5 things to remember about annual leave
Managing staff isn’t just about what happens at work; it’s also about managing holidays.
As an employer, you’re responsible for keeping accurate up-to-date PAYE and employment records for that much-deserved time off.
Annual holiday entitlement does not expire; staff are entitled to their holidays until they take them. Only one week’s leave per year may be cashed up and only with your consent.
Businesses need to be reasonable in considering requests; you can’t unreasonably refuse an employee who wants to take annual leave.
However, employers can decline unpaid leave requests or advance holiday requests.
You can only require an employee to take a holiday if you can’t agree on when leave should be taken. In this event, staff need 14 days’ notice.
A business can’t make an employee take their annual holiday in advance, except when the company has an annual closedown.
It's helpful to systematise processes for managing leave. Maintain an annual leave planner within the business to record all leave taken and planned by team members. Various online formats are available, but an old-school wall planner can be as effective as any. Employment Agreements should set out all leave entitlements and any conditions that apply. In addition, when new staff join the team, provide them with a team handbook including information about leave entitlements.
Run into questions, let us know if we can help.
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