27 May 2011
London, 19 May 2011 – William and Kate may have jetted off into the sunset last week but some employers are still in the dark over the royal wedding holiday. Despite the fact that the wedding took place almost three weeks ago, the employment advisory service team at Croner are still taking calls from employers unsure of whether or not employees should be paid for the additional public holiday. Although there is no statutory entitlement for employees to be able to take paid annual leave on a statutory or public bank holiday, the Working Time Regulations 1998 state that employees must receive a minimum of 5.6 weeks paid leave each year. Liz Iles, Senior Employment Consultant at Croner says: "We've had a number of calls to our telephone advice line from employers asking whether employees should be paid for the additional public holiday. The short answer is it really depends on what is written in their contract of employment. "Some contracts may simply state that the employee will receive four weeks' annual holiday per year plus bank and public holidays - sometimes referred to as statutory days. If this is the case, then any newly declared bank holidays, such as the Royal Wedding, may well be included within this clause. "Alternatively some contracts may simply state that the employee is entitled to 5.6 weeks annual holiday inclusive of bank and public holidays, in which case, if the employee wishes to take leave on the additional bank holiday, it will have to come out of their remaining holiday 'allowance'. "If however, the contract is more specifically drafted and it refers to each bank or public holiday by name, for example, Christmas Day, Good Friday and so on, the extra bank holiday will not be provided for in the contract. Therefore it is up to the employer to decide whether to pay employees or not."
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