[{"data":1,"prerenderedAt":2255},["ShallowReactive",2],{"$AT5N6C5dAI":3},{"story":4,"region":2254},["Reactive",5],{"name":6,"created_at":7,"published_at":8,"updated_at":9,"id":10,"uuid":11,"content":12,"slug":833,"full_slug":2242,"sort_by_date":49,"position":2243,"tag_list":2244,"is_startpage":17,"parent_id":2228,"meta_data":49,"group_id":2245,"first_published_at":2246,"release_id":49,"lang":55,"path":49,"alternates":2247,"default_full_slug":49,"translated_slugs":49},"How to Make Leave Management a Breeze","2020-06-24T03:15:30.747Z","2026-06-19T03:53:24.494Z","2026-06-19T03:53:24.517Z",14078869,"2d3d2b95-bb81-4225-98b3-87313f78f92d",{"seo":13,"_uid":22,"AI_SEO":16,"author":23,"content":58,"headline":828,"component":829,"post_date":830,"thumbnail":831,"types_tag":841,"features_tag":867,"show_resource":57,"industries_tag":891,"related_articles":1010,"ways_of_working_tag":2240},{"title":14,"plugin":15,"schema":16,"noindex":17,"seoTitle":18,"seoRating":17,"description":19,"seoKeywords":20,"seoTitleInput":6,"seoDescription":21},"SEO Metadata","deputy-seo-metadata","",false,"How to Make Leave Management a Breeze — Deputy UK","This plugin provides a robust implementation of various SEO metadata requirements","leave management in hospitality\nhospitality leave management UK\nholiday pay for hospitality staff\n52 week reference period holiday pay\npro rata holiday entitlement hospitality\nleave management software UK\nannual leave hospitality workers\nmanaging staff holidays in restaurants\nholiday pay calculation shift workers\nleave management best practices\nhospitality workforce management\nstaff holiday tracker hospitality\nUK employment law annual leave\nleave request management system","Leave management in hospitality covers holiday pay, the 52-week rule, and pro-rata entitlements for UK shift workers. Streamline requests and stay compliant.","fafd295e-a7b5-40cb-a215-ff1f5384eb10",{"name":24,"created_at":25,"published_at":26,"updated_at":27,"id":28,"uuid":29,"content":30,"slug":47,"full_slug":48,"sort_by_date":49,"position":50,"tag_list":51,"is_startpage":17,"parent_id":52,"meta_data":49,"group_id":53,"first_published_at":54,"release_id":49,"lang":55,"path":49,"alternates":56,"default_full_slug":49,"translated_slugs":49,"_stopResolving":57},"Deputy Team","2020-05-15T04:58:13.875Z","2021-02-02T22:57:04.000Z","2021-02-02T04:30:43.760Z",11527696,"25fffc56-55d1-4f59-8b1e-617162a8927e",{"_uid":31,"name":24,"image":32,"component":45,"description":46},"a8a7137e-efc4-44fd-89e9-bcd4641aac65",{"_uid":33,"title":34,"plugin":35,"imageAlt":36,"minWidth":37,"imageName":38,"imageS3Key":39,"description":40,"mobileWidth":41,"desktopWidth":41,"assetSelector":16,"imagePublicUrl":42,"imageOriginalUrl":43,"sourceImageWidth":44,"sourceImageHeight":44},"213ad250-d5a8-4304-bb3c-193a76458e83","Deputy Images","deputy-images","Deputy team",188,"avatar-deputy-team.png","f/64010/2000x2000/636a91b857/avatar-deputy-team.png","A images plugin to ensure consistent, reliable image uploads with strict SEO metadata requirements","94","https://s3.amazonaws.com/a.storyblok.com/f/64010/2000x2000/636a91b857/avatar-deputy-team.png","//a.storyblok.com/f/64010/2000x2000/636a91b857/avatar-deputy-team.png",2000,"blog-author","Deputy’s content team works closely with business owners, managers, and their employees to create helpful articles about how to make their worklife easier.","deputy-team","_content_types/authors/deputy-team",null,-50,[],11461645,"416bfdf9-510c-4a02-a693-84f4847ef5b2","2020-06-22T07:51:34.947Z","default",[],true,[59,423,448],{"_uid":60,"content":61,"component":422},"cf895424-97d8-453e-8c72-f9c15b6bdfde",{"type":62,"content":63},"doc",[64,73,118,128,146,152,159,163,169,179,184,187,191,196,208,226,231,235,240,244,254,259,269,274,278,282,287,291,301,306,310,334,345,350,387,391,396],{"type":65,"content":66},"paragraph",[67],{"text":68,"type":69,"marks":70},"Key takeaways:","text",[71],{"type":72},"bold",{"type":74,"content":75},"bullet_list",[76,89,95,101],{"type":77,"content":78},"list_item",[79],{"type":65,"content":80},[81,83,87],{"text":82,"type":69},"UK hospitality staff are entitled to 5.6 weeks (28 days) of paid annual leave, and shift workers with variable hours need holiday pay calculated using a ",{"text":84,"type":69,"marks":85},"52-week reference period",[86],{"type":72},{"text":88,"type":69},".",{"type":77,"content":90},[91],{"type":65,"content":92},[93],{"text":94,"type":69},"Manual leave tracking with spreadsheets and WhatsApp leads to rota gaps, payroll errors, and compliance risks — especially during peak seasons.",{"type":77,"content":96},[97],{"type":65,"content":98},[99],{"text":100,"type":69},"A digital leave management system helps you handle requests, calculate entitlements, and keep your rota fully staffed in one place.",{"type":77,"content":102},[103],{"type":65,"content":104},[105,107,116],{"text":106,"type":69},"Deputy's ",{"text":108,"type":69,"marks":109},"leave management",[110],{"type":111,"attrs":112},"link",{"href":113,"uuid":49,"anchor":49,"target":114,"linktype":115},"https://www.deputy.com/gb/features/leave-management","_self","url",{"text":117,"type":69}," tools are designed to support leave-management and compliance workflows while helping reduce administrative effort.",{"type":65,"content":119},[120,122,126],{"text":121,"type":69},"If you're a pub owner juggling holiday requests on sticky notes, or a restaurant manager fielding last-minute time-off texts in a WhatsApp group, you already know how chaotic ",{"text":123,"type":69,"marks":124},"leave management in hospitality",[125],{"type":72},{"text":127,"type":69}," can get. Between seasonal rushes, part-time staff, and constantly shifting rotas, keeping track of who's off — and who's covering — can feel like a full-time job on its own.",{"type":65,"content":129},[130,132,139,141,145],{"text":131,"type":69},"And the stakes are high. Get it wrong and you risk ",{"text":133,"type":69,"marks":134},"significant productivity losses",[135],{"type":111,"attrs":136},{"href":137,"uuid":49,"anchor":49,"target":138,"linktype":115},"https://www.cipd.org/uk/knowledge/reports/health-well-being-work/","_blank",{"text":140,"type":69},", unhappy teams, and increased compliance risk. Get it right and you'll build a workplace where staff feel valued, rotas run smoothly, and you can finally stop worrying about whether everyone's getting their ",{"text":142,"type":69,"marks":143},"proper entitlements",[144],{"type":72},{"text":88,"type":69},{"type":65,"content":147},[148,150],{"text":149,"type":69},"This guide walks you through everything UK hospitality managers need to know about leave management — from calculating holiday pay for variable-hours staff to streamlining requests and staying on top of compliance.",{"type":151},"hardBreak",{"type":153,"attrs":154,"content":156},"heading",{"level":155},2,[157],{"text":158,"type":69},"Why leave management is harder in hospitality",{"type":65,"content":160},[161],{"text":162,"type":69},"Leave management is tricky in any industry, but hospitality brings its own set of headaches. Your workforce is fluid. Rotas change weekly. And your busiest periods are exactly when everyone wants time off.",{"type":153,"attrs":164,"content":166},{"level":165},3,[167],{"text":168,"type":69},"Peak season leave clashes",{"type":65,"content":170},[171,173,177],{"text":172,"type":69},"Christmas, bank holiday weekends, school holidays, and summer — these are the times your venue is at its busiest and your team most wants to take a break. Without a clear system for managing requests, you'll either end up ",{"text":174,"type":69,"marks":175},"short-staffed during a rush",[176],{"type":72},{"text":178,"type":69}," or unfairly rejecting leave for the same people every year.",{"type":180,"attrs":181},"image",{"alt":182,"src":183,"title":16},"Hospitality manager reviewing a staff rota on a tablet in a restaurant kitchen","//a.storyblok.com/f/64010/0x0/f9438bd173/image.png",{"type":65,"content":185},[186],{"type":151},{"type":65,"content":188},[189],{"text":190,"type":69},"Many hospitality managers still rely on a first-come, first-served approach. But that doesn't account for fairness, coverage, or the knock-on effect on your rota. When three servers all request the same Saturday off and you only see the messages on