Never before has time off and work life balance been so important than in the current climate!
Whether you are a business owner or a staff member getting your head around working time and leave entitlement has never been so important. I was always taught that there are two things you never mess people around and they were pay and time off. To do so results in serious damage to staff loyalty, breeds distrust and causes conflict.
Staff members are by law entitled to various things under employment law such as annual leave, overtime and the like and so they should be. As a business owner you not only have a moral obligation to this but you have a legal obligation so this area of business management cannot be ignored. As someone who manages a busy team I for one appreciate how important this subject is.
Many business owners see this subject as time consuming and hard to manage but it does not have to be. By following the few steps below you can learn what is required by law and implement a process to manage it therefore protecting you from legal action and maintaining a good relationship with your team.
Step 1 – Personal Development
The first step in this process is to learn about the law and what is required of you as a business owner and employer. If you do not have a basic understanding of this and you manage working time and holiday yourself within your business you will leave yourself open to civil claims if you do not get this right.
It might be that you outsource your HR services to a third party which is fine but you still need to understand that basics as you will need this to budget. There is also the added factor of needing to know what is needed when selecting your HR provider so you know you are selecting one that will be able to satisfy your requirements.
To help you get this basic knowledge you could complete our CPD accredited online course.
Step 2 – Understanding Your Needs
Having learned the legal side of things you need to look at your business model and work out how the law impacts on your recruitment and operations. For example do you need to set a minimum staffing level so that your business can operate if more than one staff member wants the same days off? If you do need to set such a limit it needs to be written into conditions of employment etc.
You will need to have a clearly defined plan!
Step 3 – Implementation
You know the law. You know the needs of your business. Now it is time to implement things.
My time in the police taught me one thing that is equally applicable in business where civil litigation is concerned, “if it isn’t written down it didn’t happen”. You would do well to remember this!
Verbal agreements, paper records and other similar methods sadly leave you open to exposure.
I recommend that you utilise purpose built software to manage your working hours and holidays as it is an official record that documents a staff members holiday entitlement, what holiday has been take, what holiday is owed and more.
Here at SME Business Concierge we love the software package provided by myhrpal. We love this software that much that we have partnered with them to provide the answer to your needs.
This amazing product can be yours for a low monthly payment with no contract!
To find out more about this software and to arrange a FREE demonstration please click below.
Thank you for reading.