There is a one-off bank holiday on Monday 8 May 2023 to celebrate King Charles’ coronation. Are your staff entitled to an extra day’s paid holiday, and can they insist on taking it on 8 May?
The answer depends on the wording of your employment contracts. If your contracts say employees are entitled to (say) 20 days’ paid holiday plus bank/public holidays, then they will be entitled to an extra paid day’s holiday this year.
But if their contracts say that they are entitled to (say) 20 days’ paid holiday plus eight days’ bank/public holidays, then they will not be entitled to an extra paid day’s holiday. Similarly, if their contracts specify the total number of days (eg 28 days) without reference to bank holidays, then they are not entitled to an extra day’s holiday, and it is entirely your decision whether to give them an extra day.
Separate from whether they are entitled to an extra day is whether they can insist on taking a day’s holiday specifically on 8 May (bearing in mind the coronation itself is on 6 May). The short answer is ‘no’ – employers are allowed to refuse holiday requests for particular dates (subject to a few exceptions) – but there is little an employer can do if the employee calls in sick on 8 May unless they want to go down a disciplinary route.
Having said that, irrespective of the legalities, many employees will feel ‘entitled’ to an extra day off. We know many of you are planning to take it on the chin and accept the extra day’s paid annual holiday as part of the cost of doing business.
Find out how we can help. Our partner, Jon Dunkley, heads the Wollens specialist Employment Department. Contact him today for an informal chat, without obligation on 01271 342268 or via email at [email protected].