Nearly 70% of HR professionals find managing holidays one of their top challenges. This blog offers a comprehensive look at these problems.
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Startups often face challenges such as limited HR resources and lack of automated systems for tracking different types of leave, like sick leave, parental leave, or unpaid time off. This can lead to inaccuracies in tracking, potential legal non-compliance, and difficulties in managing workforce availability and planning.
The handling of carry-over holiday entitlements should align with the company's policy and legal requirements. In the UK, employees are allowed to carry over leave into the next year only if they've been unable to take it due to being on maternity leave or sick leave. Companies need clear policies outlining when and how much leave can be carried over to avoid confusion and ensure fairness.
Yes, there are various HR software tools designed to help manage time-off requests. These tools can automate calculations for holiday entitlements, track different types of leave, and provide a clear overview of staff availability. Utilising such tools can save time, reduce errors, and ensure compliance with legal requirements, making them a valuable asset for startups and SMBs.
Calculating holiday entitlement for part-time employees in the UK involves prorating their annual leave based on the number of days or hours they work. For instance, if a full-time employee is entitled to 28 days of leave (including public holidays), a part-time employee working three days a week would be entitled to 16.8 days of leave (3/5 of 28 days). It's crucial to ensure this calculation is in line with the Working Time Regulations 1998.