Friday afternoon, you've got a problem.",{"type":153,"attrs":192,"content":193},{"level":165},[194],{"text":195,"type":69},"Managing pro-rata entitlements for part-time and variable-hour staff",{"type":65,"content":197},[198,200,206],{"text":199,"type":69},"Hospitality teams rarely work neat, fixed hours. You've got full-timers, part-timers, zero-hours staff, and seasonal workers — often all on the same rota. Each person's leave entitlement is different, and ",{"text":201,"type":69,"marks":202},"managing entitlement numbers",[203],{"type":111,"attrs":204},{"href":205,"uuid":49,"anchor":49,"target":114,"linktype":115},"https://www.deputy.com/blog/the-good-work-plan",{"text":207,"type":69}," for someone whose hours change every week isn't straightforward.",{"type":65,"content":209},[210,212,218,220,224],{"text":211,"type":69},"According to Deputy's ",{"text":213,"type":69,"marks":214},"UK Big Shift Report 2026",[215],{"type":111,"attrs":216},{"href":217,"uuid":49,"anchor":49,"target":114,"linktype":115},"https://www.deputy.com/gb/insights/the-big-shift-report",{"text":219,"type":69},", Gen Z now represents 63% of UK hospitality shift workers, up from 58% in 2024. This younger workforce expects ",{"text":221,"type":69,"marks":222},"digital-first experiences",[223],{"type":72},{"text":225,"type":69}," — not a paper form pinned to the staff room wall. If your leave process feels outdated, it can hurt retention just as much as low pay.",{"type":153,"attrs":227,"content":228},{"level":155},[229],{"text":230,"type":69},"Types of leave UK hospitality staff are entitled to",{"type":65,"content":232},[233],{"text":234,"type":69},"Before you can manage leave properly, you need to understand what your team is legally entitled to. Here's a breakdown of the main types of leave under UK employment law.",{"type":153,"attrs":236,"content":237},{"level":165},[238],{"text":239,"type":69},"Annual leave and the 28-day minimum",{"type":65,"content":241},[242],{"text":243,"type":69},"Every worker in the UK — including part-time and zero-hours staff — is entitled to a minimum of 5.6 weeks' paid annual leave per year. For someone working five days a week, that's 28 days. For part-time staff, you calculate it on a pro-rata basis.",{"type":65,"content":245},[246,248,252],{"text":247,"type":69},"Employers can choose whether bank holidays count towards that 28-day minimum. In hospitality, where bank holidays are often your busiest trading days, many venues require staff to work them and offer ",{"text":249,"type":69,"marks":250},"time off in lieu",[251],{"type":72},{"text":253,"type":69}," or enhanced pay instead.",{"type":153,"attrs":255,"content":256},{"level":165},[257],{"text":258,"type":69},"Statutory Sick Pay and when it applies",{"type":65,"content":260},[261,263,267],{"text":262,"type":69},"Employees who earn at least the lower earnings limit and are off sick for four or more consecutive days (including non-working days) are entitled to Statutory Sick Pay (SSP). As a hospitality manager, you'll need a clear process for recording sickness absence — both for compliance purposes and to ",{"text":264,"type":69,"marks":265},"spot patterns",[266],{"type":72},{"text":268,"type":69}," that might indicate a deeper issue.",{"type":153,"attrs":270,"content":271},{"level":165},[272],{"text":273,"type":69},"Bank holidays and public holiday pay",{"type":65,"content":275},[276],{"text":277,"type":69},"There's no automatic right to time off on bank holidays in the UK, and there's no statutory right to extra pay for working them. It all depends on the employment contract. However, many hospitality businesses offer enhanced rates on bank holidays to incentivise staff to work during peak periods.",{"type":65,"content":279},[280],{"text":281,"type":69},"What matters most is transparency. Your team should know exactly where they stand — whether they're expected to work, whether they'll get premium pay, and how bank holidays affect their overall annual leave balance.",{"type":153,"attrs":283,"content":284},{"level":165},[285],{"text":286,"type":69},"Maternity, paternity, and parental leave",{"type":65,"content":288},[289],{"text":290,"type":69},"Hospitality staff have the same rights to family-related leave as workers in any other sector. That includes up to 52 weeks of maternity leave, one or two weeks of paternity leave, and up to 18 weeks of unpaid parental leave per child. Shared Parental Leave is also an option for eligible employees.",{"type":65,"content":292},[293,295,299],{"text":294,"type":69},"These entitlements can feel complex when your team works variable hours, but the rules still apply. Keeping accurate records of ",{"text":296,"type":69,"marks":297},"hours worked and leave taken",[298],{"type":72},{"text":300,"type":69}," is essential for calculating statutory pay correctly.",{"type":153,"attrs":302,"content":303},{"level":155},[304],{"text":305,"type":69},"How to calculate holiday pay for hospitality shift workers",{"type":65,"content":307},[308],{"text":309,"type":69},"Holiday pay is one of the most common areas where hospitality businesses trip up. If your staff work regular, fixed hours, it's simple — you pay them their normal rate for each day of leave. But in hospitality, hours are rarely fixed.",{"type":65,"content":311},[312,314,317,319,325,327,333],{"text":313,"type":69},"For workers with irregular hours or no normal working hours, UK law requires you to use a ",{"text":84,"type":69,"marks":315},[316],{"type":72},{"text":318,"type":69}," to calculate holiday pay. The government introduced this as part of the ",{"text":320,"type":69,"marks":321},"Good Work Plan",[322],{"type":111,"attrs":323},{"href":324,"uuid":49,"anchor":49,"target":138,"linktype":115},"https://www.gov.uk/government/publications/good-work-plan",{"text":326,"type":69}," reforms. You can find the full government guidance on ",{"text":328,"type":69,"marks":329},"how holiday pay has now changed to a 52-week reference period",[330],{"type":111,"attrs":331},{"href":332,"uuid":49,"anchor":49,"target":138,"linktype":115},"https://www.gov.uk/government/publications/calculating-holiday-pay-for-workers-without-fixed-hours-or-pay/calculating-holiday-pay-for-workers-without-fixed-hours-or-pay--2",{"text":88,"type":69},{"type":65,"content":335},[336,337,343],{"text":106,"type":69},{"text":338,"type":69,"marks":339},"UK Leave Management Guide",[340],{"type":111,"attrs":341},{"href":342,"uuid":49,"anchor":49,"target":114,"linktype":115},"https://www.deputy.com/gb/insights/leave-management-guide",{"text":344,"type":69}," explains the calculation in detail, but here's the essentials.",{"type":153,"attrs":346,"content":347},{"level":165},[348],{"text":349,"type":69},"Step-by-step holiday pay calculation for variable-hours staff",{"type":351,"content":352},"ordered_list",[353,363,369,375,381],{"type":77,"content":354},[355],{"type":65,"content":356},[357,361],{"text":358,"type":69,"marks":359},"Look back 52 weeks",[360],{"type":72},{"text":362,"type":69}," from the start of the holiday period.",{"type":77,"content":364},[365],{"type":65,"content":366},[367],{"text":368,"type":69},"Skip any weeks where the employee didn't earn any pay (and go back further to find 52 paid weeks).",{"type":77,"content":370},[371],{"type":65,"content":372},[373],{"text":374,"type":69},"Add up the total pay earned across those 52 weeks — including overtime, commission, and regular bonuses.",{"type":77,"content":376},[377],{"type":65,"content":378},[379],{"text":380,"type":69},"Divide by 52 to get the weekly average.",{"type":77,"content":382},[383],{"type":65,"content":384},[385],{"text":386,"type":69},"Use that weekly average to calculate a day's holiday pay.",{"type":65,"content":388},[389],{"text":390,"type":69},"For example, if a bartender earned a total of 15,600 pounds across 52 qualifying weeks, their average weekly pay would be 300 pounds. A day's holiday pay would then be 300 divided by the number of days they typically work per week.",{"type":153,"attrs":392,"content":393},{"level":165},[394],{"text":395,"type":69},"Common holiday pay mistakes to avoid",{"type":74,"content":397},[398,404,410,416],{"type":77,"content":399},[400],{"type":65,"content":401},[402],{"text":403,"type":69},"Using only basic pay and excluding overtime or regular bonuses — the 52-week