Scotland eyes a World Cup bank holiday: What employers need to know before the whistle blows

Scotland is gearing up for a moment the nation has been dreaming about for more than 27 years: a long‑awaited return to football’s biggest stage, the FIFA World Cup.

As excitement builds across the country, employers may find themselves facing a very different kind of fixture list. Annual leave requests are already warming up on the sidelines and talks of First Minister John Swinney’s proposal of a national bank holiday on Monday 15 June 2026, following Scotland’s first match against Haiti in Boston is drifting through the stands like the smell of a half-time Killie pie.

While the announcement has generated excitement among fans, it also raises important employment law considerations for employers across the country.

Is the bank holiday automatic for all employees?

The short answer – no. If it is confirmed, only public sector workers working under the umbrella of the Scottish Government would automatically be entitled to the proposed holiday.

For Scottish private sector employers, entitlement depends entirely on the wording of the employment contracts. What we would expect to see, is the standard clause that employees are entitled to X number of days’ holiday plus the usual bank holidays. In this case, employees will not automatically be entitled to the 15 June bank holiday.

If the contract does not guarantee all bank holidays, employers may choose whether to grant the additional day. Benefits of granting the additional day could include boosted morale and productivity and could see a reduction in unauthorised absences.

What should employers be doing in anticipation?

With only five months until kick-off, private sector employers should review the wording of holiday entitlement within their employee contracts. If the contract states ‘all bank holidays’, the new holiday must be granted. If it lists specific holidays, employers are not obliged to add new ones.

What happens next?

The proposal is currently under consideration by the Scottish Government, and whilst planning ahead is advised, the proposal may not come to fruition.

Employers should watch this space and get in touch with any queries or issues that may arise in the build up to the World Cup.