As we ease into summer and the festive season, you may find an increase in holiday requests coming your way.
Most workers have the statutory right to four weeks of paid leave each calendar year. However, juggling leave requests can be tricky, especially during busy periods and the peak summer holiday season. Manage the process incorrectly and you might not only find yourself short-staffed, but employee morale could also take a hit, leading to a loss of productivity and engagement.
These problems are often exacerbated during the summer months, especially in Australia, where we’re juggling school holidays, the festive season and balmy weather all over an intense six-week period!
So, how do you manage leave requests fairly, while ensure the wheels of business keep smoothly turning?
The solution is to implement a straightforward leave policy and communicate it to all employees. Check in with staff regularly to remind them of the leave policy. This is especially important if you shut down your business over Christmas, or if there are times when no leave is allowed due to business pressure.
Your annual leave policy should include:
- The amount of annual leave staff are entitled to. Remember, this must be a minimum of 4 weeks holiday each year
- Details of how your staff should request annual leave
- The amount of notice you need to approve leave
- The amount of notice you need to approve leave
- What will happen if an employee has annual leave remaining at the end of their contract
- How you will handle a situation where two employees want the same holiday period
- How your company deals with holiday when a staff member is unwell
While your attention will obviously be drawn to those employees who are continually requesting leave, it’s worth noting those employees who aren’t using their leave allocation, too. This can present issues, both from a financial position (if the employee ends their employment and requests financial remuneration for unpaid leave) and from a staff wellbeing perspective – holidays provide vital opportunities to relax and recharge, and come back to work refreshed. Check in with these employees, encourage them to take time for themselves, and keep the lines of communication open.
Of course, there will be times when a leave request will be rejected, or you have to give priority to another member of staff. Again, communication is key. Explain the reasoning for your decision and be clear that this is the final decision, while being understanding and empathetic.
How you manage leave requests as a business is crucial to the efficiency, productivity and engagement of your employees. If you’d like help creating a leave policy, or advice on handling leave requests, please contact your local HR Dept.