OK so Christmas has been and gone and it's a bit early to be thinking about bank holidays right?, wrong!, if your leave year is April to March you may want to check the wording of your contracts to see if your employees are in line for an extra 2 days Bank Holiday windfall.
Ideally the contract will say 20 days' holiday plus 8 Bank Holidays, which will negate the fact that there are 10 Bank Holidays in the leave year April to March due to how Easter falls. That said you will still need to communicate how you will treat the additional 2 BHs. How are you planning to approach this will employees simply deduct this from their holiday entitlement or will they be unpaid?
It would be great to share ideas.
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