Human Resource specialist - Denise Mather of DEMand RESULTS says …

With the Royal Wedding getting closer – 29 April 2011, employers really do need to be considering and planning their response to the additional Bank holiday that has been given to allow people to celebrate.  There is still a lack of clarity on some of the more complex employment legislative issues around the additional bank holiday but staff are beginning to ask the question – will we they get the time off?

The additional bank holiday falls in the same week as the Easter Monday bank holiday and falls on the Friday of the early May Bank Holiday weekend.  The potential impact on businesses is likely to be two-fold:

• manage the agreed absence over the protracted Bank Holiday period
• deal with unauthorised absence of employees who want to watch the wedding or want to have an extended break for Easter but may be required to work. 

Depending upon the policies that you currently have in place regarding bank holidays, you may not be obligated to allow anybody to have the day off.  You should treat this additional bank holiday in exactly the same way as you would any other.  That is, if you require individuals to work on that day then you should compensate them in line with your normal bank holiday policy and procedures.

If you do require attendance on the day of the Royal Wedding then think about how you could encourage individuals to turn up, for example:

• set up a TV or Computer link in the work place and agree beforehand how and when individuals can watch the events
• make it a fun day for all the staff
• consider flexible shift patterns
• plan and communicate working rotas for the 3 weeks surrounding Easter, Wedding and May Bank Holiday.

You will need to deal with unauthorised absence and so, well in advance you will need to clarify and communicate to your staff what your policy says? Also, the action that you will take if an individual does not come into work on the day needs to be clear to all. If you are in any doubt about the risk of breaching employment law then do seek advice.

To find out more about Denise Mather and the work of DEMand RESULTS , please visit their feature on thebestof Hinckley. Alternatively, you may wish to contact Denise to discuss a specific issue on 01455 240 638.