

Civil service, NHS, teaching: typically 25-30 days plus bank holidays. Private sector office work: typically 25 days plus bank holidays. Retail and hospitality: typically 28 days inclusive. Construction and manufacturing: variable.

Pro-rated entitlement

If you join part-way through a leave year, your entitlement is pro-rated by the number of months remaining. If you leave, you can be paid for any remaining holiday — and you can be required to use it during your notice period.