{"id":319,"date":"2018-03-06T11:13:35","date_gmt":"2018-03-06T11:13:35","guid":{"rendered":"https:\/\/blogsource.theholidaytracker.co.uk\/?p=319"},"modified":"2018-04-04T09:18:30","modified_gmt":"2018-04-04T09:18:30","slug":"great-bank-holiday-staff-shortage","status":"publish","type":"post","link":"https:\/\/theholidaytracke-4xhy3odrd6.live-website.com\/2018\/03\/06\/great-bank-holiday-staff-shortage\/","title":{"rendered":"The Great Bank Holiday Staff Shortage!"},"content":{"rendered":"

\"The<\/p>\n

It\u2019s easy to forget, as we endure the remnants of the winter weather, that Easter is fast approaching. And in the world of Holiday Tracking, that means one thing: lots of holiday-savvy employees are going to try to book 16 days\u2019 holiday for the price of 8!<\/p>\n

\"\"<\/p>\n

Mixed in amongst these people, you\u2019ve probably got parents trying to balance child care and taking holidays to spend time with their kids over the Easter period. That\u2019s a lot of people looking to take holidays, but you\u2019ve still got a business to run, right?!<\/p>\n

So let\u2019s take a look at three things you should be doing to ensure you don\u2019t end up in an egg-streme situation this Easter. Sorry.<\/p>\n

Have a Robust Entitlement Policy and Communicate It<\/h2>\n

At times like this it\u2019s not always possible for everyone who wants the day off to have it. This is where a considered and well communicated policy can help you mediate the situation. Making your position clear in advance should ensure everyone knows the situation and leaves less room for argument.<\/p>\n

A first-come first-served holiday request process is the easiest to implement and can be easily orchestrated using an online service such as The Holiday Tracker<\/a>. By improving visibility of who\u2019s on holiday when, your employees can check to see who else has booked holidays before trying to book their own.<\/p>\n

Plan Accordingly<\/h2>\n

You hopefully won\u2019t be left without enough cover, but at these times of year, you will no doubt have the most amount of staff off at the same time.\u00a0 Make sure each team is aware who\u2019s off and that they have a suitable plan in place to cover any responsibilities that can\u2019t wait until the absent team members return.<\/p>\n

Know Your Legislative Rights<\/h2>\n

What if you\u2019re not planning on closing on bank holidays? Employees do not have a statutory right to take bank holidays off. As long as it\u2019s stipulated in the employee\u2019s contract, you can require them to work if needed. Also you\u2019re not required to pay overtime for working on a bank holiday. You can choose to if you want to, but either way, it should be stated in their contract of employment.<\/p>\n

Part-time workers are entitled to the same terms as the rest of your employees, but on a pro-rata basis. So if an employee works 4 day weeks, then they\u2019re working 80% of a normal week, so they\u2019re entitled to 80% of the bank holidays. This can be tricky to work out if employees change working patterns throughout the year – The Holiday Tracker works this out automatically for you, taking into account an employee\u2019s start date, work patterns and even termination date when they leave.<\/p>\n

You can include bank holidays as part of an employee\u2019s statutory annual leave (28 days for full-time employees in the UK), or you can count them as additional holidays if you want to. At the risk of sounding like a broken record: make sure it\u2019s documented in their contract either way.<\/p>\n

For more details, checkout the Gov.UK article on holiday entitlement: https:\/\/www.gov.uk\/holiday-entitlement-rights<\/a><\/p>\n

In Conclusion<\/h2>\n

Make sure you\u2019ve thought about how your business is going to handle these situations, that it\u2019s documented in a policy or your employment contracts, and that it\u2019s communicated properly.<\/p>\n

Enjoy your Easter weekend.<\/p>\n","protected":false},"excerpt":{"rendered":"

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