Christmas Day is always a bank holiday, unless it falls on a Saturday or Sunday. Should this occur, the bank holiday is shifted to a "substitute" weekday. This equally applies to Boxing Day, which will see its bank holiday move to December 28 in 2026, due to it falling on a Saturday. While most people enjoy Christmas Day off work, this isn't always guaranteed, and your employer isn't legally obliged to give you the day off.
Who May Have to Work on Christmas Day
Whether you receive Christmas Day off will ultimately hinge on several factors, and if you are required to work, you aren't automatically entitled to any additional pay either. If bank holidays aren't part of your standard time off, you can be required to work Christmas Day. Certain sectors, including pubs and restaurants, remain open on bank holidays as these often represent their busiest periods. If you work in such a venue, it's likely your employer will require all hands on deck to manage the surge in trade.
Legal Protections for Shop Workers
According to Redmans Solicitors, one piece of legislation may protect shop workers from being required to work on December 25. Under the Christmas Day (Trading) Act 2004, shops exceeding 280 square metres in size are prohibited from trading on Christmas Day. The experts also point out that there is a widespread misconception that Christians would be exempt from working on Christmas Day on religious grounds, though this isn't actually the case.
Am I Entitled to Have Christmas Day Off Work?
If you're contractually required to work on Christmas Day, declining to do so could result in dismissal. If you don't automatically receive Christmas Day off, you can attempt to request it as annual leave, or arrange a shift swap with a colleague. Ultimately, there's no statutory obligation for employers to grant staff the day off on bank holidays. If you're uncertain whether bank holidays form part of your holiday allowance, then you'll need to examine your employment contract.
Whether or not you'll have December 25 off work depends on your employer and your contract.
