A similar situation has previously occurred in England for the celebration of a royal occasion such as in 1977, 1981, 2002 and 2012. These were declared by a Royal Proclamation, which meant that they were added as bank holidays in those years.
I am not sure how your additional public (bank) holiday is formally recognised and whether this constitutes a change in the law and also whether secondary option X2 forms part of your contract, which would decide if the matter constitutes a compensation event,.
Without option X2, I presume the working hours and times are stated in the Works Information / Scope. If it just refers to 'public or bank holiday' without expressly stating what these days actually are then there is no change. If it does specify actual days then the matter would be a change to the Works Information / Scope, so constitute a CE under clause 60.1 (1).
The 'time bar' issue relates to when you notified the matter, regardless of what response you did or didn't get. I can't comment on this specifically as I am not aware of the particular circumstances and times.
One issue to consider, however, is what difference this actually makes. Whether a worker is entitled to take the day as paid leave would depend upon their contract of employment, which is regulated in England by the Employment Rights Act and working time directive.
This is one of those matters where it would probably be a good idea to discuss the 'different ways of dealing with the CE which are practicable', providing the PM does actually accept this as a CE of course.
I am not sure how your additional public (bank) holiday is formally recognised and whether this constitutes a change in the law and also whether secondary option X2 forms part of your contract, which would decide if the matter constitutes a compensation event,.
Without option X2, I presume the working hours and times are stated in the Works Information / Scope. If it just refers to 'public or bank holiday' without expressly stating what these days actually are then there is no change. If it does specify actual days then the matter would be a change to the Works Information / Scope, so constitute a CE under clause 60.1 (1).
The 'time bar' issue relates to when you notified the matter, regardless of what response you did or didn't get. I can't comment on this specifically as I am not aware of the particular circumstances and times.
One issue to consider, however, is what difference this actually makes. Whether a worker is entitled to take the day as paid leave would depend upon their contract of employment, which is regulated in England by the Employment Rights Act and working time directive.
This is one of those matters where it would probably be a good idea to discuss the 'different ways of dealing with the CE which are practicable', providing the PM does actually accept this as a CE of course.