Why your team aren’t using their annual leave and what to do about it
Unused annual leave in employees is something that every business encounters. You would think that most people would snap up the chance of paid time off work, but there are many reasons why some employees would rather not take it or end up leaving it until the last minute.
Reasons why your team aren’t booking their holiday
It can create a backlog of work - it almost seems pointless taking time off if it means coming back to a pile of work that hasn’t been done
Not having plans - some people feel it’s not worth booking time off if they don’t have anything planned such as a holiday
Guilt - people feel guilty leaving their team members to cover their workload
Remote work/life boundaries - many people who work remotely often find the work/life boundaries blur, which makes them feel less entitled to disconnect
No role models - a Line Manager who doesn’t model the importance of taking time off means team members are unlikely to
Perfectionism - some team members might believe that no one else can handle their responsibilities
Employees taking their annual leave isn’t just about being entitled to it, it’s also about health and safety. Individuals need downtime in order to rest, recharge and avoid burnout.
As an employer it could also put you at risk of violating the Working Time Regulations if statutory minimum leave isn’t taken within the holiday year.
How you can help:
Lead by example - make sure your staff see Line Managers taking regular annual leave so they know it is ok to take a break
Make policies clear - it’s important to make sure your annual leave policy is clear and easily accessible.
Normalise handovers - you can eliminate the stress of work building up while an employee is away by having a clear handover process
Monitor leave throughout the year - regularly review annual leave balances rather than waiting until the final few months of the year. This can allow Line Managers to have early conversations with employees who are not taking enough time off.
And remember, you can’t pay an employee for annual leave not taken, unless they leave the business or are on long-term sick.
Why annual leave benefits your business
Ensuring your employees take their annual leave can have a positive impact on your business too. Those who take regular breaks are often more productive, engaged and motivated.
Having employees take time away from the business can also help you identify potential issues. If the rest of the team struggles to cope while a certain person is away, this highlights the need for better training and processes or additional support that might be needed.
Encouraging annual leave also sends employees the message that their wellbeing is important to you as a business owner. When people feel supported to switch off and take a proper break, it can improve morale, strengthen retention and contribute to a healthier workplace culture.
Annual leave should never be viewed as a luxury or a reward as it is an important part of maintaining employee wellbeing, performance and engagement. It’s in your best interests to create a workplace culture where taking time off is encouraged and supported in order to prevent burnout.
We are HR Consultants in the south west, so if you need assistance with your annual leave management or would like an expert to cast an eye over your current policies, then we can help.
Get in touch to find out how we can support your business and your people.