Creating and implementing a fair Time-Off policy is not always an easy task. Not only do you have to know all about the laws and regulations that apply to your business surrounding paid time-off, but you are also pressured by your employees to develop a policy that fits their needs and promote a healthy balance between work and life. Of course, you can’t forget about the talent recruiting and retention purposes of your Time-Off policy as well.
Let’s just say, there’s a lot to think about when creating a time-off policy. Let us provide you with a quick look at some of the important points that shouldn’t be overlooked when creating the guidelines for your employees leave policy.
Communicate The Policy Clearly
We know, this may seem obvious, however, many employees don’t truly understand what they are entitled to when it comes to their time-off policy. It is a shame when some of these benefits go to waste due to an improper orientation and inaccessible employee contract or handbook. While some managers may argue that it is the employee’s responsibility to ask, we believe that if businesses truly want their employees to take time off when necessary, they will go through the necessary steps to make sure their staff is properly informed. As you will notice in the next point, encouraging time-off is an important element of an admirable time-off policy.
Are your employees motivated to take a vacation or is there a stronger force holding them back to their desk. A recent study conducted by Project Time-Off shows us that 54% of Americans left unused vacation on the table. There are enough studies that show the benefits for both employees and businesses when a proper work-life balance exists. That’s why it is crucial that employers find a way to encourage their staff to leave the office whether they want to or not. In some cases, companies set minimum time-off quotas, others are more vocal about the importance of taking a break which tends to eliminate the fear of being scrutinized for taking so much time-off. Is an unlimited time-off policy a fit for your company? This type of time-off policy has been a growing trend, perhaps it is an option for you. Regardless of the policy in place, it should be clearly communicated, adopted and finally, it should be easily accessible.
Make Requesting/Tracking Time-Off Easy
Now for our final point, you need to make taking time-off as simple as possible for your employees to be comfortable adopting the new policy. If the policy in question is completely new, you may not have much resistance, however making modifications to a policy or the process can cause some concerns and discomfort. For this reason, and also the fact that taking time-off should be easy. We recommend implementing a system that will allow your staff to easily access their balances and request time-off for example. Not only will this simplify the action for employees, but this will make managing leave an efficient process for your managers as well.
2016 Attendance Infographic
We have collected some data from our Time-Off module to allow you to discover some of the trends in North America and Europe.
We hope that a look at this infographic will help you shine a light on some of the more detailed questions you may have about allowances, renewal plans, days off, etc. Remember that your time-off policy is one of the most valued benefits of your employees, therefore you want to make sure you have created a fair policy that they will love and will also keep your company afloat.
Still not sure if this is helping? Find more details in our very own PTO Policy Guide.
Leave and Time-Off Policy Template
We know that putting all this in writing can be very time-consuming. So, we’ve created a simple template to help you group the different guidelines of your new time-off policy. This template is yours to download and add to your company handbook.
*This template provides a general example of a leave and time off policy to help you manage your human resources. It is meant to be adapted to match your specific business needs and regulations.