Employers should consider these key legal factors ahead of the King's Coronation Bank Holiday

The coronation of King Charles III is due to take place on Saturday, May 6, 2023. In light of this, the government has confirmed that there will be an additional UK-wide bank holiday on Monday, May 8.

For most employers, this will not be the first time that they will have to manage the workforce issues presented by an additional bank holiday, with the UK having had an extra bank holiday for Her Majesty Queen Elizabeth II’s Platinum Jubilee celebrations last year.

Long-standing Manchester-based law firm, Slater Heelis, which is celebrating its 250th anniversary this year, is highlighting some of the key employment law considerations for both employers to consider and for employees themselves preparing for the weekend, who may unbeknown to them, not automatically benefit from the extra holiday.

Sarah Calderwood, partner and human resources and employment lawyer at Slater Heelis, with more than 17 years’ experience, said: “There is no specific statutory right to time off (whether paid or unpaid) on a bank holiday and whether a worker can be required to work on a bank holiday is a matter of the wording of the contract or, in some cases, the employer’s discretion.

“It all boils down to the contract of employment. For example, where a contract provides that an individual is entitled to ‘x’ days holidays plus ‘bank holidays’, then that individual would have the right to the additional bank holiday and it would be paid. However, if the contract provides for ‘x’ days holidays plus eight bank holidays, then they would not be entitled to the additional bank holiday for the King’s Coronation.”

She is urging everyone to check the wording and not just assume that you are entitled to the extra day. Sarah also explained that there are