The CIPD reported on why holidays need to be a real break from work. But how many employees actually do take a real break from work? Are you one of those people who can’t switch off from work, even when you are lounging on a sun-kissed beach with an exotic cocktail? Do you reach for your mobile phone to check your emails? Do you take phone calls from clients or does the office constantly badger you with queries whilst you are half way up a mountain?
Many people put pressure on themselves to be “available” during their holiday which can lead to feelings of stress and could impact on health and well-being. In extreme cases, an employee could bring a personal injury claim against their employer. Research has shown taking a complete break from work can help reduce blood pressure, improve sleep and manage stress more effectively. Working hard is important but so is taking time to rest and recuperate. This can lead to a boost in morale, increased energy levels and improved productivity within the workplace.
The Working Time Regulations 1998 provide for all UK workers to have a minimum 28 days’ of paid holiday in a year, although many employers offer over and above this. This is to comply with the provisions of the Health & Safety at Work Act 1974 which safeguards the welfare of employees as far as possible. Failure to take proper regard for this could place undue stress on an employee and this can be classed as a disability under the Equality Act 2010.
Of course your employer can refuse you holiday at certain times of the year and prescribe when you have to take your annual leave however, they should give you two days’ notice for every day they want you to take. Whilst this is not common, employers do refuse holiday at busy times of the year such as during the run-up to Christmas and sometimes stipulate employees should keep some days from their annual allocation to take over the Christmas period.
Any restrictions surrounding holiday should be managed in a fair and non-discrimatory way and should be clearly set out in a policy or handbook. The policy should include details on requesting and approving holiday as well as working expectations for employees during their holiday, such as “we encourage all employees to take a complete break from work and recommend holiday is taken in blocks of one or two weeks, rather than individual days. Employees should put an ‘out of office’ on their emails directing enquiries to another member of staff (agreed in advance). Employees should not respond to emails and telephone calls whilst on annual leave”.
So, next time you take your annual leave, ensure you have a proper handover of your workload, switch on your “out of office” and leave your work mobile at home. You will come back refreshed and raring to go!
For help in drafting an effective holiday policy, please contact Emphasis HR & Training on 01794 874232 or email info@emphasis.uk.com