calculation must include all regular earnings.",{"type":77,"content":405},[406],{"type":65,"content":407},[408],{"text":409,"type":69},"Not going back far enough when weeks are skipped — if an employee didn't work in some weeks, you need to look further back to find 52 paid weeks.",{"type":77,"content":411},[412],{"type":65,"content":413},[414],{"text":415,"type":69},"Applying a flat daily rate regardless of actual hours worked — this can shortchange variable-hours staff and create legal risk.",{"type":77,"content":417},[418],{"type":65,"content":419},[420],{"text":421,"type":69},"Failing to update calculations when hours change significantly — recalculate periodically, not just at the start of a leave year.","cms-blog-richtext",{"_uid":424,"ctas":425,"theme":439,"component":440,"hide_capterra":57,"spacer_bottom":441,"call_to_action":442,"call_to_action_style":55},"3fee3ec9-ff69-47c1-b8b6-6ecec2f3385a",[426,434],{"_uid":427,"link":428,"text":431,"type":432,"component":433,"analyticsId":16},"7dd2eead-fae3-4823-a669-4e2103317b97",{"id":16,"url":16,"linktype":429,"fieldtype":430,"cached_url":16},"story","multilink","Start for free","signup","buttonContentType",{"_uid":435,"link":436,"text":437,"type":438,"component":433,"analyticsId":16},"b0d9747b-bcb0-4ef8-84c9-89083f4a8a5c",{"id":16,"url":16,"linktype":429,"fieldtype":430,"cached_url":16},"See how it works","consultation","purple","cms-cta-dark","40",{"type":62,"content":443},[444],{"type":65,"content":445},[446],{"text":447,"type":69},"See how Deputy can take the stress out of leave management for your hospitality team.",{"_uid":449,"content":450,"component":422},"9ef237a2-7d0e-479a-8c4c-41126819528a",{"type":62,"content":451},[452,457,461,465,488,496,500,517,522,526,530,572,582,586,591,595,600,610,615,619,622,626,636,641,651,656,665,670,674,724,742,762,768,774,778,784,788,794,798,804,808,814,818,824],{"type":153,"attrs":453,"content":454},{"level":155},[455],{"text":456,"type":69},"How to streamline time-off requests",{"type":65,"content":458},[459],{"text":460,"type":69},"If your team is still requesting leave through text messages, verbal conversations, or a shared notebook, you're creating unnecessary risk. Requests get lost, approvals are forgotten, and your rota ends up with gaps nobody spotted until it's too late.",{"type":65,"content":462},[463],{"text":464,"type":69},"Here's how to bring some order to the process.",{"type":65,"content":466},[467,471,473,479,481,486],{"text":468,"type":69,"marks":469},"Move to a digital system.",[470],{"type":72},{"text":472,"type":69}," A purpose-built ",{"text":474,"type":69,"marks":475},"workforce management",[476],{"type":111,"attrs":477},{"href":478,"uuid":49,"anchor":49,"target":114,"linktype":115},"https://www.deputy.com/gb/workforce-management",{"text":480,"type":69}," platform lets your team submit leave requests from their phones. You can ",{"text":482,"type":69,"marks":483},"view and approve leave requests",[484],{"type":111,"attrs":485},{"href":113,"uuid":49,"anchor":49,"target":114,"linktype":115},{"text":487,"type":69}," in real time, see the impact on your rota before you approve, and keep a clear audit trail of every decision.",{"type":65,"content":489},[490,494],{"text":491,"type":69,"marks":492},"Empower your team.",[493],{"type":72},{"text":495,"type":69}," When staff can see their own leave balances, check who else is off, and submit requests without chasing a manager, the whole process runs more smoothly. It also reduces the back-and-forth that eats into your day.",{"type":65,"content":497},[498],{"text":499,"type":69},"Payroll integration matters too. When your leave system talks to your payroll, approved time off automatically flows through to pay calculations. No more re-keying data or worrying about whether someone's holiday pay was worked out correctly.",{"type":501,"content":502},"blockquote",[503,507],{"type":65,"content":504},[505],{"text":506,"type":69},"There's no dispute whether staff are getting paid incorrectly. It helps keep everything transparent.",{"type":65,"content":508},[509,511],{"text":510,"type":69},"Chris Byrne, general manager, ",{"text":512,"type":69,"marks":513},"Boxpark",[514],{"type":111,"attrs":515},{"href":516,"uuid":49,"anchor":49,"target":114,"linktype":115},"https://www.deputy.com/customers/boxpark",{"type":153,"attrs":518,"content":519},{"level":155},[520],{"text":521,"type":69},"How to stay on top of leave compliance",{"type":65,"content":523},[524],{"text":525,"type":69},"UK employment law around leave entitlements, holiday pay, and working time is detailed — and it changes. As a hospitality manager, you don't need to be a legal expert, but you do need systems that help you manage leave obligations and support compliance processes.",{"type":65,"content":527},[528],{"text":529,"type":69},"Deputy is designed to support compliance with key UK regulations, including the Working Time Regulations and the Good Work Plan. Here's how it helps.",{"type":74,"content":531},[532,542,552,562],{"type":77,"content":533},[534],{"type":65,"content":535},[536,540],{"text":537,"type":69,"marks":538},"52-week reference period tracking.",[539],{"type":72},{"text":541,"type":69}," Deputy can help you track hours and earnings over rolling 52-week periods, making it easier to calculate holiday pay for staff with variable hours.",{"type":77,"content":543},[544],{"type":65,"content":545},[546,550],{"text":547,"type":69,"marks":548},"Leave accrual visibility.",[549],{"type":72},{"text":551,"type":69}," You and your team can see accrued leave balances in real time, helping teams review balances, identify potential discrepancies, and maintain consistent records.",{"type":77,"content":553},[554],{"type":65,"content":555},[556,560],{"text":557,"type":69,"marks":558},"Audit-ready records.",[559],{"type":72},{"text":561,"type":69}," Deputy logs every leave request, approval, and change. If you ever need to show how you managed entitlements, the data is there.",{"type":77,"content":563},[564],{"type":65,"content":565},[566,570],{"text":567,"type":69,"marks":568},"Working time controls.",[569],{"type":72},{"text":571,"type":69}," You can set rules around maximum weekly hours and rest breaks, which supports compliance with the Working Time Regulations.",{"type":501,"content":573},[574,578],{"type":65,"content":575},[576],{"text":577,"type":69},"On Deputy you can cap people's work to 40 hours a week and make sure everybody gets at least some sort of a break during the week. But with the previous process it was all manual and time consuming.",{"type":65,"content":579},[580],{"text":581,"type":69},"Wasib Awan, box office manager, Winter Wonderland Hyde Park",{"type":65,"content":583},[584],{"text":585,"type":69},"It's worth noting that Deputy is a compliance-support tool — it helps you navigate compliance requirements, but the responsibility for legal compliance always sits with the employer. If you're unsure about specific obligations, it's a good idea to check the latest guidance on gov.uk or speak to an employment law adviser.",{"type":153,"attrs":587,"content":588},{"level":155},[589],{"text":590,"type":69},"Best practices for leave management in hospitality",{"type":65,"content":592},[593],{"text":594,"type":69},"Getting your leave management right doesn't require a huge investment. It starts with a few sensible practices that any hospitality business can adopt.",{"type":153,"attrs":596,"content":597},{"level":165},[598],{"text":599,"type":69},"Create a clear leave policy",{"type":65,"content":601},[602,604,608],{"text":603,"type":69},"Your leave policy should spell out how staff request time off, how much notice they need to give, how you handle clashing requests, and what happens during ",{"text":605,"type":69,"marks":606},"blackout periods",[607],{"type":72},{"text":609,"type":69},". Put it in writing and make sure every team member has access to it — ideally in a shared digital space, not buried in a handbook nobody reads.",{"type":153,"attrs":611,"content":612},{"level":165},[613],{"text":614,"type":69},"Use technology to replace spreadsheets and WhatsApp",{"type":180,"attrs":616},{"alt":617,"src":618,"title":16},"Coffee shop barista checking a work schedule notification on their phone behind a café