Wellbeing day policy template for UK employers

A wellbeing day is a paid day off on top of annual leave, for an employee to rest or do something that's good for them.

Wellbeing days are a benefit you choose to offer, so your policy sets the rules. It covers who gets them and how they work, so everyone is treated the same.

What the law says

There's no legal right to a wellbeing day, but once you offer them, certain rules will apply.

• Contracts. If the days are written into contracts, they are a contractual right and you can't remove them without agreement. If you want to keep the option to change them, make them discretionary and say so.
• Part-time employees. They can't be treated less favourably than full-time colleagues, so give them the days pro rata.
• Annual leave. Wellbeing days sit on top of the statutory 5.6 weeks and don't count towards it.

Decisions to make

How many days

Set a number per leave year and keep it separate from annual leave, so it is clear the days are extra.

Booking

Decide how much warning you need. Part of the value is being able to take a day when someone needs it, so many policies let people take one on the day, as long as they tell their manager before it starts.

New starters

Decide whether the days apply from the first day or after probation, and whether someone joining part way through the year gets them pro rata.

Part-time employees

Give them the days pro rata. Say how you round part days, for example up to the nearest half day.

Unused days and leaving

The law doesn't require you to carry over or pay for unused wellbeing days. State in the policy that they can't be carried over and aren't paid when someone leaves, or say what you do instead.

Wellbeing days and sickness

A wellbeing day and a sick day are different things. Sick leave is time off because someone is too ill to work, and the law gives qualifying employees statutory sick pay from their first day off. A wellbeing day is a benefit you choose to give, so the law sets no rules for it.

You can still combine them in one policy and let people use a wellbeing day when they're unwell. That's lawful as long as the day is paid in full, because normal pay for a sick day counts towards the statutory sick pay you owe for it. If someone is off for longer, your usual sickness rules apply.

Wellbeing day, duvet day or mental health day

The terms overlap. A duvet day is usually taken on the day, without booking ahead. A mental health day suggests the day is for mental health only, which can make people feel they need a reason.

FAQ

What is a wellbeing day?

A paid day off on top of annual leave, for an employee to rest or look after themselves. They don't need to give a reason.

Is a wellbeing day a legal right?

No. It is a benefit the employer chooses to offer. If it is written into contracts, it becomes a contractual right.

How many wellbeing days should you offer?

There is no set number. Choose one you can sustain every year and keep it separate from annual leave.

Do employees need to book a wellbeing day ahead?

That is up to your policy. Many let employees take one on the day, as long as they tell their manager before it starts.

Do part-time employees get wellbeing days?

Yes. Part-time employees can't be treated less favourably than full-time colleagues, so give them the days pro rata.

Can unused wellbeing days be carried over or paid out?

Only if your policy says so. The law doesn't require either, so state the rule clearly.

Is a wellbeing day the same as a sick day?

No. An employee who is ill should report sickness, so they get any sick pay they are entitled to.