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January 11, 2022
Bank holidays in 2022: five things you need to know
This year, there are some additional complications to bank holidays including dates moving and an additional day. So, here are five important things you need to know about bank holidays for 2022.
Most of the UK has eight permanent bank holidays each year: New Year’s Day, Good Friday, Easter Monday, May Day, Spring Bank Holiday, Summer Bank Holiday, Christmas Day and Boxing Day. Traditionally, except for the festive bank holidays, these take place on a Monday.
However, in 2022 there’s an extra bank holiday on Friday 3rd June for the Queen’s Platinum Jubilee, and the Spring bank holiday – which is usually taken at the end of May – will be moved to Thursday 2nd June instead.
Here’s what you need to know in advance of these changes.
1. There is no statutory right for employees to have bank holidays off work
Bank holidays are counted, in employment law terms, as a normal day’s holiday and so are part of an employee’s annual leave entitlement. Any right to time off depends on the terms of your employee contracts.
Some companies choose to close on bank holidays and require employees to use a day’s holiday out of their entitlement. So instead of an employee requesting to take holidays on a particular day, the company is telling them to take a day’s holiday.
Note: when requesting employees to take time off, you should always give them at least double the duration of time off in notice. So for the two days off in June, you should give them at least four days’ notice. Of course, we’d advise you to let your employees know as far in advance as possible to give them plenty of time to plan their days off.
2. There is no statutory right to extra pay when working on a bank holiday
If you require an employee to work on a bank holiday there is no legal requirement to enhance pay. It will depend on what is written in their contracts of employment.
3. How to handle an additional bank holiday in June 2022
This summer it’s the Queen’s Platinum Jubilee, and to celebrate 70 years on the throne there is an extra bank holiday day on Friday 3rd June. To make this into a longer weekend, the Spring bank holiday – which is usually taken at the end of May – will be moved to Thursday 2nd June instead.
This long weekend is no doubt being looked forward to by many of the population, including your employees! But it has the potential to cause disruption to many businesses across the country.
It’s important to let your employees know what your company are planning to do for this Jubilee bank holiday well in advance. Will employees be working as usual, are required to take it out of their annual leave entitlement, or are you going to give them it as an extra day off this year? The important thing is to review your employee contracts and communicate clearly with your employees what the plan is.
This may be a good time to add some wording on your company’s position should the government introduce additional bank holidays in the future too.
4. Check the wording in your contracts ahead of the Spring bank holiday
Don’t be caught out by the Spring bank holiday moving either.
If your staff work bank holidays, the Spring bank holiday being moved shouldn’t cause any issues. However if they usually take time off on bank holidays, you need to check the wording of your employee contracts.
If the contract states ‘annual leave plus bank holidays’, ‘Spring bank holiday’ or ‘late May bank holiday’ then this would mean their day off will automatically shift to the 2nd June this year. But if the contract states ‘the last Monday in May’ employees are still entitled to this specific day off as holiday, even though it’s now a normal working day, and they would have to work on Thursday 2nd June.
5. Treat part-time workers the same as full-time workers
A part-time worker has the right not to be treated less favourably than a comparable full-time worker. The best practice is to pro-rata bank holiday allowances, irrespective of whether an employee normally works on the day a bank holiday falls.
A graduate of Lancaster University and holder of a Professional Certificate and CAM Diploma in marketing and digital marketing, Hannah is our Communications & Content Manager. Hannah is responsible for all customer communications for Moorepay, and for leading on and producing key content on legislative and industry topics for the Moorepay knowledge centre.