Did you enjoy the last bank holiday?
You should have done. The weather was glorious, the kids were still on holiday and it was the last chance to really soak up the best that the British summer can offer.
But do you know if you are legally entitled to time off work for a bank holiday?
There is nothing in the law to say you are definitely entitled to a break from work just because the day has been declared a public holiday, so a definitive answer will probably be best found in your contract.
What the law does say is that all employees have the right to a minimum of 5.6 weeks of annual leave, but this may or may not include public holidays depending on the wording of your employment contract.
So, it’s important to check just what you signed up to when you took on your current job.
If your contract gives you 28 days off inclusive of bank holidays, this generally means you get 20 days holiday with the eight national holidays we receive included in your holiday allowance.
But if you have a clause giving you 28 days plus bank holidays, then you’ll actually be able to take 36 days off each year in total.
And it’s also worth checking what your contract says about extra pay for working a bank holiday. Again, there is no legal right to be paid more, but it may well be that your employer has agreed to a bonus payment in your terms of employment.
This, of course, all applies to those in full-time employment.
But part-time members of staff have a legal right to not be treated less favourably than their full-time colleagues.
So employers cannot give their full-time workers a bank holiday but insist part-timers come in. The safest approach by far is to build a pro-rata allowance into the part-time staff’s holiday entitlement so that they share equally in whatever benefits have been agreed.
Don’t forget, if you are worried that your employer is making you work when you cannot, or not paying you what you are entitled to, we can help. Just click on the link to get a free consultation.