It is important for staff to take their holiday entitlement and at a recent review meeting it was picked up that there were three employees, within a clients company, who didn’t take much of their holiday entitlement for 2017, this impacts on the statutory provisions.
There is a requirement of annual leave of 5.6 weeks – 28 days, which includes public holidays. There is also a requirement for employees to take this leave, and for the employer to ensure that they do. The provisions are established from a Health & Safety prospective, ensuring rest and relaxation for the individual away from the working environment.
With a review of untaken leave, focus was placed on any leave that was less than 20 days, three cases had been highlighted
– 16 days undertaken, 9 of which is below statutory
– 17.5 days untaken, 12.5 of which is below statutory
– 7 days untaken, 3 of which is below statutory
The main concern would be for the employee who has only taken 7.5 days off in the year. It is appreciated that it is often difficult to have this discussion, however, there are risks for both the employees health, and for the business.
In this particular case, the employee, when he takes leave, will adjust his days of working, and therefore may have the weeks off, however, this is compounded with additional working time either side. This continues the risk of his allocation of leave
The recommendation is that when you have any of your normal manager/employee meetings, that there is a discussion relating to the plans for leave during this year. We can then plan for the cover of the work to enable the leave to be taken without fear of work not being covered, or teams being left during the absence.