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advogroup.co.uk |holiday planning
holiday planning January sees the start of a new annual leave year for most employers. With changes to legislation meaning that employees can carry over up to four weeks of annual leave across the next two annual leave years, it is important to look at how best to manage annual leave over the next two years to enable employees to take this time with as little impact on the business as possible. Here at advo hr, we have our Absence Management Portal that enables managers to see the balance of annual leave employees still have to book which makes the process of reviewing annual leave easier. If you do not already utilise this portal and would like to know more, please do get in touch and we can provide a demo of the portal for you.
to celebrate Her Majesty the Queen’s Platinum Jubilee. The May Bank Holiday Weekend will be moved to Thursday 2 June 2022 and an additional Bank Holiday on Friday 3 June 2022 will see a fourday weekend to celebrate. This will be another day to factor into the holiday allocations for most in 2022.
We will cover this in more detail closer to the time. However, there are some important things We advise that employers continue to encourage to remember in relation to bank holidays. There is no statutory right for employees to take bank employees to take regular breaks. Some holidays off work. Any right to time off depends employers manage this by setting deadlines for on the terms of the employee’s contract of taking holidays e.g., half of the annual leave employment. We would advise that you take entitlement should be taken by the end of June. the time to read the wording in your employees’ This helps to manage the allocations, especially contracts and ensure you have recorded what when some may have carried over annual their annual leave and bank holiday entitlement is leave into this leave year. If this is something you and if they are combined or separate. wish to implement, it should be done with prior communication to all employees, explaining clearly why the business has decided to introduce Remember for a full-time employee the statutory minimum annual leave entitlement is 5.6 weeks this new rule and whether it applies for one year which works out as 28 days. Depending on only or whether it will be a standard process the contract of employment, this may include moving forward. bank holidays or they may be separate. In any event, a full-time employee should be entitled Employers also have the ability to specify when to a minimum of 5.6 weeks paid annual leave an employee has to take annual leave by per leave year. When an employee is part-time, giving twice the notice in relation to the length it is recommended to give them a pro-rated of the leave. For instance, if you wished for an employee to take one week off, you would need allowance of paid bank holidays, irrespective of to give them two weeks’ notice of this. We would whether or not they normally work on the days on which bank holidays fall. This is because they have recommend this is a last resort if employees are the right not to be treated less favourably than a not booking regular leave and only after having comparable full-time worker which includes their spoken to the employees to explain that it may entitlement to bank holidays. be necessary for you as the employer to specify when they have to take their leave if they do not If you would like to know more about our absence begin to start taking this. management system available to our clients or just need some additional help in supporting your Additional Bank Holiday in 2022 employees then we are here to help. If the first It is also important to note that there is an additional bank holiday that has been introduced instance email advohr@advogroup.co.uk to start a conversation. for 2022 only. There will be a four-day weekend
Steps to Take
advocate winter 2021| advogroup.co.uk | 27
