Pictured above: Donna Fairbrass

Employees may naturally assume that they have the right to take April 29th as an extra day off, but this all depends on their contract of employment, warns Donna Fairbrass, HR specialist at Spirit HR.

Donna elaborates: "The current minimum holiday entitlement is 5.6 weeks for full-time employees. How that entitlement is worded in each contract will determine the likelihood of their entitlement to take the day as extra. For example, where a contract states '28 days plus bank holidays', employees are likely to be entitled to an additional day's paid leave on the 29th.  However, if it says '28 days including bank holidays' then they will not."  

Donna warns that issues are likely to arise from part-time staff who may have their entitlement calculated differently, usually including bank holidays, so employers need to take care of potential discrimination claims.

If employees are not entitled to the extra day, employers may want to give them the day as extra, but this depends on the nature of the business and the costs involved.

This issue clearly demonstrates the importance of a carefully written contract of employment and upfront clear communication with staff. Spirit HR specialises in business-focussed HR support and employers with queries relating to employment contracts can call 0845 463 3231 for further information.