As the well-known tune goes, although for different holidays (Christmas), employee’s holidays are soon to be coming in their droves due to the summer school holidays.
This is when the Policies & Procedures you have in place to manage employee holidays becomes extremely valuable.
Everybody is entitled to a holiday, which is covered legally by the Working Time Directive, which stipulates that a full-time employee is entitled to 28 days holiday per annum pro-rata (Including Bank Holidays). This is accrued from day one of employment.
Failure to pay when either employed or once they have left employment is classed as ‘un-authorised deduction of wages’ and is an area that is common for former employees to take their employer to an Employment Tribunal. This can be done from day one of employment if somebody is owed monies regardless of length of service.
Policies & Procedures:
Companies should have a clear set policy for employees to use that states what the minimum notice is for applying for holiday and what needs to be completed for this to be accepted. An employee’s holiday is their legal right as explained prior but it should be noted that it is a request when they request their holiday and not a definite as business demands take precedence. However employers should also remember that it is in their business interests to ensure holiday as requested is granted, so as to ensure an employee uses their yearly entitlement up and also for the moral of the team.
A clear holiday form should be used that sets the standard clearly and should be granted on a first come, first served basis dependent on company needs with two copies of the form produced, one for the employee & one for the employer and their files. Both should be signed with the required authorisation to confirm it has been agreed.
Matthew from Consensus HR states “In my time within operations and HR, I have worked for quite a few businesses where the holiday procedure is not clear and has had to be amended due to people booking their holidays with the holiday company prior to having authorisation from their employer. Employees need to be aware that a booking for a holiday should not be made until their holiday at work has been authorised as if the holiday cannot be authorised they could lose out financially.
Our last blog titled ‘The Temperatures Are Rising!’ explains the legalities in relation to heat in the workplace.
If you wish to discuss your companies current Holiday Policy & how best to manage holiday requests going forward, contact us now by telephone – 01462 621243 or fill in our Contact Form.