counter","//a.storyblok.com/f/64010/0x0/1a3d5e4316/image.png",{"type":65,"content":620},[621],{"type":151},{"type":65,"content":623},[624],{"text":625,"type":69},"Spreadsheets break. WhatsApp messages get lost. Neither gives you a real-time view of your leave balances, your rota gaps, or your compliance position. A dedicated leave management system connects everything — requests, approvals, rotas, and payroll — so nothing falls through the cracks.",{"type":65,"content":627},[628,629,634],{"text":106,"type":69},{"text":630,"type":69,"marks":631},"leave management software",[632],{"type":111,"attrs":633},{"href":113,"uuid":49,"anchor":49,"target":114,"linktype":115},{"text":635,"type":69}," is built for exactly this. It gives your team a simple way to request time off and gives you the tools to approve, track, and plan around it.",{"type":153,"attrs":637,"content":638},{"level":165},[639],{"text":640,"type":69},"Cross-train staff for peak period coverage",{"type":65,"content":642},[643,645,649],{"text":644,"type":69},"When your best bartender takes a week off in August, you need someone who can step in. Cross-training your team across roles means you've always got ",{"text":646,"type":69,"marks":647},"cover available",[648],{"type":72},{"text":650,"type":69},", even during busy periods. It also helps with staff development and engagement — people appreciate the chance to learn new skills.",{"type":153,"attrs":652,"content":653},{"level":165},[654],{"text":655,"type":69},"Block out high-demand periods",{"type":65,"content":657},[658,660,663],{"text":659,"type":69},"Most hospitality venues have predictable busy periods. Set clear blackout dates in your leave policy so staff know well in advance which weeks are off-limits for holiday requests. Deputy lets you configure ",{"text":605,"type":69,"marks":661},[662],{"type":72},{"text":664,"type":69}," directly in the system, so requests during those dates are automatically flagged.",{"type":153,"attrs":666,"content":667},{"level":155},[668],{"text":669,"type":69},"Making leave management easier for hospitality teams",{"type":65,"content":671},[672],{"text":673,"type":69},"Deputy brings together leave management, rota building, timesheets, and payroll in one platform — purpose-built for shift-based teams. Here's what that looks like in practice.",{"type":74,"content":675},[676,694,704,714],{"type":77,"content":677},[678],{"type":65,"content":679},[680,684,686,692],{"text":681,"type":69,"marks":682},"Rota integration.",[683],{"type":72},{"text":685,"type":69}," When someone requests leave, Deputy shows you the impact on your rota straight away. You can see who's available, spot coverage gaps, and ",{"text":687,"type":69,"marks":688},"create employee rotas",[689],{"type":111,"attrs":690},{"href":691,"uuid":49,"anchor":49,"target":114,"linktype":115},"https://www.deputy.com/features/scheduling-software",{"text":693,"type":69}," that account for approved time off.",{"type":77,"content":695},[696],{"type":65,"content":697},[698,702],{"text":699,"type":69,"marks":700},"One-tap approvals.",[701],{"type":72},{"text":703,"type":69}," Managers can approve or decline leave requests from their phone in seconds. No more chasing paper forms or scrolling through messages.",{"type":77,"content":705},[706],{"type":65,"content":707},[708,712],{"text":709,"type":69,"marks":710},"Payroll connection.",[711],{"type":72},{"text":713,"type":69}," Approved leave flows directly into timesheet and payroll workflows, reducing manual data entry and supporting payroll processes.",{"type":77,"content":715},[716],{"type":65,"content":717},[718,722],{"text":719,"type":69,"marks":720},"Mobile-first for your team.",[721],{"type":72},{"text":723,"type":69}," Staff can check their leave balance, see who else is off, and submit requests from anywhere — no need to be on shift to sort out their holidays.",{"type":65,"content":725},[726,728,734,736,740],{"text":727,"type":69},"With the ",{"text":729,"type":69,"marks":730},"UK Shift Pulse Report 2026",[731],{"type":111,"attrs":732},{"href":733,"uuid":49,"anchor":49,"target":114,"linktype":115},"https://www.deputy.com/gb/insights/shift-pulse-report-2025",{"text":735,"type":69}," showing that hospitality maintains the highest positive sentiment of any shift-based industry at 78.37%, it's clear that teams in this sector care about their work. Giving them ",{"text":737,"type":69,"marks":738},"modern tools",[739],{"type":72},{"text":741,"type":69}," for managing their leave is one of the simplest ways to show you care about them too.",{"type":65,"content":743},[744,746,752,754,760],{"text":745,"type":69},"Deputy is used by 385,000 workplaces worldwide — including pubs, restaurants, hotels, and cafes across the UK. If you're ready to move beyond spreadsheets and WhatsApp, ",{"text":747,"type":69,"marks":748},"Try Deputy for free",[749],{"type":111,"attrs":750},{"href":751,"uuid":49,"anchor":49,"target":114,"linktype":115},"https://www.deputy.com/gb/free-trial",{"text":753,"type":69}," or ",{"text":755,"type":69,"marks":756},"book a demo",[757],{"type":111,"attrs":758},{"href":759,"uuid":49,"anchor":49,"target":114,"linktype":115},"https://www.deputy.com/gb/contact-sales",{"text":761,"type":69}," to see how it works for your venue.",{"type":153,"attrs":763,"content":765},{"level":764},4,[766],{"text":767,"type":69},"Frequently asked questions about leave management in hospitality",{"type":65,"content":769},[770],{"text":771,"type":69,"marks":772},"How does Deputy calculate holiday pay for staff with variable hours?",[773],{"type":72},{"type":65,"content":775},[776],{"text":777,"type":69},"Deputy helps you track hours and earnings over a rolling 52-week reference period, which is the method required under UK law for workers without fixed hours. The system records all shifts and pay, helping support holiday pay calculations using recorded workforce information when a team member takes time off.",{"type":65,"content":779},[780],{"text":781,"type":69,"marks":782},"Can I block staff from requesting leave during busy periods in Deputy?",[783],{"type":72},{"type":65,"content":785},[786],{"text":787,"type":69},"Yes. Deputy lets you set blackout periods for specific dates — such as Christmas week, bank holiday weekends, or your venue's busiest trading days. When a blackout period is active, staff are notified that leave requests during those dates may not be approved, and managers are flagged automatically.",{"type":65,"content":789},[790],{"text":791,"type":69,"marks":792},"Does Deputy support different leave types for hospitality teams?",[793],{"type":72},{"type":65,"content":795},[796],{"text":797,"type":69},"Deputy supports multiple leave types including annual leave, sick leave, maternity and paternity leave, compassionate leave, and custom categories. You can configure accrual rules, caps, and approval workflows for each type to match your business's policies and UK legal requirements.",{"type":65,"content":799},[800],{"text":801,"type":69,"marks":802},"How does Deputy help with compliance for the Working Time Regulations?",[803],{"type":72},{"type":65,"content":805},[806],{"text":807,"type":69},"Deputy is designed to support compliance with the Working Time Regulations by letting you set maximum weekly hour limits, monitor break-related requirements, and track leave entitlements. It doesn't replace legal advice, but it gives you the visibility and controls to help reduce compliance risk across your team.",{"type":65,"content":809},[810],{"text":811,"type":69,"marks":812},"Can staff submit leave requests from their phones?",[813],{"type":72},{"type":65,"content":815},[816],{"text":817,"type":69},"Yes. Deputy's mobile app lets employees check their leave balance, see who else is off on a given day, and submit time-off requests in a few taps. Managers receive a notification and can approve or decline from their own phone, with the rota updating automatically.",{"type":65,"content":819},[820],{"text":821,"type":69,"marks":822},"What's the difference between managing leave in Deputy and using spreadsheets?",[823],{"type":72},{"type":65,"content":825},[826],{"text":827,"type":69},"Spreadsheets require manual data entry, don't connect to your rota or payroll, and can't alert you to coverage gaps or compliance risks. Deputy automates the entire process — from request to approval to payroll — and gives you real-time visibility across your whole team. It also keeps a full audit trail, which spreadsheets simply can't provide.","Leave Management in Hospitality: A UK Manager's Guide","blog-post","2026-05-15 00:00",{"id":832,"title":34,"plugin":35,"imageAlt":833,"minWidth":834,"imageName":835,"imageS3Key":836,"description":40,"mobileWidth":837,"desktopWidth":837,"assetSelector":16,"imagePublicUrl":838,"imageOriginalUrl":839,"sourceImageWidth":837,"sourceImageHeight":840},1197448,"make-leave-management-a-breeze",1200,"make-leave-management-a-breeze-thumbnail.jpeg","f/64010/600x342/289dc06eb7/make-leave-management-a-breeze-thumbnail.jpeg",600,"https://s3.amazonaws.com/a.storyblok.com/f/64010/600x342/289dc06eb7/make-leave-management-a-breeze-thumbnail.jpeg","//a.storyblok.com/f/64010/600x342/289dc06eb7/make-leave-management-a-breeze-thumbnail.jpeg",342,[842],{"name":843,"created_at":844,"published_at":845,"updated_at":846,"id":847,"uuid":848,"content":849,"slug":859,"full_slug":860,"sort_by_date":49,"position":861,"tag_list":862,"is_startpage":17,"parent_id":863,"meta_data":49,"group_id":864,"first_published_at":865,"release_id":49,"lang":55,"path":49,"alternates":866,"default_full_slug":49,"translated_slugs":49,"_stopResolving":57},"Article","2020-05-27T00:12:38.525Z","2022-04-21T00:47:46.561Z","2022-04-21T00:47:46.584Z",12174506,"eebc545a-310f-42c0-a488-2fa93c9e0756",{"_uid":850,"icon":851,"link":855,"name":856,"subline":857,"headline":856,"component":858},"2748a594-cc6f-4c66-8d86-f4696737e8d7",{"_uid":852,"title":34,"imgSrc":16,"plugin":35,"imageAlt":16,"minWidth":853,"imageName":16,"imageS3Key":16,"description":40,"mobileWidth":854,"desktopWidth":854,"assetSelector":16,"imagePublicUrl":16,"sourceImageWidth":16,"sourceImageHeight":16},"4b487a44-082b-4acd-97b6-900e66b62b19",36,"18",{"id":16,"url":16,"anchor":16,"linktype":429,"fieldtype":430,"cached_url":16},"Articles","Learn 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to Create a Paid Time Off Policy for Your Hourly Staff","2022-01-14T00:13:43.190Z","2023-07-04T01:19:18.315Z","2023-07-04T01:19:18.390Z",98561461,"82e9937b-7ee9-4620-89ab-e0577768c8c1",{"seo":1019,"_uid":1024,"author":1025,"content":1047,"headline":2118,"component":829,"post_date":2119,"thumbnail":2120,"types_tag":2130,"features_tag":2137,"show_resource":57,"industries_tag":2166,"related_articles":2222,"ways_of_working_tag":2223},{"_uid":1020,"title":14,"plugin":15,"seoTitle":1021,"description":19,"seoKeywords":1022,"seoTitleInput":1012,"seoDescription":1023},"202f6071-2342-4334-ac29-5b2e73421133","How to Create a Paid Time Off Policy for Your Hourly Staff - Deputy UK","paid time off, average holiday pay, leave management","A paid time off (PTO) policy is an employer-provided benefit that combines vacation, sick time, and personal time to allow employees to take paid time off. Read more on how to create one for your hourly staff here.\n","cda3e80e-d63c-443c-bc3c-8f165f415b7f",{"name":1026,"created_at":1027,"published_at":1028,"updated_at":1029,"id":1030,"uuid":1031,"content":1032,"slug":1041,"full_slug":1042,"sort_by_date":49,"position":1043,"tag_list":1044,"is_startpage":17,"parent_id":52,"meta_data":49,"group_id":1045,"first_published_at":1028,"release_id":49,"lang":55,"path":49,"alternates":1046,"default_full_slug":49,"translated_slugs":49,"_stopResolving":57},"Isioma Daniel","2022-02-10T21:51:26.304Z","2022-02-10T21:56:05.656Z","2022-02-10T21:56:05.683Z",107787277,"9f40eb67-5f03-4809-bedd-bad8687681c1",{"_uid":1033,"name":1026,"image":1034,"component":45,"description":1040},"1450d353-4c81-4400-a823-f379d3c9b8de",{"_uid":1035,"title":34,"imgSrc":16,"plugin":35,"imageAlt":1026,"minWidth":37,"imageName":1036,"imageS3Key":1037,"description":40,"mobileWidth":41,"desktopWidth":41,"assetSelector":16,"imagePublicUrl":1038,"imageOriginalUrl":1039,"sourceImageWidth":837,"sourceImageHeight":837},"ef76ef17-7972-42b0-ac3a-c893af3b4be3","isioma-daniel.png","f/64010/600x600/bf77110073/isioma-daniel.png","https://s3.amazonaws.com/a.storyblok.com/f/64010/600x600/bf77110073/isioma-daniel.png","https://a.storyblok.com/f/64010/600x600/bf77110073/isioma-daniel.png","Isioma is the EMEA Content Marketing Manager and Strategist at Deputy. She's passionate about creating content you find useful and engaging and believes to stop growing, is to stop thriving.","isioma-daniel","_content_types/authors/isioma-daniel",-560,[],"2f93992f-9574-4563-977e-ea64a007cfea",[],[1048],{"_uid":1049,"content":1050,"component":422},"bbb8ddd6-c76c-42ea-aa08-0c579bf36d0b",{"type":62,"content":1051},[1052,1056,1060,1064,1071,1084,1097,1110,1117,1126,1133,1145,1154,1161,1174,1187,1200,1213,1226,1239,1252,1265,1278,1285,1296,1303,1310,1372,1379,1386,1393,1406,1414,1421,1429,1436,1444,1451,1459,1479,1487,1494,1502,1509,1517,1551,1559,1566,1575,1582,1591,1598,1607,1614,1623,1630,1639,1646,1655,1662,1669,1678,1712,1721,1728,1731,1738,1817,1837,1846,1853,1855,1862,1869,1877,1884,1892,1899,1907,1914,1922,1929,1937,1944,1952,1959,1967,1974,1982,1989,1997,2004,2012,2019,2027,2034,2035,2044,2052,2059,2068,2075,2082],{"type":65,"content":1053},[1054],{"text":1055,"type":69},"Offering benefits to employees is a great way to attract and retain great talent. But how exactly do you build a paid time off policy that will keep them happy (and you headache-free)?",{"type":65,"content":1057},[1058],{"text":1059,"type":69},"The goal is to create a policy that's simple, easy to use, and flexible. ",{"type":65,"content":1061},[1062],{"text":1063,"type":69},"Continue reading to learn how to build a paid time off policy that works for everyone in your business.",{"type":153,"attrs":1065,"content":1066},{"level":155},[1067],{"text":1068,"type":69,"marks":1069},"What is PTO and how does it work?",[1070],{"type":72},{"type":65,"content":1072},[1073,1077],{"type":180,"attrs":1074},{"id":49,"alt":16,"src":1075,"title":16,"source":49,"copyright":49,"meta_data":1076},"https://a.storyblok.com/f/64010/1999x1333/a1ece4c174/taketimeoff5.jpg",{},{"text":1078,"type":69,"marks":1079},"In the UK, paid time off refers to the statutory entitlement of employees to take time off from work with pay. The main types of paid time off in the UK are annual leave (also known as holiday or vacation leave) and statutory sick leave.",[1080],{"type":1081,"attrs":1082},"textStyle",{"color":1083},"rgb(0, 0, 0)",{"type":65,"content":1085},[1086,1092],{"text":1087,"type":69,"marks":1088},"1. Annual Leave:",[1089,1090],{"type":72},{"type":1081,"attrs":1091},{"color":1083},{"text":1093,"type":69,"marks":1094}," All employees in the UK have a legal right to a minimum amount of paid annual leave. The statutory minimum is currently 5.6 weeks, which equates to 28 days for those working five days a week. Part-time workers are entitled to a pro-rata amount based on their working hours. Employers have the flexibility to offer additional annual leave beyond the statutory minimum.",[1095],{"type":1081,"attrs":1096},{"color":1083},{"type":65,"content":1098},[1099,1105],{"text":1100,"type":69,"marks":1101},"2. Statutory Sick Leave: ",[1102,1103],{"type":72},{"type":1081,"attrs":1104},{"color":1083},{"text":1106,"type":69,"marks":1107},"In the UK, employees are entitled to receive Statutory Sick Pay (SSP) if they cannot work due to illness or injury. SSP is a set amount of payment employers provide for a limited period. To qualify for SSP, employees must meet certain eligibility criteria, such as earning above a specific threshold and providing the necessary documentation.",[1108],{"type":1081,"attrs":1109},{"color":1083},{"type":65,"content":1111},[1112],{"text":1113,"type":69,"marks":1114},"The amount of paid time off your employees get can differ depending on their contract, the industry you're in, and your company policies. Some companies even offer more vacation time than the minimum required by law. Always double-check your specific rules and regulations by speaking with your employees or referring to their employment contracts. That way, you'll have accurate information on how much paid time off they're entitled to.",[1115],{"type":1081,"attrs":1116},{"color":1083},{"type":153,"attrs":1118,"content":1119},{"level":165},[1120],{"text":1121,"type":69,"marks":1122},"What is accrued time off?",[1123,1124],{"type":72},{"type":1081,"attrs":1125},{"color":1083},{"type":65,"content":1127},[1128],{"text":1129,"type":69,"marks":1130},"Accrued time off, also known as accrued holiday or annual leave, is the accumulation of paid time off for UK employees. It's earned based on factors like length of service, employment contract, and hours worked. The calculation is usually pro-rata, and unused time off can often be carried over to the following year. Employment laws may vary, so consulting contracts or guidelines for specific details is essential.",[1131],{"type":1081,"attrs":1132},{"color":1083},{"type":65,"content":1134},[1135,1140],{"text":1136,"type":69,"marks":1137},"For example, if an employee is entitled to 28 days of annual leave and works full-time, they would accumulate 2.33 days per month (28 divided by 12). If an employee works part-time, their accrued leave would be proportional to their work hours",[1138],{"type":1081,"attrs":1139},{"color":1083},{"text":88,"type":69,"marks":1141},[1142],{"type":1081,"attrs":1143},{"color":1144},"rgb(52, 53, 65)",{"type":153,"attrs":1146,"content":1147},{"level":165},[1148],{"text":1149,"type":69,"marks":1150},"What are the different types of leave?",[1151,1152],{"type":72},{"type":1081,"attrs":1153},{"color":1083},{"type":65,"content":1155},[1156],{"text":1157,"type":69,"marks":1158},"There are various forms of PTO companies offer to employees in the UK. This list isn't all-inclusive but provides an idea of what you can include in your PTO policy:",[1159],{"type":1081,"attrs":1160},{"color":1083},{"type":65,"content":1162},[1163,1169],{"text":1164,"type":69,"marks":1165},"1. Annual Leave/Holiday Leave:",[1166,1167],{"type":72},{"type":1081,"attrs":1168},{"color":1083},{"text":1170,"type":69,"marks":1171}," This refers to the standard paid time off that employees are entitled to each year. The amount of annual leave is usually specified in employment contracts or governed by employment law.",[1172],{"type":1081,"attrs":1173},{"color":1083},{"type":65,"content":1175},[1176,1182],{"text":1177,"type":69,"marks":1178},"2. Sick Leave:",[1179,1180],{"type":72},{"type":1081,"attrs":1181},{"color":1083},{"text":1183,"type":69,"marks":1184}," Employees can take time off work due to illness or injury. The length and terms of sick leave may vary depending on the employment contract and company policies.",[1185],{"type":1081,"attrs":1186},{"color":1083},{"type":65,"content":1188},[1189,1195],{"text":1190,"type":69,"marks":1191},"3. Maternity Leave:",[1192,1193],{"type":72},{"type":1081,"attrs":1194},{"color":1083},{"text":1196,"type":69,"marks":1197}," This type of leave is specifically designed for expectant mothers. It provides paid time off for a particular duration before and after childbirth, enabling women to recover and care for their newborns. Maternity leave entitlements are protected by law.",[1198],{"type":1081,"attrs":1199},{"color":1083},{"type":65,"content":1201},[1202,1208],{"text":1203,"type":69,"marks":1204},"4. Paternity Leave:",[1205,1206],{"type":72},{"type":1081,"attrs":1207},{"color":1083},{"text":1209,"type":69,"marks":1210}," This type of leave allows fathers/partners to take time off work after the birth or adoption of a child. It provides an opportunity for bonding and supporting the family. Paternity leave entitlements are protected by law.",[1211],{"type":1081,"attrs":1212},{"color":1083},{"type":65,"content":1214},[1215,1221],{"text":1216,"type":69,"marks":1217},"5. Adoption Leave:",[1218,1219],{"type":72},{"type":1081,"attrs":1220},{"color":1083},{"text":1222,"type":69,"marks":1223}," Employees who adopt a child are entitled to take adoption leave, which allows them to take time off work to care for and bond with their newly adopted child. Adoption leave entitlements are protected by law.",[1224],{"type":1081,"attrs":1225},{"color":1083},{"type":65,"content":1227},[1228,1234],{"text":1229,"type":69,"marks":1230},"6. Shared Parental Leave:",[1231,1232],{"type":72},{"type":1081,"attrs":1233},{"color":1083},{"text":1235,"type":69,"marks":1236}," This type of leave enables parents to share the care responsibilities for a child. It allows eligible parents to divide the leave between them or take it concurrently, providing flexibility in childcare arrangements.",[1237],{"type":1081,"attrs":1238},{"color":1083},{"type":65,"content":1240},[1241,1247],{"text":1242,"type":69,"marks":1243},"7. Parental Leave: ",[1244,1245],{"type":72},{"type":1081,"attrs":1246},{"color":1083},{"text":1248,"type":69,"marks":1249},"Parental leave is unpaid time off that allows parents to take an extended period away from work to care for their children. It is designed to support work-life balance and the well-being of families.",[1250],{"type":1081,"attrs":1251},{"color":1083},{"type":65,"content":1253},[1254,1260],{"text":1255,"type":69,"marks":1256},"8. Compassionate Leave:",[1257,1258],{"type":72},{"type":1081,"attrs":1259},{"color":1083},{"text":1261,"type":69,"marks":1262}," Also known as bereavement leave, compassionate leave is granted to employees who experience the loss of a close family member or dependant. It provides time off to grieve and make necessary arrangements.",[1263],{"type":1081,"attrs":1264},{"color":1083},{"type":65,"content":1266},[1267,1273],{"text":1268,"type":69,"marks":1269},"9. Time off for Public Duties:",[1270,1271],{"type":72},{"type":1081,"attrs":1272},{"color":1083},{"text":1274,"type":69,"marks":1275}," Employees who hold certain public positions, such as magistrates or members of local authorities, may be entitled to take time off work to fulfill their duties in public service.",[1276],{"type":1081,"attrs":1277},{"color":1083},{"type":153,"attrs":1279,"content":1280},{"level":155},[1281],{"text":1282,"type":69,"marks":1283},"Benefits of a paid time off plan",[1284],{"type":72},{"type":65,"content":1286},[1287,1291],{"type":180,"attrs":1288},{"id":49,"alt":16,"src":1289,"title":16,"source":49,"copyright":49,"meta_data":1290},"https://a.storyblok.com/f/64010/1999x1333/03240745af/taketimeoff1.jpg",{},{"text":1292,"type":69,"marks":1293},"A paid time off policy provides flexibility and security for employees. They know precisely how much time they're entitled to and when to expect it. Having a clear understanding of how they earn and spend their time helps reduce confusion and misunderstanding among coworkers. ",[1294],{"type":1081,"attrs":1295},{"color":1083},{"type":65,"content":1297},[1298],{"text":1299,"type":69,"marks":1300},"With a paid time off policy, it's easier for managers to monitor productivity levels and identify potential problem areas.",[1301],{"type":1081,"attrs":1302},{"color":1083},{"type":65,"content":1304},[1305],{"text":1306,"type":69,"marks":1307},"A good PTO policy will help:",[1308],{"type":1081,"attrs":1309},{"color":1083},{"type":74,"content":1311},[1312,1321,1330,1339,1348],{"type":77,"content":1313},[1314],{"type":65,"content":1315},[1316],{"text":1317,"type":69,"marks":1318},"Reduce absenteeism by encouraging more workers to stay home if they're ill — instead of risking the spread of contagious illnesses.",[1319],{"type":1081,"attrs":1320},{"color":1083},{"type":77,"content":1322},[1323],{"type":65,"content":1324},[1325],{"text":1326,"type":69,"marks":1327},"Increase productivity by giving  employees more control over their schedules.",[1328],{"type":1081,"attrs":1329},{"color":1083},{"type":77,"content":1331},[1332],{"type":65,"content":1333},[1334],{"text":1335,"type":69,"marks":1336},"Improve morale among staff members as everyone will know what's expected of them.",[1337],{"type":1081,"attrs":1338},{"color":1083},{"type":77,"content":1340},[1341],{"type":65,"content":1342},[1343],{"text":1344,"type":69,"marks":1345},"Help retain top talent by allowing employees to manage their lives outside work.",[1346],{"type":1081,"attrs":1347},{"color":1083},{"type":77,"content":1349},[1350],{"type":65,"content":1351},[1352,1357,1367],{"text":1353,"type":69,"marks":1354},"Allow better ",[1355],{"type":1081,"attrs":1356},{"color":1083},{"text":108,"type":69,"marks":1358},[1359,1362,1365],{"type":111,"attrs":1360},{"href":1361,"uuid":49,"anchor":49,"target":49,"linktype":115},"https://help.deputy.com/en/articles/2969954-leave-management",{"type":1081,"attrs":1363},{"color":1364},"rgb(17, 85, 204)",{"type":1366},"underline",{"text":1368,"type":69,"marks":1369}," practices