Whilst most people really appreciate this time of year for the number of bank holidays, it can prove very difficult for business owners. The bank holidays and extra time off can boost employee’s morale, however, for employers it is a disruption to operations and can bring some challenges to the business. It makes sense for employers to prepare for this time in their business calendar, to stop their business being knocked off track.
Plan the operational requirements
It is not a legal requirement for you to give your employees time off on a bank holiday. For example, if you operate a business in the service industry, it would be reasonable to expect your staff, or at least some of them to work.
No doubt your business has deadlines and priorities that will need to be planned for. During bank holiday periods these deadlines will need to be factored in. Make sure that all members of your team are aware of their workload and how this will need to be managed over the bank holiday periods.
Communicate clearly with your employees
To avoid problems, make sure that your employees know what’s expected of them. Employment contracts should be very clear about the company’s position on bank holidays. Anything that allows leeway or room for misinterpretation will cause problems.
Always inform your staff well in advance about what the plan is for upcoming bank holidays. They will need to plan if they are required to work, for example arranging childcare. If you drop a bombshell that you are cancelling the long weekend at the last minute, it will be very damaging to employee’s morale and productivity.
With clear communication, at the very least people will understand why they need to work and what they are working towards.
Legislation - Bank holiday entitlement
Ensure that you are aware of the current legislation around bank holiday entitlement and working:
- There is no statutory right for employees to take bank holidays off work. This will depend on the terms of their contract of employment.
- There is no statutory right to extra pay, this depends on the terms of their contract of employment.
- Part-time workers have the right not to be treated less favourably than a comparable full-time worker. The best practice and approach is to give a pro-rated allowance of paid bank holidays, irrespective of whether or not they normally work on the days on which the bank holiday’s fall.
- If an employee is required to work on bank holidays under the terms of their employment contract, they cannot refuse to work, even for religious reasons. However, employers should be aware that all employees should be treated consistently, employers need to ensure they do not discriminate in favour of a particular religion, or employee.
- If you ask staff to take annual leave to cover the holiday, you will need to give notice, that is twice the length of the holiday period that you are asking them to take.
- Employee’s should receive a written statement within two months of starting their employment that covers their entitlement to holiday, including provisions for public holidays, and pay.
When you are running a business, it is vital that you plan for operational cover during busy periods and times of public holidays. The life of an SME business owner can be very hectic, so lastly don’t forget to try and take some time off over the bank holidays yourself. Use the time with family or friends to recharge and reinvigorate.
If you need advice or assistance in managing your staff or policies, please get in contact on 01233 662651