By Max Clarke
With less than a month until the Royal Wedding on 29 April - which follows the extended Easter break - employers may find themselves having to juggle extra leave requests.
Employment law and HR specialist, Acas, is reminding employers to plan ahead to avoid last minute leave clashes or short-term absences.
“As the wedding bank holiday is in the same week as Easter Monday, employers may see an increase in requests for time off,” commented Acas National Helpline Manager Stewart Gee.
“The best way to be as fair and consistent as possible is to have a policy on how to manage time off and leave requests. For many the Royal Wedding is going to be an opportunity to celebrate, and your employees being able to join in may help to boost morale in your workplace.”
Acas have issued the following Holiday guidance for employers and empl;oyees, while more information can be found on their website:
• There is no statutory right to bank/public holidays, so the announcement of an extra bank holiday does not increase any entitlement to holiday under the Working Time Regulations.
• Whether an employee will benefit from the additional bank holiday will depend on the wording of their contract.
For example, a contract which entitles a worker to, 20 days annual leave in addition to all statutory, bank and public holidays, would potentially give the worker an extra day's paid holiday. But if public holidays are listed by name, in a contract, a worker may not be automatically entitled to the extra public holiday.