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HR Blog

Welcome to our blog, where we post updates on all of the latest changes in the HR world.

The Funeral of Queen Elizabeth II

Last Thursday, Queen Elizabeth II passed away, aged 96. She reigned as our monarch for 70 years and dedicated her life to serving our country.


As announced by the new King Charles III over the weekend, her funeral will be held on Monday 19th September, 2022. As a result, this day will be a Bank Holiday.


As with any Bank Holiday, there is no statutory entitlement for employees to take this day off.


However, many businesses may wish to close for the day to pay their respects to the Queen, and many large companies such as Asda, M&S, John Lewis, and Homebase, to name just a few, have decided to do so. Schools will also be closed.


If you wish to close your business for the day, we would suggest that you pay all employees who were scheduled to work on that day as usual. This should not be deducted from their holiday entitlement.


For any workers (including part-time staff) who are not scheduled to work on the day, we suggest that they should not receive extra holiday to take at another time to compensate for this. Unlike other Bank Holidays, this day is specifically intended for people to mourn.


If an employee already has holiday booked for the day but would otherwise be scheduled to work, then we would suggest that they are given this day back as holiday to book again.


Rather than closing, you may wish to operate your business with reduced opening hours on the day as on other Bank Holidays. If this is the case, we would advise that employees should still be paid as normal.


If you are not planning on closing your business and your employees are contractually required to work on Bank Holidays, if they would like the day off to mourn, they should request this as they would any other holiday.


There is no obligation to pay employees any extra for working on the Bank Holiday, but if they usually receive extra pay on Bank Holidays, it may be best to do the same for this occasion.


All of the points raised above are advisory only - the Government state that everything raised in this email is for discussion between employer and employee. To confirm your statutory obligations please read more here.


If you require any further advice on the matter, please get in touch.

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