It will soon be holiday time!

On returning to work in the New Year, many will be reaching for the travel brochures to plan their next holiday getaway. Now would be a good time to ensure that your employees’ (or your own) holiday entitlement has been correctly calculated, especially as many employees’ entitlement may need to be increased due to a change in the minimum holiday entitlement, which takes effect later this year.
The current minimum statutory holiday entitlement is 4.8 weeks (24 days per annum for an employee working a normal 5 day week). This entitlement has applied since 1 October 2007 and is inclusive of Statutory Bank Holidays.
A further increase in entitlement from 4.8 weeks to 5.6 weeks (28 days per annum) applies from 1 April 2009.
Where the holiday year end is not 31 March, then employers must pro-rate the entitlement.
For example for an employee working a normal 5 day week with a year end of 31 December 2009 then their minimum holiday entitlement would be:
3 months x 4.8 weeks = 69 months x 5.6 weeks = 21
Total entitlement 27 days

This can be a challenge when calculating entitlement for part-timers.

Motivating Staff in a Downturn

Typically February has been seen as the worst working month in the year. Budgets are being decided or slashed as the case maybe and the start of the new financial year seems and age away.

Add to that the constant headlines and broadcasts about recession and motivating and engaging staff becomes difficult. Driving the line managers to deliver against a background of constant change and managing the associated employment law compliance is a real challenge.

There are common barriers to productivity - here are some of our suggestions and solutions:

1. Uncertainty and ambiguity - be as clear as you can with all your team, employees and contractors about what the future holds.


2. Pessimism - encourage optimism amongst your team.


3. Performance - increasing the performance targets is crucial however setting unattainable goals could lead to sickness absence as well as bullying, victimisation, harassment and stress claims in Employment Tribunal.


4. Constant news of the recession - isn't always a great tool for motivation. Focus on areas and individuals within the business and your sector who are succeeding and analyse their positive approach and incorporate feedback with solutions from all of the workforce.


5. Lead by example - times of change demand great and focused leadership. Ensure your team leaders and line managers are updated and appraised as to current Employment Legislation; making sure that any changes you make to the business and terms and conditions of your staff could result in costly disputes and litigation if handled incorrectly.