There will be a bank holiday on Monday 8 May 2023 in honour of the coronation of King Charles III, the government has confirmed.
The coronation itself will take place on Saturday 6 May and the bank holiday has been set for Monday to avoid clashing with the vote count for local elections, which take place on Thursday 4 May.
It will follow the usual early May bank holiday the Monday before, on 1 May.
Prime minister Rishi Sunak said the holiday would be a chance for families and communities to celebrate; a bank holiday was also declared when Queen Elizabeth II was crowned in 1953.
“The Coronation of a new monarch is a unique moment for our country. In recognition of this historic occasion, I am pleased to announce an additional bank holiday for the whole United Kingdom next year,” he said.
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“I look forward to seeing people come together to celebrate and pay tribute to King Charles III by taking part in local and national events across the country in his honour.”
Chancellor of the Duchy of Lancaster Oliver Dowden said: “The Coronation combines the sacred and the solemn but it is also celebratory.
“This bank holiday will once again give people across the United Kingdom the opportunity to come together as families and communities to welcome His Majesty to the throne as we mark this important day in our nation’s long history.”
2022 saw an additional two bank holidays announced –for the Queen’s Platinum Jubilee at the start of June and during the national mourning period for her funeral.
Employees do not have an automatic right to take time off for a bank holiday – if their contract states their leave entitlement is a certain number of days plus bank holidays, they should be entitled to this day off.
Kate Palmer, HR advice and consultancy director at Peninsula, advised: “It’s important to check for any flexibility built into the contract. If it states ‘8 public/bank holidays’ but does not list them, or ‘8 public/bank holidays as listed, or other days as determined by us’, this may allow employers to give employees this extra day off but require them to work on another public/bank holiday.
“But even if a contract doesn’t include an automatic right to time off, employers can still allow a day of paid leave in addition to the contractual entitlement, or have people book it off out of their entitlement. It’s useful for an employer to look at how they have previously dealt with bank holidays to ensure a consistent and fair approach.”
She added that certain employers in sectors such as hospitality, particularly in London where the coronation will be held, would need to think about staffing levels and appropriate cover for shifts.
“For these industries, employers may have to consider their staffing levels and if necessary, putting a temporary freeze on staff taking annual leave during this time. Though it is possible for employers to cancel pre-booked annual leave, providing they give the employee the same amount of notice as the duration of the leave, I would only recommend this as a very last resort so as to not negatively impact morale and motivation.
“To keep up with increased customer demand, employers may choose to offer enhanced overtime rates or incentives to work additional hours. However, it’s important to be mindful of the limits on maximum working hours and minimum rest breaks.”
Employers should also consider the impact on commuting the coronation might have and – where employees are working – whether they may want to watch the event while at work, she added.
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