Last month was a bit of a doss for UK workers. Three bank holidays in just four weeks meant they were spoiled for rest and relaxation.
But, with a third of this year’s bank holidays now used up, many employers – including high-profile firms like Grant Thornton – are exploring a flexible bank holiday policy.
The idea is to give employees more control over their annual leave, with staff able to exchange a government-set public holiday for a more convenient date. Diversity and inclusion is a driver. Four of the eight UK bank holidays are tied to the Christian calendar, and flexible leave would support a multi-faith workforce.
Still, before you steam ahead and let workers swap out their bank holidays like they’re at a Bureau de Change, small business owners must think about the practical, and legal, ramifications of such a policy.
Below, we’ll explain the rewards (and risks) of a flexible bank holiday policy. We’ll also outline the major HR and employment law considerations for SMEs seeking to adopt it.
Holiday entitlement is an important part of employment law. Currently, all UK employees get at least 5.6 weeks’ paid annual leave each year (pro-rated for part-time staff). Typically, this can be broken down into...
Menu thewest.com.auLoginSubscribe Today's PaperPlace an AdSunday, 13 September 2026 Regional WACourts & JusticeKalgoorlie Miner Man guilty of attempting to pervert course of justice given six ...