At a certain point in your career, you might find yourself at the head of a company. You’re in control now, and the success of your business is up to you. At the same time, however, you’ll be facing a lot of responsibilities if you reach this level of power. You will, for instance, be in charge of a group of employees. Believe it or not, one of the biggest issues an employer will face with workers is sorting out time off. There are a few mistakes that can make what should be a simple task an absolute nightmare. Let’s look at the solutions to problems employers often create for themselves.
Make Holiday Requests Clear
The first thing you should do is make sure that holiday requests are clear. This means that you should present employees with a suitable deadline to ask for holidays before they simply sign off for a couple of weeks. If you don’t do this, you’re going to get employees requesting holidays at short notice. This could lead to difficulties in your business, particularly if they are in a key position. You will probably also find that at some point you will say no to time off requests. This is only to be expected. Particularly, if your business faces a busy period and you need all hands on deck.
Stay On The Right Side Of The Law
Could you run into legal problems when employees need time off? Well, it depends what their request is based on. There’s very little regulation on holidays. Except, that employees must be granted the holiday time they have in their contract. But, what about taking time off work for other reasons such as maternity leave or terms of bereavement. Bereavement leave entitlement is quite tricky and complex. You need to know exactly who can request this time off, whether it needs to be paid and how long they can take. If you deny their request, and they are entitled to take this time, you could face a lawsuit in the future. A lawsuit that they will likely win if you are in breach of regulations. Speak to a legal advisor about this and make sure you’re on the same page.
Shift Switching is common practice in almost every business, worldwide. It’s particularly common in businesses where employees have overnight shifts. If you’re running an office with employee shift, be careful with allowing shift switching. It may seem harmless and if the jobs done by someone there should be no problem. At the same time, though, it opens the possibility of people being forced to switch their shifts. Or, others working longer hours without breaking than they should be. Both of these issues can cause problems in your business. Imagine, if a health and safety manager was on for twelve hours rather than six due to a shift switch. They might not be alert and miss a hazard in your business that causes an incident.
Lastly, do remember to get proper protection for your business when dealing with employee absences. It’s recommended that you, at least, get key individual insurance. By doing this, your business will be protected if you lose someone who is key to running your company. Make sure there are no hazards that could risk the health of your employees. You can check your duty of care guidelines by contacting an employment law specialist. They will be able to advise you on how far your responsibility stretches.