Hi all
Not sure if I have shared this before but a client asked me this question yesterday about what to do with the additional bank holidays in the 2015/2016 holiday year. There are 10 in 2015/2016 and 6 in 2016/2017 because of how Easter falls. This only impacts companies which have a March - April holiday year. Luckily our contracts state that employees are entitled to 20 days plus 8 BHs and not 20 days plus BHs.
Therefore we only need to provide 8 BHs in the 2015/2016 holiday year and 2 of the 10 will not be paid, and then in the 2016/2017 holiday year we provide 6 BHs and the employee can choose when they have the additional 2 days.
Here is a link to a really useful article that explains the ins and outs.
Regards
Sarah
Replies
HI Sarah
Thank you - we have numerous contracts within our business due to TUPE and a recent updated contract of employment being drawn up for new starters. So, a lot of work to check we're covered in terms of wording.
Would you recommend that we send out a notice to all of the Teams to advise of this anomaly?
Cheers Nic
<br />
Yes we had the same at EON lots of different ts and cs due to TUPE. Yes I would suggest a communication to all teams but you may decide to have ahigh level message for consistency eg that it is the Company's intention that all employees receive the same BH entitlement and that line managers will communicate arrangements and leave the more detailed messages for a local level. <br />
<br />
Because for example if their ts and cs say they are entitled to 20 days plus BHs contractually employees should receive 10 BHs in 2015/2016 but still be entitled to 28 days in the next holiday year even though there are only 6 BHs. In which case this will require a variation to contract which will entail consultation etc. <br />
If anyone else wants to share how they are approaching this issue that would be great!
<br />
Hope this helps<br />
<br />
Sarah