Duvet Days: Should Your Business Offer Them?

A duvet day is an unplanned day off that an employee can take at short notice without giving a reason. Unlike sick leave, there's no requirement to be ill. Unlike annual leave, there's no need to book it in advance. The employee simply contacts their manager on the morning of the day and takes the time off. It's a perk that's growing in popularity across UK businesses, particularly in sectors competing for talent.

What exactly is a duvet day?

The concept originated in the late 1990s and the name says it all — it's a day when an employee can stay under the duvet instead of coming to work. Duvet days sit in a grey area between annual leave and sick leave. They're a separate category of paid leave, offered as a contractual benefit by the employer.

Typically, businesses offer between 1 and 3 duvet days per year. They operate on a first-come, first-served basis, meaning if too many people on the same team request a duvet day on the same morning, only some may be approved.

How do duvet days work?

• No advance notice needed — the employee contacts their manager on the morning of the day, usually before their normal start time.
• No reason required — the whole point is that the employee doesn't need to justify the absence.
• First come, first served — if minimum staffing levels are at risk, the manager can decline the request.
• Separate from sick leave — duvet days don't count towards sickness records or trigger Bradford Factor thresholds.
• Separate from annual leave — they come from a distinct allowance and don't reduce the employee's holiday entitlement.
• Usually can't be carried over — unused duvet days expire at the end of the leave year.

The benefits of offering duvet days

1. Reduces fake sick calls

Let's be honest — some sick days aren't genuine. When employees feel they have no legitimate way to take a mental break, they call in sick. Duvet days give people an honest alternative, which can actually reduce overall absence rates.

2. Supports mental health

Sometimes people just need a day. They might be feeling overwhelmed, dealing with a personal issue, or simply running on empty. A duvet day provides a pressure valve without the stigma of calling in sick or the guilt of "wasting" annual leave.

3. Boosts morale and trust

Offering duvet days sends a message: "We trust you to manage your own wellbeing." That trust builds loyalty and engagement. Employees feel valued rather than monitored.

4. Modern employer brand

In a competitive job market, duvet days are a low-cost perk that makes your business stand out. They're particularly attractive to younger workers who value flexibility and work-life balance.

The risks and downsides

Potential for abuse

With only 1-3 days per year, the scope for abuse is limited. However, if duvet days are taken on Mondays and Fridays to extend weekends, or always on the same day as a particular colleague, it may indicate a pattern worth addressing.

Coverage issues

Because duvet days are unplanned, they can cause staffing problems. Small teams are particularly vulnerable. This is why your policy should include a minimum-staffing clause allowing managers to decline requests when necessary.

Cost

Duvet days are paid days off, so there is a cost. But if they genuinely reduce short-term sickness absence, the net effect on productivity may be positive.

Setting up a duvet day policy

If you decide to offer duvet days, your policy should cover the following:

Number of days

Most businesses offer 1 to 3 duvet days per year. Start with 1 or 2 and see how it goes.

Notice period

Require employees to notify their manager before their normal start time on the day. A quick message via your usual communication channel is sufficient.

Blackout dates

Consider excluding certain dates — month-end for finance teams, product launch days, or periods when the business is particularly busy.

No carry-over

Duvet days should not be carried over to the next leave year. They're a use-it-or-lose-it benefit. This prevents accumulation and keeps the perk manageable.

Tracking

Even though duvet days are informal in spirit, they need to be tracked like any other absence type. Without tracking, you won't know if someone has used their allocation, and you'll have no data to assess whether the policy is working.

The legal position

Duvet days have no basis in UK employment law. They are not a statutory entitlement — they're a contractual benefit offered at the employer's discretion. This means:

• You can set whatever rules you like around them.
• You can withdraw the benefit (with reasonable notice and consultation).
• They should be documented in your employee handbook or leave policy to avoid ambiguity.
• They do not count towards the statutory 5.6 weeks of annual leave.

Alternatives to duvet days

If duvet days don't feel right for your business, consider these alternatives:

• Mental health days — similar concept but framed around wellbeing, which some employers prefer.
• Flexible hours — let employees start late or finish early when they need to recharge.
• Wellbeing allowance — a budget for gym memberships, therapy, or other wellbeing activities.
• Additional annual leave — simply add 1-2 extra days to the standard holiday allowance.

How Leavely tracks duvet days

Leavely lets you create custom leave types, so you can set up a "Duvet Day" category with its own allowance, rules, and approval workflow:

• Custom allowance — set 1, 2, or 3 duvet days per employee per year.
• Real-time balances — employees can see how many duvet days they have remaining.
• Same-day requests — submit a request from a phone in seconds.
• Manager notifications — instant alerts so managers can approve or decline quickly.
• Reporting — see usage patterns across teams to assess whether the policy is working.