Travelling over the summer holidays

With children off school, employees are usually more eager to spend time with loved ones over the summer holidays and often travel to make the most of the allotted time off school. For employers, this can present unique challenges with managing schedules, maintaining productivity and accommodating time-off requests. Balancing these needs effectively not only helps the business run smoothly but it also enhances employee morale by demonstrating respect for their work-life balance.

We take a look at the essential employment law considerations for holiday travel and share practical tips on creating flexible, fair policies that meet both operational needs and employees’ desires for holiday time off.

Flexible/remote working options

During the summer holidays, allowing remote working can be a valuable tool to accommodate employees who may need or want to travel without using their whole leave entitlement.

By offering remote or flexible working options (where applicable), employees will be able to travel domestically to work from their holiday location when feasible. This flexibility enables employees to be with family, while still contributing to business needs. While this is an option, it is a perk and employers should therefore set clear expectations within remote work policies to ensure they are well-defined, with guidelines on communication, productivity, and hours. This ensures that employees can enjoy their travel plans without compromising work quality or deadlines.

If employees are working remotely from different locations, ensure they have secure access to company systems, especially if they will be accessing sensitive information. Virtual private networks (VPNs) and multi-factor authentication can help maintain security. Read more about remote working security here.

Support employees facing unpredictable travel issues

The holidays are often plagued by unpredictable travel issues such as flight delays and heightened travel demand. When unforeseen events leave an employee stranded, it can create challenges for both parties. Employers must balance the need to maintain operations with fairness and respect for employee rights. If delays are beyond the employee’s control and they’ve communicated promptly, taking disciplinary action may be seen as excessive and unreasonable.

Employees are, however, expected to plan for foreseeable disruptions, such as strikes, public holidays or other pre-announced delays. Employers should not be left short-staffed in such cases, as these situations can often be avoided with adequate preparation. Stranded employees should strive to minimise disruption to their work obligations wherever possible.

In cases of unavoidable delays, employers should explore practical alternatives to disciplinary measures. Remote working, using annual leave, making up lost time, or agreeing on unpaid leave are all viable options. Taking a flexible and empathetic approach helps maintain a positive working environment while ensuring employment contracts are respected.

Balancing business needs

Ultimately, the goal is to maintain productivity while supporting employees’ desire to spend time with family or friends over the holidays. When employers take a flexible, empathetic approach, employees often feel more satisfied and engaged, contributing to a positive workplace culture.

The holidays should be a time of joy, not stress. By adopting flexible policies around holiday travel, employers show that they value and support their employees’ work-life balance. Encouraging early planning, offering remote work or flexible schedules, and remaining open to adjustments helps employees enjoy the season while keeping operations running smoothly.

With a balanced approach that combines flexibility, clear communication, and empathy, employers can create a holiday policy that strengthens team morale, reduces stress, and ultimately supports a thriving, inclusive workplace.