COVID-19 has thrown many curveballs for businesses of every size and industry across the United Kingdom. Employers are finding themselves in situations that they could never have expected and faced with challenges that nobody saw coming. However, life must go on and business owners are forced to find creative solutions to overcome these challenges and ensure the continued growth of their businesses.
One of the most common challenges facing employers right now is related to annual leave. Of course, many employees across the country have been placed on furlough for some time in 2020 and many are still on furlough today. However, this doesn’t mean that they are not entitled to annual leave, or that their employee rights no longer apply.
So, employers who have had to place employees on furlough are now trying to figure out how to manage annual leave for those employees in a way which is fair to their staff without being detrimental to their business. Thankfully, help is at hand. In this blog post, we share top tips for employers who find themselves navigating these murky waters and help you to take a strategic approach that’s in everyone’s interest.
Thankfully, help is at hand. These top tips for employers who find themselves navigating these murky waters will help you to take a strategic approach that’s in everyone’s interest.
Review Existing Policy
The first thing you need to do when figuring out how you’re going to manage your employee annual leave is to review your existing annual leave policy. Most businesses will have standard annual leave policies that don’t vary all that much from business to business. However, there are some things in your policy that you may want to change temporarily.
For example, many businesses state in that policy that annual leave cannot be carried from one year to another. However, the rules in relation to the carry over of annual leave have been temporarily relaxed to deal with the coronavirus disruption. Many employees have not been able to take their annual leave and will likely not be able to do so in the months to come and so you should review and update this element of your policy in light of these relaxed rules.
The second step in this process is to ensure that you communicate any and all changes to your existing annual leave policy with all employees. If you are making changes to the policy, it is essential that you share these changes with staff.
Simply sending a company-wide email may not be sufficient in this case, as it’s very likely that the email could get lost amongst many other emails in the employee’s inbox. A better option would be to distribute the updated policy via an online employee portal such as BrightPay Connect. With Connect’s self-service portal and app, employees can access important documents anywhere, anytime, and receive instant notifications on their smartphone or tablet when a new document has been made available to them.
If you think that employees will have a lot of questions regarding the changes to the existing policy, it would be in your best interest to hold a meeting either online or in person, where employees have the opportunity to ask questions and you can give detailed explanations so that everyone is on the same page.
Be As Flexible As Possible
Finally, human resources managers or line managers who are dealing with incoming annual leave requests should at all times strive to be as flexible and facilitating as possible. These are very unusual and utterly unprecedented circumstances that we find ourselves in. You may have employees with underlying conditions, with children but no access to childcare etc. whose ability to take holiday time is compromised through no fault of their own.
Therefore, it is in the best interest of your employees and your business to try where possible to accommodate the needs of your employees when it comes to annual leave until the public health status has improved.
BrightPay Connect is an optional cloud portal add-on to our multi-award winning payroll software. With Connect, employers can take advantage of the latest in cloud automation technologies and employee self-service. Connect boasts industry-leading features in both payroll and human resources to create a holistic cloud portal that actually works for your business.
With BrightPay Connect, managing annual leave is simple, and it’s even more beneficial during COVID-19 as employees are working from home more than ever before. Connect allows employees to request annual leave straight from an employee app on their smartphone or tablet. The request instantly appears in the Connect dashboard of the relevant manager.
The manager can then check if other employees are on leave during the requested dates via a company calendar, which is also accessible on their online dashboard. Then, they can approve or reject the request and the employee is instantly notified on their app. Furthermore, a time-stamped log of all requests, approvals and rejections is kept in the cloud for future reference. This is ideal when multiple users are managing annual leave remotely.
If your business is struggling with annual leave management because of COVID-19, then why not get in touch with us today? Book your free BrightPay Connect demo where a member of our BrightPay Connect team of experts will be happy to assist you. We will walk you through the various features of BrightPay Connect and explain in detail how these features can make annual leave management easier than ever before.