Extra Bank Holiday In 2022 For The Platinum Jubilee
Britian will celebrate with an extra Bank Holiday in 2022 for the Platinum Jubilee. The Late May Day Bank Holiday will move from Monday 30 May 2022 to Thursday 2 June 2022 with an additional day off on Friday 3 June 2022. Meaning in 2022 there will be nine bank and public holidays in England and Wales instead of the usual eight days (there are usually eight bank and public holidays in Scotland but nine days if St Andrew’s Day is granted as an extra bank holiday, and ten bank and public holidays in Northern Ireland).
Bank and Public Holidays for 2022
The additional day will fall on Friday 3 June and is to celebrate the Queen’s Platinum Jubilee. The late May Bank Holiday has been moved to Thursday 2 June to accompany it.
The dates for England and Wales are:-
- New Year’s Day (substitute day – Monday 3 January – UK wide)
- Good Friday (Friday 15 April – UK wide)
- Easter Monday (Monday 18 April – England, Wales and Northern Ireland only)
- Early May Bank Holiday (Monday 2 May – UK wide)
- Spring Bank Holiday (Thursday 2 June – UK wide)
- Platinum Jubilee Bank Holiday (Friday 3 June – UK wide)
- Summer Bank Holiday (Monday 29 August – England, Wales and Northern Ireland only)
- Christmas Day (substitute day – Tuesday 27 December – UK wide)
- Boxing Day (Monday 26 December – UK wide)
How Is Annual Holiday Entitlement Affected By The Extra Bank Holiday?
The working time Regulations provide for an entitlement of 5.6 weeks annual leave but the announcement of an extra bank holiday does not increase that entitlement.
There is no statutory right for employees to take bank or public holidays off work or to receive pay for bank or public holidays if they do not work them. There is also no statutory right to receive time and a half or double time when a bank or public holiday is worked.
However, where the employee’s contract contains clauses outlining a right to time off, payment for time off or extra pay or days off in lieu for bank or public holidays worked then this will override the statutory entitlements.
Therefore, it all depends on how the holiday clause within the contract of employment is written.
Under the Working Time Regulations 1998, all workers are entitled to a minimum of 5.6 weeks’ paid annual leave, which can include the bank and public holidays i.e. 28 days for a full-time worker.
Where the employment contract states that the employee’s annual leave entitlement is a specific number of days plus bank holidays for instance 20 days plus bank holidays, that could be interpreted as a contractual right to all bank holidays, however many there are in a year. My advice in this situation is to offer the day as a holiday and if you need to open on the day offer a paid day in lieu.
However, if the contract specifies the number of bank holidays or is silent on the issue of bank holidays, the employee will not be entitled to an additional day’s leave. Neither will the employee be entitled to an extra day if the contract specifies which bank holidays are included such as 20 days plus New Years Day, Good Friday, Easter Monday, Early May, Spring Bank, Summer, Christmas Day and Boxing Day. This means if you want to remain open and staff want to take the day off it would come out of their annual leave entitlement.
If your business will be open and you make enhanced payments for bank holiday working you will to decide whether those payments apply to this bank holiday (again you may need to check your contract regarding overtime or bank holiday working).
If you give an additional day’s leave for the bank holiday to your full-time employees, remember your part-time employees will also be entitled to a pro-rata amount of time off, even if this day is not one of their normal working days.
Where there is no contractual entitlement to paid time off on the additional bank holiday employees will be able to book annual holiday for the day, you may also consider providing the day as an additional day’s holiday as a gesture of goodwill, where possible, or providing time off in lieu if employees are required to work on that day. Ignoring the additional bank holiday is likely to create a negative reaction from employees.
Where employees are entitled to the additional public holiday, or you are considering offering the day as a gesture of goodwill, and you are concerned that your operations may be adversely affected, you may wish to negotiate with your employees over alternative arrangements such as granting a day’s holiday in lieu to be taken at another time or paying a public holiday premium to employees who are required to work on that day. If you do expect your employees to work on that day you should make sure you have the contractual right to require them to work on a public holiday.
For those who work Monday to Friday there is likely to be high demand for three days holiday from Monday 30 May to Wednesday 1 June 2022 as the employee would then benefit from the nine days off work. It is recommended that employees are encouraged to apply early to have annual leave authorised given that it is likely that more employees than usual may wish to take this date as annual leave, especially given that some schools may be closed.
Notice to Employees Confirming Extra Bank Holiday In 2022 For The Platinum Jubilee
My Notice to Employees Confirming Extra Bank Holiday In 2022 For The Platinum Jubilee is designed for you to use to notify your staff that there is an extra bank holiday in 2022 and explain your intentions for the day.
To download the Notice to Employees Confirming Extra Bank Holiday In 2022 For The Platinum Jubilee complete your details below and an email containing the document will find it’s way to your inbox: