Regardless of the position required, or the area under the CLT regime, vacations are a long-awaited period for employees of all companies and a benefit guaranteed by Consolidation of Labor Laws (CLT) and the current Federal Constitution. Holidays are not only a law and a duty that companies owe their employees, but also a very important benefit for employees to rest, spend more time with their families, with friends and have a return to work with more energy, motivation and joy.
To ensure that all employees are aware of how vacations work, it is important to have an excellent vacation policy within the company. We have separated some very important tips for companies to be in. laws and for employees to understand what needs to be done.
How to set up a vacation policy?
1 – What does the law establish for employees?
The CLT (Consolidation of Labor Laws) determines that every employee has the right to paid annual leave. The 1988 Federal Constitution ensures the same right and still provides that the worker must receive a third more than his usual salary. What does the labor reform, approved by the Senate in July 2017, change is the possibility of dividing the holidays into three periods.
2 – How to determine the vacation period?
The company must have an internal policy with this rule defined independently of the employee’s will or agreement. UK residents law says it can separate you your vacation period on a maximum of two different dates provided that each not less than 10 (ten) days. Make it clear whether your company follows or not is a guideline and, if not, tell us what the standard is.
3 – What is the advance to inform the vacation period?
In our country, the employee must complete 1 year (12 months) of employment with the company. The law also states that the employee must request vacation at least 30 (thirty) days in advance. Again, it is important that the company make these rules clear to employees so they can program in advance.
4 – What are the criteria for holiday approval?
For employees to have their vacations approved, the company needs to make it very clear what the rules are. For example, who has a person who can replace the worker’s activities while the employee is on vacation. Or define a type of document that ensures that in the absence of a specific employee, no information or process goes unnoticed.
5 – Vacation worksheet
The company must create a spreadsheet to keep track of requests received on vacation and also to have control over the period when employees are on vacation. Keeping the spreadsheet well updated is essential for all employees of a company to be able to program themselves. In this way, no sector and no employee will be harmed.
Download a free Holiday Control Worksheet! And organize your company’s vacation policy 😉
Finally, after defining these vacation policies, it’s time to make a publication. One of the options is to fix them in a place where all employees have access. In addition, if there is an integration manual, vacation policies must be included in it. Described in a clear and concise way so that everyone has knowledge.
HR Consultant UK has the complete solution for calculating, scheduling and controlling your employees’ vacations! Talk to an expert 😉
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