HR needs to make sure they treat employees fairly if an additional bank holiday is announced, such as occurred earlier in the year for the Queen’s Platinum Jubilee and for the funeral on 19 September. Whether employees are entitled to time off in these circumstances depends on the terms of their contracts, although many employers will decide to allow the time off in any event.
It is likely, although not yet confirmed, that there will be an additional bank holiday in 2023 for the King’s Coronation. The number one FAQ in September looks at how different contractual wording affects employees’ entitlement.
Bank holidays can also raise questions for HR where employees do not work regular, full-time hours. Employers need to make sure that part-time and shift-working employees are not disadvantaged in terms of their holiday entitlement if they are not scheduled to work on a bank holiday.
Another of last month’s popular FAQs addresses the challenging question of entitlement to pay during the notice period if the employee is on long-term sickness absence and not receiving sick pay. The legislation covering this situation is far from straightforward.
Another potentially tricky situation for HR is dealt with in a question on responsibility for compliance with working time limits where an employee has two jobs.