What is your employer doing about people who don't work Mondays?

[MadeWithCare]

I work in the public sector, Monday will be a day's paid leave.

So are people who don't work Mondays entitled to a different day? Would anyone have the nerve to ask?

I work for a LA and If you work 4/5 days you should be given 4/5 of a day back onto your A/L allowance to be taken whenever you want.

When I worked in the NHS we used to get 8 bank holidays a year which we could take at anytime ,because even if we were actually off on a bank holiday ,it was just a rostered day off ,not sure if this one would count or not though .

I think in addition to contract wording you state, employers need to be clear whether they are closing and giving staff an additional day of leave, or closing and making staff take leave from their AL entitlement.
If they are making staff take it from their AL entitlement, then clearly they aren't giving Monday workers any additional time off and PT workers wouldn't get anything in lieu.
If employers are giving Monday workers an additional paid day off, then they should give PT workers additional paid time off too (pro-data).

You should get additional leave for BHs, but it will be pro-rata, so even though you have to book 8 hours off, some of it will be from your core annual leave.

I'm NHS admin. I don't work Mondays so I'm taking my day off on Tuesday!

No but they will be paid pro rata otherwise it wouldn't be fair

This happened to me on the Jubilee weekend as the extra BH fell on my non working day. I asked HR if I could have this as an extra day and they said yes. Am in the private sector.

L.A part time - I lose almost 4 hours.

Exactly. In any week with a Monday bank holiday someone who doesn't work on Mondays would still work their full working hours. So the leave for bank holidays is pro-rated over the year to make it fair.

If there are 8 bank holidays then that x % of full time hours worked is added to annual leave. Any bank holidays that are working days are then booked from annual leave, and any additional leave remaining can be taken some other time during the year. That way everybody gets the same amount of time off proportional to their % of full time hours. Exactly how annual leave is pro-rated for part time employees.

I can't understand how this could be an issue? It's well established practice, and pretty simple maths.

It will depend on your contract of employment.

It it says x days + 8 bank holidays you'll be unlikely to get it

If it says x days + bank holidays (pro rata) you should get it.

Part time, dont work mondays and public sector and getting it added pro rata to bank holiday/annual leave allowance. Employer made ir clear it wants to ensure its decision is fair to all staff.

I think if your employer is giving the day off and not accounting for those that work part time and dont work mondays i'd be thinking twice about working for them long term as they aren't all that concerned for their staff.

No, it's going to be some time next year most likely, speculation has included May and June but nothing official yet.

All the proclamation stuff has happened so there's no rush for the actual coronation.

My workplace has some employees on a rolling shift pattern of four shifts on, four off. Those employees who were scheduled to be off on Monday have been told they can have a day in lieu to be taken before 31st Dec. I thought that was pretty reasonable

I work the same amount of hours as a colleague. She works the beginning of the week, I work the end of the week. We get the same holiday entitlement however this year my pro rata bank holidays were Good Friday and 2 Jubilee days. She has had 3 Monday bank holidays as pro rata BUT she has also had/having now 4 bank holidays as extra days holidays AND getting paid for them. My employer thinks that is right but being paid for time off on a working day is a holiday isn't it?

Thanks Mafalda

I think if your employer is giving the day off and not accounting for those that work part time and dont work mondays i'd be thinking twice about working for them long term as they aren't all that concerned for their staff.

I agree. It’s caused tension needlessly.

Figgygal I’m not HR-bashing. I just thought HR’s role is to point out to SLT if the decisions they make in consultation with HR are unfair, or will leave the organisation legally in a vulnerable place.

Maybe, to be fair HR were overruled on this issue. Or maybe, HR are of the same mindset as SLT and so they also don’t consider part time workers, anyone on annual leave, maternity leave, sick leave etc and entitled to annual leave, particularly worth treating equally.

It's a bank holiday so anyone whose employer gives others paid day off will treat it as BH so ass in houses to part timers who don't work Mondays ie they get extra AL hours proportionately added to their AL allowance in this AL year

I feel sorry for those whose employers don't pay for BHs

I work for NHs/LA and we are all warring oaid BH day ofd unless in a critical service that usually works over BHs but then they will get extra pay and/ or potentially TOIL (some get both if they work)

So "will be PTE for"
Not "ass in houses"
Jeez my phone autocorrect is being twonk today !!

I hope you don’t ‘lose out’ on a day off for a funeral 🤨

Offs so we are all having BH day off unless I'm a critical service that works over BHs usually ...

Sheesh .. my... phone ...autoincorrected

Personally I'd take it and get pissed in the garden. But what do your contracts say?

@Tiani4 this really isn't the case in schools! Part timers face the luck of whether they work that day or not.

Mine has said we’d been entitled to the extra day but I feel like I’d be taking the piss a bit so I’m not quite sure what to do.

I wouldn't worry honestly. You having a pretty common contractual arrangement for bank holidays isn't a piss take.

Agreed. I would not work for an employer that didn't have proper HR policies in place. On what planet would it be acceptable not to pro-rate it? I'd hand in notice immediately.