World Cup Bank Holiday 2026: Your Guide

3rd March 2026

The Scottish Government has officially confirmed that Monday 15 June 2026 will be a one‑off national bank holiday to celebrate the Scotland Men’s Football Team competing in the 2026 FIFA World Cup.

With excitement building across the country, many employers are now asking:
Do staff automatically get this bank holiday off?
What are our legal obligations?

Our People and Safety Service has pulled together clear guidance to help you navigate this special bank holiday and understand how it applies within your organisation.

So, do all employees get new Bank Holiday?

A new bank holiday does not automatically entitle employees to paid leave. Entitlement depends entirely on the wording of the individual’s Contract of Employment.

To help you determine your organisation’s position, we’ve outlined the four most common contract scenarios below.

1. Contract Does Not Mention Bank Holidays

If a contract only states that an employee receives statutory annual leave (currently 28 days or 5.6 weeks for full‑time staff), then:

👉 There is no automatic entitlement to the new bank holiday.

The day off can still be granted at your discretion, but it is not required.

2. Contract States Annual Leave Plus Bank Holidays

For contracts that specify “X days annual leave plus bank holidays”:

👉 Employees are entitled to the 15 June 2026 bank holiday.
This wording covers all bank holidays, including additional or one‑off dates.

3. Contract States a Fixed Number of Days Including Bank Holidays

If the contract states something like “30 days including bank holidays”:

👉 Employees are not automatically entitled to the new bank holiday.
👉 Employers can choose whether or not to increase the total leave allocation.

This becomes a discretionary decision for employers.

4. Contract Lists Specific Bank Holidays

An example:
“You are entitled to 8 bank holidays: Christmas Day, Boxing Day, New Year’s Day…”

In this case:

👉 Only the listed holidays apply, meaning no entitlement to the new World Cup bank holiday.

Key Considerations for Employers

Regardless of the scenario your organisation falls into, there are several important factors to keep in mind.

Apply Decisions Consistently

If you must honour the bank holiday (Scenario 2):

• Ensure part‑time staff receive a pro‑rata allowance
• Apply any enhanced pay or time off in lieu in line with your normal bank holiday policy

Be Consistent With Past One‑Off Bank Holidays

If granting the holiday is discretionary:

• Consider how your organisation handled previous one‑off bank holidays:
  • The Queen’s Funeral (2022)
  • The King’s Coronation (2023)
• Aim to maintain fairness and consistency.

Employee Relations

Offering the extra holiday, even when not required, can:

• Boost morale
• Strengthen employee engagement
• Encourage goodwill during a major national celebration

Prepare for Annual Leave Requests

If 15 June is not a holiday in your organisation:

• Expect a high number of annual leave requests
• Ensure your policy for requesting leave is clear
• Be prepared to fairly manage refusals if business needs require it

Communicate Clearly and Early

Whatever decision your organisation makes, communicate it to employees in good time. Early clarity helps:

• Avoid confusion
• Reduce disputes
• Support workforce planning
• Ensure fairness across teams

Final Thoughts

The 2026 World Cup marks a historic moment for Scotland, and this bank holiday adds to the sense of national celebration. By understanding your contractual obligations and planning ahead, you can manage the day smoothly while supporting your team and your employees.

If you need tailored support or advice, our People and Safety team are here to help.

This content was written by our team, with AI tools used only to support review and refinement.