Do I have to give my employees the extra bank holiday?

Do I have to give my employees the extra bank holiday?

 

Ron Davison covers the question we are hearing a lot at the minute.

Do I have to allow my employees the extra bank holiday for the Queen’s Jubilee in 2022?

It all comes down to the contract of employment and what it states holiday entitlement is.

Contracts will state x days including bank holidays.

or

x days plus bank holidays.

If the contract states plus bank holidays then yes, the employee will legally be entitled to this extra bank holiday.

If the contract states including bank holidays then no you do not have to allow your employees they extra holiday.

It is a little more complicated than that though. In challenging times like these it could affect morale if the extra day is not granted, so the decision to give the extra holiday may not just be the down to what is in the contract.

 

See more video Q&A’s here

Implications of not giving a contract of employment on day 1?

Jaimie explains why it’s best to use a solicitor in tribunal rather than doing it yourself.

Elissa speaks about disciplinary processes when the employee is signed off with stress.

 

The End of Furlough

The End of Furlough

Today is the 30th September 2021, the end of Furlough.

An unprecedented scheme that has covered the wages of millions of workers in the UK for 19 months. The vast proportion of that period being covered almost entirely by the Government without employer contribution.

Its fair to say it has changed the face of the UK labour market. Extended periods out of work but paid has been cited as a reason for low morale, unwillingness to work in low paid/low skilled jobs and a reluctance to return to work. Indeed, in some quarters it has been blamed for the staffing crisis in sectors such as hospitality and care.

The headlines today focus on the end of the financial support and what that might mean for the estimated 1.6million people still on furlough. Redundancies are likely to be unavoidable and by default the number of employment tribunal claims are likely to rise.

Employers need to be mindful that the end of furlough is not a prompt to hand out a P45. If you do not have a job for an employee to return to or are looking to restructure as a result you must still engage in consultation. The end of furlough in itself is insufficient as a sole reason to dismiss an employee.

Remember, if you are making more than 20 people redundant you are required to implement Collective Consultation with minimum periods applying to the consultation period.

Redundancy is not always a straightforward process, and it is important to recognise that you are not simply dealing with statistics and financials, but also people. People who have mortgages, families, commitments, and responsibilities. Redundancy can be one of the most difficult experiences someone will go through, and it is important to ensure that the consultation is genuine, engaging and recognises the impact that it may have on someone.

If you are considering redundancies we have precedent packs to help you on your way, with standard letter templates and meeting guides.

 

If you need help with the end of furlough or have questions about how it will affect your business, contact us for your free initial consultation.