5 ways to manage summer holiday requests

Don’t want to have an empty workplace this summer? Read our 5 ways to manage summer holiday requests.

BrightHR Team

Your staff will probably want time off this summer. They might decide to book a week abroad or spend time at home with their kids. Whatever their plans, it’s important that you’re able to manage holiday requests for summer and still keep your business ticking over.

Follow our 5 ways to manage summer holiday requests to keep you and your staff happy.

  1. Make an annual leave policy

You should put together an annual leave policy if you haven’t got one already. This should tell your staff what they need to know about requesting time off.

It should cover:

  • How staff apply for time off.
  • The amount of notice staff need to give you.
  • What you’ll do if two employees want the same time off.
  • The maximum amount of leave an employee can take in one go.

Make sure your staff have a copy of your annual leave policy or know where to find one.

  1. Manage multiple holiday requests

Think about how you’ll handle a situation where two employees want the same time off.

You might decide to prioritise the employee that requested annual leave first. To make sure the same people don’t always get the main summer weeks off, consider a rotating system.

List all of your employees and let those at the top request holidays first. Next year, let the people at the bottom choose first. This will give everyone a chance to get the days off that they want—and reduce any headache for you.

  1. Be flexible with parents

The summer holidays can be stressful for working parents. But you can make this time easier by letting your staff work flexibly.

You might let them start work later or finish early. You could even let staff work from home if it makes sense for your business.

Being flexible with workers will show them you care about their work-life balance and improve your staff retention.   

  1. Refuse a holiday request the right way

You might need to refuse a holiday request if someone’s already booked annual leave or it’s a busy time for your business.

If you have to, give your employee the same amount of notice as the time off they requested. For example, if they requested a week off, you should give them a week’s notice.

Explain to them why you can’t let them have the holiday and encourage them to use their leave at another time.

  1. Get HR software to take the pressure off you

Still managing staff holidays by hand? This takes up a lot of time and leaves you open to making mistakes. But it doesn’t have to be so difficult.

With BrightHR, your employee can request a holiday and you can sign it off in seconds—wherever you are.

Not only that, but BrightHR will flag any holiday clashes so you won’t ever turn up to an empty workplace.

Use the free app to view your team’s calendar, so you always know who’s off and when. And get BrightHR to automatically calculate your staff’s holiday entitlement.

 

Need help creating an annual leave policy? Check out our blog on how to put together an annual leave policy or visit our download centre for our free template.

Request a free demo today to see just how easy it is to manage staff holidays with BrightHR.

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If you are an existing customer or one of their employees please call 0800 783 2806 or email support@brighthr.com