How Do Bank Holidays and Annual Leave Intersect?
In the UK, full-time employees are entitled to 5.6 weeks of statutory annual leave. However, the confluence of Bank Holidays with this entitlement can often lead to confusion.
As an employer, you can choose to count Bank Holidays as part of an employee’s statutory annual leave. This means that if an employment contract stipulates 28 days of annual leave inclusive of Bank Holidays, and there are eight Bank Holidays in a year, employees are left with 20 days of leave to take when they choose.
What Happens When Bank Holidays Fall During Annual Leave?
A frequently asked question is what happens when a Bank Holiday falls during a period of annual leave. For example, if an employee had planned a two-week vacation in late December and early January, what happens to the Bank Holidays that fall within this period?
As an employer, it’s crucial to know that employees are entitled to a substitute day off or extra pay if a Bank Holiday falls during their annual leave. However, this is dependent on the terms of the employment contract. Therefore, it is essential to ensure that your contracts are clear to prevent misunderstandings.
How to Manage Bank Holidays and Annual Leave? Consistency is Key
Administering Bank Holidays and annual leave can be a complex task. It’s vital to apply the rules around Bank Holidays fairly and consistently. This includes understanding the rights of part-time workers, who are also entitled to a pro-rata allowance of Bank Holidays, regardless of whether they would normally work on the day a Bank Holiday falls.
What’s the Key Takeaway for Employers?
Bank Holidays, while a welcome break for employees, can complicate annual leave management. As we approach the August Bank Holiday, it’s an opportune time to understand how these additional days off factor into your employees’ annual leave entitlement.
Remember, a well-managed workforce is a productive workforce. Let Spectra HR be your partner in navigating the complexities of annual leave.