Why Your Employees Might Be Waiting for More Than their Easter Eggs
Key Contact: Juliette Franklin
The sun’s out, the weather is warmer, and it’s only natural if our thoughts turn to the flurry of bank holidays set to kick off in April and May.
Employers will likely be aware that Easter is late this year but might be forgiven for overlooking the fact that this could have knock-on implications for their workforce in the current leave year.
If your business’s holiday year runs from April to March and your workers are entitled to 28 days of annual leave including bank holidays (ie the statutory minimum under the Working Time Regulations), you could be affected. It all depends on the wording of your employment contracts.
With the limited time left available, employers need to review their position quickly to avoid being in breach of the Working Time Regulations this year.
In a nutshell: If the contract states workers are entitled to “20 days of annual leave plus all bank holidays”, then staff would only actually receive 27 days in the period, due to Easter’s late arrival this year.
If it states “28 days, including bank holidays”, then you don’t need to take action as your employees will be able to take their additional day elsewhere in the year.
What should impacted employers do?
Consider giving affected employees an additional day of holiday to take before the end of March. The top up day should be given pro-rata for part time employees.
In addition, employers should familiarise themselves with their own contractual wording or company policy on carry over of holiday, to pre-empt queries from employees that are unable to take the extra day before the end of the holiday year.
If you are in any doubt about your position, reach out for advice before the end of the leave year.
For help in reviewing your contracts, for more on holiday pay entitlement or advice on any employment and HR issues, contact our Employment team.
