Bank holidays do not give workers a statutory right to
- take time off on that particular day
- be paid if the day off is granted
- be paid any extra if the day is worked
|Good Friday||18th April|
|Easter Monday||21st April|
|Early May Bank Holiday||5th May|
|Spring Bank Holiday||26th May|
|Summer Bank Holiday||25th August|
|Christmas Day||25th December|
|Boxing Day||26th December|
|New Year Day||1st January|
Public holidays are holiday days given by Royal Proclamation e.g. a Royal wedding. However if Christmas day, Boxing day or New Years day falls on a Saturday or Sunday alternate week days are declared public holidays.
To avoid any unnecessary misunderstanding a contract of employment will set out the terms and conditions of holidays and holiday pay. If for what ever reason you decide against issuing a contract to your employees address the issues within a written statement.
1st April 2009, the statutory holiday entitlement is now 28 days
However this can include Bank Holidays.
Some employees may not want to take Christmas and Easter off which is fine if your business stays open over the holiday period. But if your business shuts down you do need to emphasise that some of your employee’s leave will be used up to cover the holiday closure.
If your business is open and the holiday falls on a normal working day there is no automatic entitlement to have the day off or to receive extra pay. However there is the religious aspect to take into account if your business genuinely cannot manage without an employee who has requested the day off for religious reasons then the request can be declined (sensitively) without discriminating against the employee.
Equally so, granting extra holiday days to certain employees because of religious beliefs may be seen as discriminating against the rest of the work force.