30 million payrolled workers will effectively be working an additional day for free this leap year, illuminating the persistent issue of pay disparity across the UK.

The significant difference in hourly rates, with a £5 discrepancy between workers in London and Northeast England, underscores a broader conversation about fairness and compensation in the workforce, especially during leap years.

Whether you’re a salaried employee or work at an hourly rate, understanding your entitlement to an extra day’s pay is crucial. HR expert Vicky Walker outlines the criteria for entitlement, shedding light on what workers can expect from their employers in this unique situation.

There’s an extra day this February thanks to 2024 being a leap year. This year, Leap Day falls on a Thursday, which means many will work an additional day without added compensation. However, not everyone will miss out on pay for this extra work.

Millions across the UK are entitled to an extra day’s wages, and here’s the crucial distinction: If you’re paid an hourly rate, you’re compensated for every hour worked, making you likely to see an additional day’s pay for the extra hours worked in February. Conversely, those on a set salary might not see extra pay for February 29, as annual salaries typically account for leap years. Yet, it’s essential to review your employment contract, as some include clauses for leap year compensation.

For many, the extra day this leap year means more hours worked without extra pay. It’s a reminder of the importance of ongoing dialogue about workplace wellbeing and fair compensation. Employers are encouraged to communicate transparently with their workforce, ideally within broader discussions on wellbeing strategies that contribute to happier, healthier, and more productive employees. If concerns about workload or work/life balance arise, it’s vital to speak with your line manager or HR department.

This leap year, let’s not only focus on the extra day but also use it as an opportunity to engage in meaningful conversations about fair compensation and workplace wellbeing.

Joanne Swann, Content Manager, WorkWellPro
Editor at Workplace Wellbeing Professional | Website

Joanne is the editor for Workplace Wellbeing Professional and has a keen interest in promoting the safety and wellbeing of the global workforce. After earning a bachelor's degree in English literature and media studies, she taught English in China and Vietnam for two years. Before joining Work Well Pro, Joanne worked as a marketing coordinator for luxury property, where her responsibilities included blog writing, photography, and video creation.