The importance of annual leave

By law, every employee in the UK has a basic entitlement of 5.6 weeks annual leave: that’s 28 days for full-time workers (and pro-rata for part-time employees).

There’s a good reason why the law is in place.

Breaks from work are essential for reducing stress, preventing burnout, and maintaining well-being. 

However, a recent report by Access People HR shows that charity workers aren’t taking their full entitlement.

The report shows that the average number of annual leave days taken by charity workers has dropped 4% in the last two years, from an average of 43.2 to 41.5 days per year.

This is despite the average allowance in the sector rising by 11% from 37.2 to 41.4 days.

Why aren’t charity workers using their leave?

The report attributes the dip in leave to the cost-of-living crisis.

For one thing, demand for services has risen dramatically. A study by Pro Bono Economics (PBE) found that 79% of charities have seen a surge in demand for financial, mental, and emotional support.

But while the need for services is greater than ever, resources and funds are in short supply.

According to Nationwide, six in ten Brits have cancelled or cut down on charitable giving since the crisis began.

As a result, charities are stretched. They’re having to adjust to rising costs, while donor income is squeezed.

And the situation is compounded by staff shortages.

The PBE study reveals that 54% of charities have vacancies to fill but 83% are finding it difficult to recruit.

The impact on leave

The challenges of the cost-of-living crisis mean charity staff are working longer hours and managing ever-increasing workloads.

As a result, staff feel leave is either not a priority, or not an option.

Advice

Under the Health and Safety at Work Act 1974, employers have a legal obligation to ensure the health of employees in the workplace. This includes taking the necessary steps to ensure employees don’t suffer from stress-related illness because of their work.

With no end to the cost-of-living crisis in sight, what can you do to ensure your staff de-stress and take time out for precious R&R?

Here are a few tips:

Send balance reminders

Send employees a monthly reminder of their remaining entitlement and highlight the importance of taking time for rest and recuperation.

Be flexible

Be flexible with leave requests. Sometimes, employees may need to take leave at short notice. Try to accommodate them where possible. And encourage them to take breaks throughout the year, even if it’s a day or two. 

Both gestures will show them you value their well-being.

Reduce the rollover limit

Limit the number of days that can be rolled over to the following year. A “use it or lose it” policy can prevent employees from hoarding leave and potentially burning out.

Introduce wellbeing days

Allocate employees two or three ‘wellbeing days’ a year. No questions asked. No notice required.

The odd day off for self-care can be a quick way to reset and stave off burnout.

Encourage staff to switch off

If employees spend their downtime responding to emails, it’s not downtime, is it?

When a member of staff books in leave, remind them of the importance of switching off.

Granted, it can be challenging to switch off completely when smartphones and tablets keep us connected 24/7. But suggest they set some ground rules. For example, limit check-ins to 30 minutes, once a day.

Organise cover

Assure employees that there are systems in place to ensure their work gets done.

Whoever is covering needs to be up-to-speed on current projects and have all the relevant documents in advance.

The last thing any employee wants is to feel overwhelmed and stressed as they step out of the office for a dream holiday.  

Create a buffer policy

Nothing kills the holiday vibe quicker than returning to an overflowing inbox or back-to-back meetings. Create a ‘buffer policy’ where time is allocated for employees to catch up and get on top of their admin. During this time, there are no meetings, deadlines, or new projects. This will prevent stress levels from returning on day one.

Lead by example

Finally, it’s important to lead by example. If you’re encouraging your people to take time off, but you haven’t had a day off since 2015, how can you expect to be taken seriously?

Not only does this send a conflicting message, it reinforces an ‘always on’ culture.

Need an extra fundraising bod to help you manage your workload? We can help. Give us a call on 0203 750 3111 or email info@bamboofundraising.co.uk to find out how.