In the light of next year’s additional
public holiday, and a recent ruling by the Employment Appeals
Tribunal, now is a good time to review contracts to ensure that public
holidays are correctly catered for.
Next Year, there is an additional bank
holiday because it is the Queen’s Golden Jubilee. This additional
day is on Monday 3rd June. In addition, the Spring Bank Holiday that
is usually at the end of May, has been moved to Tuesday 4th June,
meaning effectively that there will be an extra long weekend.
However, a recent decision by the
Employment Appeals tribunal said that the entitlement to public
holidays is governed exclusively by the employment contract, and that
if there is no contract, it is wrong to assume that such holidays will
This is an area where there could be a
great deal of confusion - particularly next year with the additional
public holiday. Many employees who do not have a contract of
employment may be assuming they will get paid for this day, when this
is not necessarily the case. The best way the be sure that situations
such as this are covered is to ensure contracts of employment
specifically state which holidays will and will not be paid.