UK Public Holidays 2025
In the UK, public holidays, often referred to as bank holidays, vary across England, Scotland, Wales, and Northern Ireland. Below is a list of public holidays applicable in 2025:
England and Wales:
- New Year’s Day – Wednesday, January 1
- Good Friday – Friday, April 18
- Easter Monday – Monday, April 21
- Early May Bank Holiday – Monday, May 5
- Spring Bank Holiday – Monday, May 26
- Summer Bank Holiday – Monday, August 25
- Christmas Day – Thursday, December 25
- Boxing Day – Friday, December 26
Scotland:
- New Year’s Day – Wednesday, January 1
- 2nd January – Thursday, January 2
- Good Friday – Friday, April 18
- Early May Bank Holiday – Monday, May 5
- Spring Bank Holiday – Monday, May 26
- Summer Bank Holiday – Monday, August 25
- St. Andrew’s Day (substitute day) - Monday, December 1
- Christmas Day – Thursday, December 25
- Boxing Day – Friday, December 26
Northern Ireland:
- New Year’s Day – Wednesday, January 1
- St. Patrick’s Day – Monday, March 17
- Good Friday – Friday, April 18
- Easter Monday – Monday, April 21
- Early May Bank Holiday – Monday, May 5
- Spring Bank Holiday – Monday, May 26
- Battle of the Boyne (Orangemen’s Day) – Saturday, July 14 (substitute day)
- Summer Bank Holiday – Monday, August 25
- Christmas Day – Thursday, December 25
- Boxing Day – Friday, December 26
Employment Laws Around Public Holidays in the UK
Are Employees Entitled to Public Holidays Off?
Under UK employment law, employees are not automatically entitled to take public holidays off. It depends on their contract of employment. Many employers include public holidays as part of annual leave entitlement or allow them as additional paid days off.
The key employment legislation that governs public holidays and leave entitlements includes:
- The Working Time Regulations 1998: Specifies the minimum annual leave entitlement of 5.6 weeks (28 days for a full-time employee), which can include public holidays.
Can Employers Require Employees to Work on Public Holidays?
Yes, if specified in the employment contract. Employers must provide clear notice in their employment terms regarding work on public holidays.
When employees are required to work, employers often offer compensation through:
- Additional Pay: Higher pay rates such as time-and-a-half or double pay.
- Time in Lieu: Offering additional leave days to be taken later as compensation.
Best Practices for Compensating Employees Working on Public Holidays
Monetary Compensation
- Pay Premiums: Many employers offer an enhanced pay rate for public holiday work. While not legally required, it’s a good practice to encourage morale and engagement. Example: Double pay for working on Christmas Day.
Offering Time in Lieu (TOIL)
- If employees work on public holidays, businesses can provide time off in lieu, which allows employees to take additional leave days at a later date. TOIL should be agreed upon beforehand and clearly documented in company policy.
- Example: An employee working on Boxing Day could take a full paid day off later.
Transparency and Communication
- Employers should outline public holiday work policies in the employment contract and discuss these policies during onboarding to avoid misunderstandings.
Additional Resources
-
GOV.UK: Working Time Regulations
- The Working Time Regulations 1998 (Legislation)
- ACAS:Bank holidays and Christmas
