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Employment

Platinum Party for All?

Wednesday, February 9, 2022

The Queen’s Platinum Jubilee introduces a new bank holiday to the 2022 diary – June 3rd  

2022 heralds a quite incredible anniversary for Queen Elizabeth II, her platinum jubilee or in other words 70 years since she was crowned.

To mark the event our diaries will look a little different this year and breaks normally billed as the late May bank holiday weekend have been moved to Thursday 2 June with an additional bank holiday being announced for Friday 3 June the day set aside to celebrate The Queen’s Jubilee.

Whether your staff are Royalists or Republicans the common interest will be that of their entitlement to this added day’s “holiday”.   Some staff may be rather surprised to note that there is no automatic entitlement granted for an employee to have an extra days holiday simply because the calendar says so.

It can be a tricky one to manage especially as it is likely the majority of employees will assume they are taking the day off.  The right to take this day off will rest with the contract of employment and the specifics of the terms linked to Bank Holidays.  In some contracts employers are very precise over the days that are counted as those granted for paid holiday but if the contract adopted generic wording to encompass “Bank Holidays” the employee would be on firm ground to assert the day is theirs to raise a glass to the Queen and put their feet up at home.

We would urge you to check those contracts ASAP and establish where this additional day’s holiday will leave you in operating your business. If you have clearly identified the specific days that staff can take as they refer to Bank/ Public Holidays, then you’ll need to be mindful of the communication required for all staff to manage expectations and ensure staff are aware of their obligations on 3rd June.

If it looks likely that the majority of staff are entitled and will be taking the 3rd June as holiday you could head off any logistical/ resourcing issues for your business by offering a day’s holiday in lieu of the 3rd June if they decide to work instead.

One factor that will impact staff regardless of their contracts will be the closure of schools and need for childcare demands of parent employees.

If you are in any doubt, it might be worth having a chat with your employment lawyers.

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