Managing employee absence over peak periods

No matter how much you plan ahead for public holidays or peak periods, it can still become a juggling act when managing employee absences during these crucial times for your business. At a time where holiday requests are at their highest, keeping track of any non-genuine absence can make things more difficult for employers.

What can be done regarding non-genuine absences?

Carry out return-to-work interviews to investigate the situation and verify the legitimacy of time off. To avoid non-genuine absences, offer employees flexibility where possible, such as shift swaps or remote work.

Apply absence policies fairly and uniformly to avoid potential claims under the Equality Act 2010. Finally, review post-holiday absence patterns to refine policies, ensuring they continue to meet the needs of your business and remain both fair and legally compliant.

How can employee absences be balanced with business operational needs?

Balancing absences with business demands during the holidays requires early planning and flexibility. Start by identifying critical periods and communicating these to employees early on so that holiday requests can be staggered. Where possible, cross-train team members so that essential duties are covered by multiple people or consider hiring temporary staff for additional support.

What should employers do if an employee calls in sick on peak holiday days?

Follow your absence management policy fairly and consistently. This may include requesting documentation like a fit note, or conducting return-to-work interviews or health assessments which can be useful to support employees’ health and wellbeing, as well as ensuring time off was necessary.

Can employers implement a “no holiday” policy during the busiest times of the year?

Yes, some businesses implement blackout periods, especially in retail or service sectors. However, this should ideally be included in your holiday policy and communicated to employees well in advance. Consider offering alternative time off, such as encouraging employees to take holiday before or after peak times to avoid burnout.

By planning early, promoting flexibility, and applying absence policies fairly, employers can meet both operational needs and employee expectations. If you require any further assistance with reviewing your policies, then please do not hesitate to reach out to a member of our team today.