As the excitement among children for the six-week summer holiday builds, the enthusiasm may not be shared by parents and employers who are frantically trying to work out the logistics for childcare.
According to research from Direct Line for Business the six-week summer holidays cost home businesses alone £658 million a year. The increase in leave requests creates an annual problem for companies of balancing a happy workforce with meeting the needs of the business.
Simon Diggle, Associate Director at Pierce Chartered Accountants provides his top tips to businesses to efficiently manage staff during the summer.
Length of leave
Employers can allow workers to have three weeks off at any one time, but they will need to ensure enough staff members are available to cover them. If there isn’t, they have the right to refuse the leave-but businesses need to ensure that they are consistent when approving holiday leave. To prevent any disgruntled employees, businesses should have a policy regarding when holidays can be taken and how many people can be off at any one time.
Refusing holiday requests
Although employees have a statutory right to annual leave, the company can dictate when it can be taken. Employers can set the times for when workers take their leave, most commonly at Christmas with some Lancashire businesses still operating a summer shut down. Employers can prevent people taking leave during busy periods.
When childcare arrangements fall through
Sometimes childcare arrangements break down, when they do, employers have a legal right to provide reasonable time off for dependants. This is normally unpaid and would expect to last between one or two days. Employers could suggest the use of annual leave or special leave which the company may allow with pay.
Parents of children aged 16 and under can request flexible working during the summer holidays. This can consist of part-time, flexi-time, compressed hours, staggered hours, working from home or term-time only working.
Employers are obliged to consider this and can only reject the application if there is a good business reason. A new work pattern needs to be agreed, once confirmed, it will permanently change the terms and conditions of the employment.
Does travel delay=pay?
During the busy summer period, travel delays do happen and there are no legal rights for employers to pay for any missed days. The result of this depends on your contract, some businesses may have contractual arrangements in place for this and provide discretionary pay for travel disruption.
Planning is key
Planning ahead during the summer months is the key to business success. If members of your accounts team are off, ensure that invoices are still processed on time to prevent payment delays as this could damage your reputation and credit rating. If the person in charge of payroll is away, organise for someone else to manage it in their absence to guarantee that staff members will be paid on time.