Annual leave calculations and management can be tricky at the best of times, but with the added challenge of the new rules around being able to direct employees to take leave can be tough for employers to navigate.
Usually, when following best practice leave management, you would expect employees to have taken the bulk of their accruals by the end of the year. Doing so ensures employees have adequate breaks from work to avoid burnout and helps to keep staffing levels on an even keel.
What you may find is that staff have the bulk of their leave allowance remaining and are contemplating if and how they can spend it over the festive period. Of course, you will also have plans for your business over Christmas. You may also have questions yourself on staffing your business.
Save time with holiday management processes
If you find that employee questions regarding leave are starting to pile up, make your life easier by having one central point of knowledge: such as a company leave policy which includes rules on taking annual leave.
An up-to-date and well communicated leave policy can inform employees on important points such as: how to request leave, when leave can be taken, rules regarding unused leave and so on.
Another useful step to streamline your leave management is to use HR software specifically designed to automate the process. This leaves you with more time to find answers to some of the more complex queries that can arise.
Check your plans are compliant
The plans you have for your business over Christmas will be subject to specific employment law. So, it’s vital to ensure you are well informed in order to remain compliant.
If you want to temporarily close your business
You can direct your staff to take annual leave during the business shutdown period only if their awards or registered agreements allow it. If no award or agreement applies, you can only direct your employees to take annual leave if the direction is reasonable.
Most awards have rules about how and when you can direct your employees to take annual leave. In most cases, the direction to take annual leave during a shutdown must be reasonable, in writing, and given to affected employees within the required notice period.
Each award and agreement is different, so you should check yours to make sure before you give your employees any directions to use annual leave.
This can be complex so get in touch if you need advice on this.
If you expect to be open but quiet
If you foresee not having enough work for employees, but want to keep your business open, consider speaking with staff about changing their working hours to suit business needs. Remember that you will need to consult with them about these changes.
If you want to have staff on call, be sure to understand your legislative requirements and any applicable award penalty rates.
Follow a fair and legal process
Whatever your needs are for staffing your business this festive season, it is important that you and your managers follow a fair and legal process.
Please contact your local HR Dept if you need advice on staffing your business over the holiday season.
