Additional Bank Holidays 2022/23

Additional Bank Holidays 2022/23

Due to the Queen’s funeral and the King’s Coronation, there are an additional 2 bank holidays in the 2022/23 annual leave period.

Monday 19th September 2022 – Queen’s Funeral

Monday 8th May 2023 – King’s Coronation

To accommodate these 2 extra days, the following principles will apply:

For the majority of staff, the additional days will be used to accommodate time off for these bank holiday days. It is not 2 days of leave for staff to add to their annual entitlement.

Part time salaried staff who work a set number of hours each week will receive a pro-rata allocation for the 2 additional days, proportionate to full time working hours. For part time staff, the pro-rata amount for the 2 closure days is calculated as:

2 days ÷ 37 hours x hours per week x 7.4 hours = x hours. 

Example for member of staff who works 18.5 hours per week

2 / 37 x 18.5 hours a week x 7.4 hours = 7.4 hours (divided by 7.4 = 1 day)

Staff who are required to work on the extra bank holiday days will be allowed to take the leave at another time to be agreed with their line manager.

Staff should not receive an enhanced rate for working on these days and receive the additional bank holiday days unless it is a contractual requirement.  Managers may contact HR to verify contractual arrangements by email to hr@worc.ac.uk.

This leave is allocated on an exceptional basis and does not form part of future leave entitlement.

Other categories of part-time or part-year staff

There are other categories of part-time staff who do not have a bookable leave entitlement, but who instead receive a stipulated contractual payment which compensates them for an accrued amount of annual leave, bank holidays and University Closed Days based upon hours worked. For any such individuals, the arrangements will be as follows:

Individuals who have a confirmed number of contracted hours (e.g. annualised hours, term-time only and Associate Lecturers)

Where such an individual has a contract that spans a period of employment which both starts before and ends after the Bank Holiday in question, they will receive a lump-sum payment:

in their February 2023 payment, for 19th September 22.

in their September 2023 payment, for 8th May 2023 (payments to leavers between these dates will be processed in their final pay).

The amount of pay they will receive will reflect the number of hours of leave they would accrue for those 2 additional bank holiday days, based on their contracted full-time equivalent (FTE) for this leave year. 

For example, based on 7.4 hours per day, 2 full days equals a maximum total of an additional 14.8 hours of leave. Therefore, for someone who is contracted for a total number of hours which equates to 0.2FTE across the year, they will receive 0.2 x 14.8 = 2.96 hours of additional leave. Any monies will be paid at their normal hourly rate of pay.

Individuals who have variable hours of work (i.e. no specific contracted hours or dates)

For individuals who do not have a guaranteed number of contracted hours across the year, but instead get paid only through the submission of timesheets, they currently receive a set amount per hour which is based on a percentage that reflects the leave entitlement for their salary band. For example, for someone who would normally have 21 days of annual leave, 8 Bank Holidays and 3 closed days if they were full-time, the individual who is employed on a variable hours arrangement will instead receive an amount per hour based on 13.99% of their normal hourly rate.

Therefore, for any such individuals they will, on an exceptional basis and for this leave year only (1st September 2022 to 31st August 2023), receive an enhanced percentage per hour that incorporates those additional 2 bank holiday days. For example, and using the same scenario as detailed above, based on 21 days of annual leave, 10 Bank Holidays and 3 closure days, the percentage per hour increases to 15%.

Individuals who fall into this category will receive a lump-sum payment in their February 2023 salary payment, reflecting any back-pay due for hours already worked from 1st September 2022 onwards. For February – August 2023 (the remainder of the current leave year), they will receive a further lump sum payment in September 2023, to reflect the increased percentage. Payments to leavers between these dates will be processed in their final pay.

Any individuals who want confirmation of what their enhanced percentage per hour will be can contact hr@worc.ac.uk for further information.