and process to ensure effective demand planning.",[1370],{"type":1081,"attrs":1371},{"color":1083},{"type":65,"content":1373},[1374],{"text":1375,"type":69,"marks":1376},"There are also potential disadvantages to having a bad PTO policy. For example, it may lead to legal compliance issues - failing to comply with the minimum leave entitlements in UK employment laws could expose you to legal repercussions and financial penalties. ",[1377],{"type":1081,"attrs":1378},{"color":1083},{"type":65,"content":1380},[1381],{"text":1382,"type":69,"marks":1383},"And if you're not careful, you may have too many employees taking time off at once, leaving your restaurant, hotel, or clinic under duress.",[1384],{"type":1081,"attrs":1385},{"color":1083},{"type":153,"attrs":1387,"content":1388},{"level":155},[1389],{"text":1390,"type":69,"marks":1391},"How to create a PTO policy",[1392],{"type":72},{"type":65,"content":1394},[1395,1397,1401],{"text":1396,"type":69}," ",{"type":180,"attrs":1398},{"id":49,"alt":16,"src":1399,"title":16,"source":49,"copyright":49,"meta_data":1400},"https://a.storyblok.com/f/64010/1999x1333/1a21551f85/taketimeoff4.jpg",{},{"text":1402,"type":69,"marks":1403},"It's time to develop your PTO policy. Use these five steps to get started:",[1404],{"type":1081,"attrs":1405},{"color":1083},{"type":65,"content":1407},[1408],{"text":1409,"type":69,"marks":1410},"1. Understand the Legal Requirements:",[1411,1412],{"type":72},{"type":1081,"attrs":1413},{"color":1083},{"type":65,"content":1415},[1416],{"text":1417,"type":69,"marks":1418},"Before crafting your policy, familiarise yourself with the legal regulations regarding annual leave in your jurisdiction. Be aware of minimum entitlements, maximum carryover limits, and any specific provisions for shift workers. Ensuring compliance with the law is a vital foundation for developing an effective policy.",[1419],{"type":1081,"attrs":1420},{"color":1083},{"type":65,"content":1422},[1423],{"text":1424,"type":69,"marks":1425},"2. Determine Accrual Method:",[1426,1427],{"type":72},{"type":1081,"attrs":1428},{"color":1083},{"type":65,"content":1430},[1431],{"text":1432,"type":69,"marks":1433},"Choose an accrual method that suits the needs of your shift workers. Standard options include a fixed accrual rate based on hours worked or a pro-rata system that accounts for different shift lengths. Consider factors such as employee seniority, workload, and seasonal fluctuations when determining the accrual rate.",[1434],{"type":1081,"attrs":1435},{"color":1083},{"type":65,"content":1437},[1438],{"text":1439,"type":69,"marks":1440},"3. Clear Guidelines for Leave Requests:",[1441,1442],{"type":72},{"type":1081,"attrs":1443},{"color":1083},{"type":65,"content":1445},[1446],{"text":1447,"type":69,"marks":1448},"Establish clear guidelines for submitting leave requests. Determine how far in advance employees should submit their proposals and how conflicts between multiple submissions will be resolved. Encourage open communication to facilitate the scheduling process and minimise disruptions to the workforce.",[1449],{"type":1081,"attrs":1450},{"color":1083},{"type":65,"content":1452},[1453],{"text":1454,"type":69,"marks":1455},"4. Address Minimum Staffing Requirements:",[1456,1457],{"type":72},{"type":1081,"attrs":1458},{"color":1083},{"type":65,"content":1460},[1461,1466,1474],{"text":1462,"type":69,"marks":1463},"Given the nature of shift work, addressing minimum staffing requirements in your policy is essential. Define the minimum number of employees ",[1464],{"type":1081,"attrs":1465},{"color":1083},{"text":1467,"type":69,"marks":1468},"that must be present in each shift or department ",[1469,1471,1473],{"type":111,"attrs":1470},{"href":113,"uuid":49,"anchor":49,"target":49,"linktype":115},{"type":1081,"attrs":1472},{"color":1364},{"type":1366},{"text":1475,"type":69,"marks":1476},"and specify how annual leave requests will be managed to maintain operational efficiency.",[1477],{"type":1081,"attrs":1478},{"color":1083},{"type":65,"content":1480},[1481],{"text":1482,"type":69,"marks":1483},"5. Flexible Scheduling and Rollover Options:",[1484,1485],{"type":72},{"type":1081,"attrs":1486},{"color":1083},{"type":65,"content":1488},[1489],{"text":1490,"type":69,"marks":1491},"Recognise shift workers’ unique challenges and provide flexibility in scheduling annual leave. Consider allowing employees to split their holiday into shorter periods or offering to carry over a limited amount of unused leave to the following year. This flexibility can enhance employee satisfaction and accommodate varying personal needs.",[1492],{"type":1081,"attrs":1493},{"color":1083},{"type":65,"content":1495},[1496],{"text":1497,"type":69,"marks":1498},"6. Communication and Transparency:",[1499,1500],{"type":72},{"type":1081,"attrs":1501},{"color":1083},{"type":65,"content":1503},[1504],{"text":1505,"type":69,"marks":1506},"Ensure clear communication and transparency regarding the annual leave policy. Clearly outline the policy's details, including accrual rates, leave request procedures, blackout periods, and any restrictions. Make the policy readily accessible to all employees and address any questions or concerns promptly.",[1507],{"type":1081,"attrs":1508},{"color":1083},{"type":65,"content":1510},[1511],{"text":1512,"type":69,"marks":1513},"7. Consider Shift Preferences:",[1514,1515],{"type":72},{"type":1081,"attrs":1516},{"color":1083},{"type":65,"content":1518},[1519,1524,1532,1537,1546],{"text":1520,"type":69,"marks":1521},"Take into account ",[1522],{"type":1081,"attrs":1523},{"color":1083},{"text":1525,"type":69,"marks":1526},"individual shift preferences",[1527,1529,1531],{"type":111,"attrs":1528},{"href":691,"uuid":49,"anchor":49,"target":49,"linktype":115},{"type":1081,"attrs":1530},{"color":1364},{"type":1366},{"text":1533,"type":69,"marks":1534}," when ",[1535],{"type":1081,"attrs":1536},{"color":1083},{"text":1538,"type":69,"marks":1539},"managing annual leave requests",[1540,1543,1545],{"type":111,"attrs":1541},{"href":1542,"uuid":49,"anchor":49,"target":49,"linktype":115},"https://www.deputy.com/features/leave-management",{"type":1081,"attrs":1544},{"color":1364},{"type":1366},{"text":1547,"type":69,"marks":1548},". Some employees may have preferred shifts or days off, so strive to accommodate their preferences whenever possible. This consideration can foster a positive work environment and enhance employee engagement.",[1549],{"type":1081,"attrs":1550},{"color":1083},{"type":65,"content":1552},[1553],{"text":1554,"type":69,"marks":1555},"8. Regular Review and Adjustment:",[1556,1557],{"type":72},{"type":1081,"attrs":1558},{"color":1083},{"type":65,"content":1560},[1561],{"text":1562,"type":69,"marks":1563},"Monitor the effectiveness of your paid annual leave policy for shift workers and gather employee feedback. Conduct periodic reviews to identify any areas for improvement and make necessary adjustments to the procedure. This iterative process will help ensure that the policy remains aligned with the evolving needs of your workforce.",[1564],{"type":1081,"attrs":1565},{"color":1083},{"type":153,"attrs":1567,"content":1568},{"level":155},[1569],{"text":1570,"type":69,"marks":1571},"PTO best practices",[1572,1573],{"type":72},{"type":1081,"attrs":1574},{"color":1083},{"type":65,"content":1576},[1577],{"text":1578,"type":69,"marks":1579},"There needs to be a single right way to implement a paid time off policy. But several factors influence the success of any given approach. Here are a few tips:",[1580],{"type":1081,"attrs":1581},{"color":1083},{"type":153,"attrs":1583,"content":1584},{"level":165},[1585],{"text":1586,"type":69,"marks":1587},"1. Make it easy to use",[1588,1589],{"type":72},{"type":1081,"attrs":1590},{"color":1083},{"type":65,"content":1592},[1593],{"text":1594,"type":69,"marks":1595},"When creating a PTO policy, ensure it's as simple as possible for workers to access their allotted days of leave. This means having clear guidelines about what types of leaves are available, who needs approval before taking leave, and where they should go to request additional time off.",[1596],{"type":1081,"attrs":1597},{"color":1083},{"type":153,"attrs":1599,"content":1600},{"level":165},[1601],{"text":1602,"type":69,"marks":1603},"2. Be