![\"Katy](\"https:\/\/i0.wp.com\/magazine.dailybusinessgroup.co.uk\/wp_mag14\/wp-content\/uploads\/2024\/09\/Katy-Sharpe-Aberdein-Considine.png?resize=300%2C203&ssl=1\")
<\/figure>\n<\/div>\nScotland\u2019s return to football\u2019s biggest stage has raised questions over entitlement to time off, writes KATY SHARPE<\/strong><\/h4>\n
\nAs excitement builds towards Scotland\u2019s first appearance at a men\u2019s World Cup for 28 years, employers may find themselves facing a very different kind of fixture list. Annual leave requests are already warming up on the sidelines, and news of a national bank holiday on Monday 15 June following Scotland\u2019s opening match, is adding another factor for employers to consider in their team selection.<\/p>\n
While the announcement has generated excitement among fans, it also raises important employment law considerations for employers across the country.<\/p>\n
Is the bank holiday automatic for all employees?<\/strong><\/p>\nThe short answer \u2013 no. If it is confirmed, only public <\/em>sector workers working under the umbrella of the Scottish Government would automatically be entitled to the proposed holiday.<\/p>\nFor Scottish private sector employers, entitlement depends entirely on the wording of the employment contracts. <\/p>\n
What we would expect to see, is the standard clause that employees are entitled to X number of days\u2019 holiday plus the usual <\/em>bank holidays. In this case, employees will not automatically be entitled to the 15 June bank holiday.<\/p>\nIf the contract does not <\/em><\/strong>guarantee all <\/em>bank holidays, employers may choose whether to grant the additional day. Benefits of granting the additional day could include boosted morale and productivity and could see a reduction in unauthorised absences.<\/p>\nWhat should employers be doing in anticipation?<\/strong><\/p>\nWith only four months until kick-off, private sector employers should review the wording of holiday entitlement within their employee contracts. <\/p>\n
If the contract states \u2018all bank holidays\u2019, the new holiday must be granted. If it lists specific holidays, employers are not obliged to add new ones.<\/p>\n
Katy Sharpe is senior solicitor in employment law at Aberdein Considine<\/em><\/p>\n\nLike this:<\/h3>\n
The short answer \u2013 no. If it is confirmed, only public <\/em>sector workers working under the umbrella of the Scottish Government would automatically be entitled to the proposed holiday.<\/p>\n For Scottish private sector employers, entitlement depends entirely on the wording of the employment contracts. <\/p>\n What we would expect to see, is the standard clause that employees are entitled to X number of days\u2019 holiday plus the usual <\/em>bank holidays. In this case, employees will not automatically be entitled to the 15 June bank holiday.<\/p>\n If the contract does not <\/em><\/strong>guarantee all <\/em>bank holidays, employers may choose whether to grant the additional day. Benefits of granting the additional day could include boosted morale and productivity and could see a reduction in unauthorised absences.<\/p>\n What should employers be doing in anticipation?<\/strong><\/p>\n With only four months until kick-off, private sector employers should review the wording of holiday entitlement within their employee contracts. <\/p>\n If the contract states \u2018all bank holidays\u2019, the new holiday must be granted. If it lists specific holidays, employers are not obliged to add new ones.<\/p>\n Katy Sharpe is senior solicitor in employment law at Aberdein Considine<\/em><\/p>\nLike this:<\/h3>\n