Martin Aitken & Co Ltd News & Developments

Martin Aitken & Co: news and comment
3 minutes reading time (524 words)

Queen's Platinum Jubilee - Who's entitled to this year's extra bank holiday?

Who is entitled to this year's extra bank holiday?

Back in November 2020, it was announced that there would be a few changes to bank holidays in 2022, due to the Queen’s upcoming Platinum Jubilee – the first time ANY British Monarch has reached this milestone.

The late May bank holiday will be moved to Thursday 2nd June and an additional bank holiday will take place on Fri 3rd June 2022 and applies to Scotland, England, Wales and Northern Ireland.

Whilst this sounds appealing, did you know that employees do not have a statutory right to a bank holiday entitlement? It’s dependent on the terms of their contract, so you must be extremely careful in your wording as it will determine who is and isn’t entitled to the extra day off this year.

Who qualifies?

You’ll no doubt already have a robust process in place for bank holidays, but contracts will still need to be reviewed to factor in this additional leave.

If the contract of employment states that employees are entitled to 20 days plus bank holidays, then your staff will be entitled to the additional day.

If the contract of employment states that employees are entitled to 20 days plus 8 bank holidays, then your staff will not be entitled to the additional day.

Similarly, if the contract of employment states that employees are entitled to 28 days or 5.6 weeks including bank holidays, then again, your staff will not be entitled to the additional day.

You may have some variation to this or different arrangements for different parts of your workforce. Should your employees be entitled to the additional bank holiday in line with the terms of their contract, but you do not wish to offer this. It is vital that you seek legal advice.

With the continued rise of flexible working, when it comes to holiday entitlement, including bank holiday entitlement, it’s important to ensure that staff working part-time are not treated less favourably than full-time employees. Employers should familiarise themselves with the legislation surrounding holiday pay calculations, accruals, and entitlements, on the government website.

Can I allocate an additional bank holiday if there is no entitlement?

Of course! Most employers have opted to do this not only to recognise the occasion but also to acknowledge individual well-being after an extremely challenging couple of years. If it’s not possible for all employees to take time off due to the nature of your business, you can provide time off in lieu as an alternative.

Communication with your employees is key in whether they will be required to work on the additional bank holiday in line with the terms of the contract.

For more information or if you have any queries surrounding this or any other issues, please don’t hesitate to get in touch with This email address is being protected from spambots. You need JavaScript enabled to view it. or one of our Payroll team.

Whatever happened to the wealth tax?
Not quite ‘as safe as houses’. The rising cost of ...

Related Posts