Let’s be honest, even the most ardent England fan didn’t expect to be watching the Three Lions making a second successive attempt at Euro-glory on Sunday.
Suddenly, we face a potential pandemic of illnesses on Monday morning as the nation recovers from an evening of celebrating or (hopefully not) commiserating.
So as an employer, how do you deal with the flurry of last-minute holiday requests and potential absences on the morning after the night before?
We discuss the options below:
- Start with your existing holiday policy: make sure employees are referred to this in the first
instance and communicate the process so any requests are made in good time.
- Keep it fair: If you normally operate a first come first served
basis – stick to that. Avoid a change of processes at this late stage to ensure that no single employee is disadvantaged.
- Do not discriminate: it may seem obvious but its easy to fall foul of this.
Don’t make any assumptions and make sure no particular group is prejudiced.
- Plan now to minimise disruption: You may be able to allow more employees to take
leave than you would normally, with provisions being made that are not too disruptive to the business.
What about the employee who was refused leave, then calls in sick?
- Employers are advised to remind employees about the consequences of unauthorised absences.
- Employees should be following your sickness procedure and reporting requirements and if you suspect a breach, you should carry out a fair and reasonable investigation.
- Do not simply assume all absences will be football-related!
For employers whose polices and procedures are up to date, it shouldn’t be too challenging to manage. If on the other hand you’re now panicking, perhaps its time to take stock and like the England team – get on the ball!
If your policies and documentation need reviewing, contact us to discuss how our team of Employment Solicitors and HR specialists can help you and your business.
