Royal WeddingPrince Harry is set to marry Meghan Markle on Saturday 19th May, and excitement is building amongst the public already.  Everyone loves an excuse for a celebration, but as an employer, you might have a few questions about burning issues such as time off, and allowing your workers to celebrate the occasion.

The good news is that you’ve come to the right place.  Here’s what you really need to know ahead of Harry and Meghan’s big day…

A public holiday has not been granted

As soon as the engagement was announced, there was much speculation around whether a public holiday would be granted.  Prime Minister Theresa May quickly put a stop to that though, commenting that the young royals getting hitched should be enough in itself to ‘cheer people up’.

Interestingly though, the couple settled on a Saturday, which is a move that breaks royal tradition.  This allows them to largely avoid the public holiday argument, and gives as many people as possible the chance to enjoy the day.

You have no legal obligations to offer time off

In the eyes of the law, Saturday 19th May will see business as usual for employers throughout the UK.  You’re under no obligation to offer time off, or relax any contractual terms.  Unless, of course, you’ve stated otherwise in your contracts.  You should handle any requests for time off in line with your existing people policies and practices.

Still though, a little bit of flexibility can go a long way when it comes to boosting morale and protecting your employer brand.  If possible, you may decide that you want to allow staff an extra break to watch the coverage in the canteen, for example.

Any issues should be handled in line with your current people policies

What if a member of staff celebrates a little too hard and fails to turn up for duty the next day?  Or what if they do come into work, but are clearly still inebriated from the night before?  These are the kind of questions that we always hear when a national celebration is on the cards.

The answer is simple… You do nothing differently.  You simply act in accordance with your existing people policies. Having robust and well-communicated practices will give you and your managers the confidence to quickly and effectively handle any problems in accordance with best practice, and the law.

After a long, cold winter, the royal wedding could be just what we all need to lift our spirits and start looking forward towards the spring.  Do you plan to honour the occasion in your workplace?  And if so, how will you be doing it?

If you’ve got questions about how to handle time off and allowing your employees to celebrate the occasion, then get in touch today to book a consultation to see how we can help.  Alternatively, you can book online at any time. Just click on link below –