Employers may need to prepare for a surprise addition to the holiday calendar after Sir Keir Starmer indicated an extra bank holiday could be granted if England win the FIFA World Cup.
The prime minister stopped short of making a commitment but suggested the proposal would be seriously considered should England reach the tournament’s final. If the team were to go on and lift the trophy, it is understood the additional bank holiday would fall on Friday 24 July.
The prospect raises practical questions around staffing, annual leave, contractual entitlements and business continuity, particularly if any announcement is made with little notice.
England must first overcome Norway in Saturday’s quarter-final before progressing to a potential semi-final and, ultimately, the final in New Jersey on Sunday 19 July.
Employers may need to act quickly
An additional bank holiday would be welcomed by many employees but could leave employers with limited time to make arrangements if the government confirms the day off following a World Cup victory.
Businesses would need to review staffing levels, amend rotas where necessary and communicate quickly with employees about whether they are expected to work.
The impact would vary considerably between sectors. Many office-based organisations may choose to close for the day, while healthcare, transport, hospitality, retail, logistics, manufacturing and emergency services would continue operating, meaning many employees would still be required to work.
For organisations managing annual leave during the summer holiday period, a last-minute bank holiday could add further pressure to workforce planning.
What would it mean for employees?
An extra bank holiday does not automatically mean every employee is entitled to an additional day’s paid leave. Whether workers receive the day off, or receive an extra day’s holiday, depends on the wording of their employment contract, experts say.
Some contracts provide employees with a fixed amount of annual leave plus all bank holidays. In those cases, an additional bank holiday would generally be included as paid leave.
Other contracts specify a total number of days’ annual leave that already includes bank holidays, or refer only to the standard annual bank holidays. In those circumstances, employers may have greater flexibility over how the additional day is treated.
Similarly, there is no automatic legal entitlement to enhanced pay for working on a bank holiday. Any premium rates or time off in lieu are determined by employment contracts, collective agreements or established workplace practice.
As a result, HR departments may need to assess contractual obligations before confirming arrangements to staff.
Previous one-off bank holidays
The UK has occasionally introduced additional bank holidays to mark nationally significant events.
Recent examples include the extra bank holiday for the late Queen Elizabeth II’s Platinum Jubilee in 2022, followed later that year by the bank holiday for her State Funeral. In 2023, another one-off bank holiday was held for the Coronation of King Charles III.
Those occasions required many employers to clarify whether employees were entitled to the additional holiday, with guidance stressing that entitlement depended on contractual wording rather than the creation of the bank holiday itself.
Employment specialists at the time advised employers to communicate decisions early and consistently to avoid confusion and employee relations issues.
Starmer stops short of a commitment
Asked on Wednesday whether England winning the World Cup would be marked with an extra bank holiday, Starmer declined to make a firm promise but gave the clearest indication yet that the option is under consideration.
“On the question of a bank holiday, I think I don’t want to jinx it, but ask me again if we get to the final,” he said.
The comments are likely to fuel further debate as England progress through the tournament, with supporters already anticipating how any victory could be celebrated.
Before employers need to consider the practical implications, however, there remains a significant sporting challenge. England must beat Norway in the quarter-finals, win a semi-final and then triumph in the World Cup final before any additional bank holiday becomes a reality.
Should that happen, HR professionals are likely to find themselves balancing national celebrations with the practicalities of keeping organisations running and ensuring contractual obligations to employees are met.
William Furney is a Managing Editor at Black and White Trading Ltd based in Kingston upon Hull, UK. He is a prolific author and contributor at Workplace Wellbeing Professional, with over 127 published posts covering HR, employee engagement, and workplace wellbeing topics. His writing focuses on contemporary employment issues including pension schemes, employee health, financial struggles affecting workers, and broader workplace trends.
- William Furney
- William Furney
- William Furney
- William Furney
