In holiday terms, the UK is one of Europe’s hardest working nations – we enjoy fewer public holidays than the majority of our continental neighbours. It’s therefore no surprise that the government’s announcement of an extra day off to mark William and Kate’s wedding has come as such welcome news.
This unexpected day off, when combined with the Easter break, gives us two consecutive four-day weekends; a boon for busy families with working parents. But whether you are one of the thousands of Britons planning a last-minute holiday to sunnier climes, or just looking forward to spending time with the family, don’t automatically assume you’re entitled to take April 29th off work.
As the royal wedding day isn’t one of the standard annual public holidays in our calendar, employers aren’t obliged to allow staff to take this day as leave. It all depends on the specific wording of the employment contract. Booking a holiday or making concrete plans before checking the fine print of your employment contract could leave you out of pocket and disappointed.
Many contracts state the employee is entitled to X weeks annual holiday ‘plus bank holidays’. This is good news, as this kind of clause encompasses newly-declared bank holidays such as April 29th. However, if your contract lists specific bank holidays you are eligible for, such as Christmas day and Good Friday, states your holiday entitlement is ‘inclusive of bank holidays’ or states ‘plus 8 bank holidays’ you will not be entitled to an extra day’s holiday over the course of your holiday year. In short, while you may be allowed to take the day off, your employer can deduct it from your annual holiday allowance.
Since unpaid overtime and heavy workloads are common since the recession hit, many employers will allow staff to take a day’s paid holiday as a goodwill gesture, whether legally obliged to or not. That said, with some businesses understandably forced to keep a tight rein on salary costs, a ‘free’ day’s leave cannot be taken for granted.
If your employer hasn’t specifically informed you you’re eligible for the day off, check your contract carefully, and if in any doubt, ask your line manager or HR department. Confirming where you stand in advance is by far preferable to cancelling plans at the last minute.
By Sarah Calderwood, employment specialist at law firm Slater Heelis, www.slaterheelis.co.uk/employment
