Hi all – it’s been a while but as we are all starting to feel more positive on the return to the new normal I thought I ought to write to remind you of the requirements with regards to annual leave requests. So here goes…
Remember Employees are entitled to a minimum of 5.6 working weeks paid annual leave each year. This works out as 28 days for those who work a 5-day week. What this entitlement means is that you must give employees the opportunity to take this amount of annual leave per year as a minimum.
In light of the Government’s roadmap, an increasing number of employees may wish to book holidays around the same time. England’s roadmap reads that, if coronavirus data proves favourable, all restrictions will be lifted in the country no earlier than 21 June 2021. It’s likely that most annual leave bookings may fall towards this period.
As an employer you have flexibility to refuse annual leave requests. You may also decide when leave can or cannot be taken, and how it is taken. With that in mind, you may let your employees reserve their annual leave until the summer months. This will mean you will need to think carefully about how your business needs will be prioritised.
So how should you manage leave requests?
For you obviously ensuring that the needs of the business are take care of will be your priority but you also have a duty of care towards safeguarding employees’ health and safety. As you know iover lockdown one of the main issues which has reared its head with significant frequency is mental health. For this reason, many employers feel inclined to grant leave requests at a time when relaxation and enjoyment is somewhat guaranteed.
Thinking about the needs of the business you’ll need to consider how an employee’s workload will be managed and how you best manage multiple requests around the same time?
Use your HR manager or adviser to assess the situation on a case-by-case basis to determine whether leave can be taken at any given time and by any number of people at once.
Surprisingly contrary to popular belief, staff do not have a right to take annual leave whenever they wish. They must request leave, and by implication that means an employer has the right to turn down that request. You also have the ability to enforce take-up of annual leave. It is worth noting though if you do implement enforced leave you absolutely must give your Team double the length of the amount enforced leave in notice. E.G You want your staff member to take 3 set days leave so you need to give them 6 days’ notice in advance of this leave start date.
So what about carrying forward holiday in to next year?
Even if you as the Boss enforce annual leave, you might find that your team may not be able to take all their leave in the year in which it is accrued.
Under normal circumstances, at least 4 weeks of the 5.6 weeks leave entitlement must be taken in the year it is accrued. But because Covid 19 has impacted the business world so severely and also our team members the Government has passed emergency legislation allowing employees to carry-over 4 weeks of leave that could not usually be carried over. It is worth noting that this is only the case if it is not reasonably practicable to be taken in the current leave year.
It is important to encourage your team members to take their leave in the year that they accrue it.
So what conclusion should we draw?
Employers will need to think carefully about how they manage annual leave as coronavirus restrictions are eased across the UK. It’s important that employers keep their business needs in mind, but it’s also important to consider that annual leave requests may need to be granted in order to relieve an employee’s stress and help them with any mental health issues they may be facing.
If you have any questions or need any support please don’t hesitate to contact us at info@flex-consultancy.co.uk or on 01626 268968
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