Email Us 01473 688 100

HR Practice

Two Easters in one holiday year?

Depending on when your organisation’s holiday year runs from you may be about to face the dilemma of two Easters (and their associated bank holidays) in a single holiday year.

In 2015 Good Friday and Easter Monday fell on 3 and 6 April.  In 2016, Good Friday and Easter Monday will be on 25 and 28 March.  In 2017, Good Friday and Easter Monday will be on 14 and 17 April.

If you have a fixed holiday year that started on or after 28 March 2015 (most likely on 1 April 2015) you face two issues.

  • Two Easters in the holiday year 2015 – 2016, which means an additional 2 bank holidays on top of the common 8. Do you have to ‘give’ these 2 additional days to your staff? Can you require your staff to take these 2 additional days out of that year’s holiday entitlement?
  • 2 fewer bank holidays falling in the holiday year 2016 – 2017. Do you have to ‘give’ an additional 2 days to your staff to offset this?

This will be the same if you have various holiday year start dates, perhaps linked workers’ first days of employment and it started on or after 28 March 2015.

If you do not have to grapple with these questions great! But if you do, be sure that these are questions your staff will be asking themselves and then you!  If you are affected the answer lies in your staff’s holiday entitlement and how it is broken down.  Bottom line is that you must make sure that in each holiday year your staff receive, as a minimum, 5.6 weeks’ holiday and, if greater, their contractual holiday entitlement.

Book a phone consultation

Apply for a FREE phone consultation with one of our employment law solicitors to discuss your case, how we can help and find out how much it is likely to cost.

Selected evening and weekend appointments available.

Ola McGhee

How can we
help you?

01473 688100

Tell us about your case

Our online form is the easy way to tell us about your case and employment details.

Short of time? Our ‘save and resume’ feature lets you save your answers and complete the form later.

Reasons to Choose
Quantrills Solicitors

Trusted advice

Attention to attention

Speed of response

Pragmatic solutions

Becoming our client is a straightforward process. However, before choosing Quantrills as your employment law solicitors you’ll want to be completely sure we are the right people to help you achieve your objectives. Having looked at our web site, if you like our approach and would like to discuss how we can help you, getting started is easy.

Step 1

Get in Contact

Contact us and tell us a little about your problem and the help you are looking for.

Step 2

We’ll contact you

We’ll follow up with a free no obligation initial telephone call or email to discuss your case.

Step 3

Invitation to become our client

Provided we are happy we can help you, we’ll invite you to become our client.

Step 4

You instruct us

If you agree to our invitation, you simply have to confirm this is writing or by email and confirm your instructions.

Step 5

We’ll start to act for you

Congratulations! You are now a client of Quantrills and we’ll start work on your instructions.

At Quantrills we are flexible in how we work with you and how we progress your case...

In Person

Lorem ipsum dolor sit amet, consectetur adipisicing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua.

Get Directions

By Telephone

Lorem ipsum dolor sit amet, consectetur adipisicing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua.

01473 688 100

Or request a call back

By Online Form

Lorem ipsum dolor sit amet, consectetur adipisicing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua.

View Forms

By Email

Lorem ipsum dolor sit amet, consectetur adipisicing elit, sed do eiusmod tempor incididunt ut labore et dolore magna aliqua.

Email us

FREE Employer
Newsletter

Subscribe to our email based hrlegalnews to receive details of our Knowledge Bank & HR Updates updates and our forthcoming events.

Client Testimonials

View more