flexible",[1604,1605],{"type":72},{"type":1081,"attrs":1606},{"color":1083},{"type":65,"content":1608},[1609],{"text":1610,"type":69,"marks":1611},"If you want to accommodate changes in business conditions, consider allowing some flexibility with your PTO schedule. For example, allowing employees to extend their leave beyond the standard length. Or allowing workers to take days off to celebrate religious or cultural holidays. ",[1612],{"type":1081,"attrs":1613},{"color":1083},{"type":153,"attrs":1615,"content":1616},{"level":165},[1617],{"text":1618,"type":69,"marks":1619},"3. Keep track of usage",[1620,1621],{"type":72},{"type":1081,"attrs":1622},{"color":1083},{"type":65,"content":1624},[1625],{"text":1626,"type":69,"marks":1627},"Tracking leave balances makes managing your budget more accessible and ensures no one's going over their allotment. This is easier to do when you use software to track in real time and automate report generation. ",[1628],{"type":1081,"attrs":1629},{"color":1083},{"type":153,"attrs":1631,"content":1632},{"level":165},[1633],{"text":1634,"type":69,"marks":1635},"4. Make sure to include PTO for various circumstances",[1636,1637],{"type":72},{"type":1081,"attrs":1638},{"color":1083},{"type":65,"content":1640},[1641],{"text":1642,"type":69,"marks":1643},"If you're offering unlimited PTO, remember to include bereavement leave, public service, and other particular circumstances. It might sound obvious, but these details matter because they help prevent burnout among those who need the time off.",[1644],{"type":1081,"attrs":1645},{"color":1083},{"type":153,"attrs":1647,"content":1648},{"level":165},[1649],{"text":1650,"type":69,"marks":1651},"5. Consider adding perks",[1652,1653],{"type":72},{"type":1081,"attrs":1654},{"color":1083},{"type":65,"content":1656},[1657],{"text":1658,"type":69,"marks":1659},"Add incentives to encourage employees to stay healthy while using up their PTO. Some companies offer gym memberships, free massages, and even discounts on coffee shops. These perks can motivate workers to stick around longer than expected.",[1660],{"type":1081,"attrs":1661},{"color":1083},{"type":65,"content":1663},[1664],{"text":1665,"type":69,"marks":1666},"Regarding health, consider making PTO mandatory to ensure your workaholic employees don't burn out.",[1667],{"type":1081,"attrs":1668},{"color":1083},{"type":153,"attrs":1670,"content":1671},{"level":165},[1672],{"text":1673,"type":69,"marks":1674},"6. Provide training",[1675,1676],{"type":72},{"type":1081,"attrs":1677},{"color":1083},{"type":65,"content":1679},[1680,1685,1693,1698,1707],{"text":1681,"type":69,"marks":1682},"If this is your first PTO policy, guide managers and employees along the way. Conduct training sessions to teach new hires how to fill out forms, ",[1683],{"type":1081,"attrs":1684},{"color":1083},{"text":1686,"type":69,"marks":1687},"manage their schedules",[1688,1690,1692],{"type":111,"attrs":1689},{"href":691,"uuid":49,"anchor":49,"target":49,"linktype":115},{"type":1081,"attrs":1691},{"color":1364},{"type":1366},{"text":1694,"type":69,"marks":1695},", and ",[1696],{"type":1081,"attrs":1697},{"color":1083},{"text":1699,"type":69,"marks":1700},"communicate effectively",[1701,1704,1706],{"type":111,"attrs":1702},{"href":1703,"uuid":49,"anchor":49,"target":49,"linktype":115},"https://www.deputy.com/features/collaboration",{"type":1081,"attrs":1705},{"color":1364},{"type":1366},{"text":1708,"type":69,"marks":1709}," with management about taking time off.",[1710],{"type":1081,"attrs":1711},{"color":1083},{"type":153,"attrs":1713,"content":1714},{"level":165},[1715],{"text":1716,"type":69,"marks":1717},"7. Create a culture of trust",[1718,1719],{"type":72},{"type":1081,"attrs":1720},{"color":1083},{"type":65,"content":1722},[1723],{"text":1724,"type":69,"marks":1725},"Employees appreciate knowing management trusts them enough to set aside days for rest and relaxation. So, ensure your company doesn't hold back information about its policies. Let workers know why they deserve this time away and explain how long they can expect to spend recovering.",[1726],{"type":1081,"attrs":1727},{"color":1083},{"type":65,"content":1729},[1730],{"text":1396,"type":69},{"type":153,"attrs":1732,"content":1733},{"level":155},[1734],{"text":1735,"type":69,"marks":1736},"PTO laws and compliance",[1737],{"type":72},{"type":65,"content":1739},[1740,1744,1749,1758,1763,1772,1777,1786,1790,1799,1803,1812],{"type":180,"attrs":1741},{"id":49,"alt":16,"src":1742,"title":16,"source":49,"copyright":49,"meta_data":1743},"https://a.storyblok.com/f/64010/1999x1333/d30423e4d6/taketimeoff2.jpg",{},{"text":1745,"type":69,"marks":1746},"The law governing PTO in the UK is primarily outlined in the ",[1747],{"type":1081,"attrs":1748},{"color":1083},{"text":1750,"type":69,"marks":1751},"Employment Rights Act 1996",[1752,1755,1757],{"type":111,"attrs":1753},{"href":1754,"uuid":49,"anchor":49,"target":49,"linktype":115},"https://www.legislation.gov.uk/ukpga/1996/18/contents",{"type":1081,"attrs":1756},{"color":1364},{"type":1366},{"text":1759,"type":69,"marks":1760}," and is further supported by ",[1761],{"type":1081,"attrs":1762},{"color":1083},{"text":1764,"type":69,"marks":1765},"the Working Time Regulations 1998",[1766,1769,1771],{"type":111,"attrs":1767},{"href":1768,"uuid":49,"anchor":49,"target":49,"linktype":115},"https://www.legislation.gov.uk/uksi/1998/1833/contents/made",{"type":1081,"attrs":1770},{"color":1364},{"type":1366},{"text":1773,"type":69,"marks":1774},", ",[1775],{"type":1081,"attrs":1776},{"color":1083},{"text":1778,"type":69,"marks":1779},"Maternity and Parental Leave Regulations 1999",[1780,1783,1785],{"type":111,"attrs":1781},{"href":1782,"uuid":49,"anchor":49,"target":49,"linktype":115},"https://www.legislation.gov.uk/uksi/1999/3312/contents/made",{"type":1081,"attrs":1784},{"color":1364},{"type":1366},{"text":1773,"type":69,"marks":1787},[1788],{"type":1081,"attrs":1789},{"color":1083},{"text":1791,"type":69,"marks":1792},"Sick Leave and Statutory Sick Pay scheme",[1793,1796,1798],{"type":111,"attrs":1794},{"href":1795,"uuid":49,"anchor":49,"target":49,"linktype":115},"https://www.gov.uk/employers-sick-pay/entitlement#:~:text=SSP%20is%20paid%20when%20the,before%20they%20go%20home%20sick.",{"type":1081,"attrs":1797},{"color":1364},{"type":1366},{"text":1694,"type":69,"marks":1800},[1801],{"type":1081,"attrs":1802},{"color":1083},{"text":1804,"type":69,"marks":1805},"the Equality Act 2010",[1806,1809,1811],{"type":111,"attrs":1807},{"href":1808,"uuid":49,"anchor":49,"target":49,"linktype":115},"https://www.legislation.gov.uk/ukpga/2010/15/contents",{"type":1081,"attrs":1810},{"color":1364},{"type":1366},{"text":1813,"type":69,"marks":1814},". ",[1815],{"type":1081,"attrs":1816},{"color":1083},{"type":65,"content":1818},[1819,1824,1832],{"text":1820,"type":69,"marks":1821},"In addition, ",[1822],{"type":1081,"attrs":1823},{"color":1083},{"text":1825,"type":69,"marks":1826},"the law on holiday pay changed April 6 2020",[1827,1829,1831],{"type":111,"attrs":1828},{"href":332,"uuid":49,"anchor":49,"target":49,"linktype":115},{"type":1081,"attrs":1830},{"color":1364},{"type":1366},{"text":1833,"type":69,"marks":1834},", which increased the reference period for calculating holiday pay for part-time workers from the last 12 weeks in which they worked to 52 weeks. ",[1835],{"type":1081,"attrs":1836},{"color":1083},{"type":153,"attrs":1838,"content":1839},{"level":165},[1840],{"text":1841,"type":69,"marks":1842},"Sample PTO policy for small businesses",[1843,1844],{"type":72},{"type":1081,"attrs":1845},{"color":1083},{"type":65,"content":1847},[1848],{"text":1849,"type":69,"marks":1850},"Here's a sample paid time off policy:",[1851],{"type":1081,"attrs":1852},{"color":1083},{"type":1854},"horizontal_rule",{"type":65,"content":1856},[1857],{"text":1858,"type":69,"marks":1859},"[Your Company Name] PTO Policy",[1860],{"type":1081,"attrs":1861},{"color":1083},{"type":65,"content":1863},[1864],{"text":1865,"type":69,"marks":1866},"Effective Date: [Date]",[1867],{"type":1081,"attrs":1868},{"color":1083},{"type":65,"content":1870},[1871],{"text":1872,"type":69,"marks":1873},"1. Purpose",[1874,1875],{"type":72},{"type":1081,"attrs":1876},{"color":1083},{"type":65,"content":1878},[1879],{"text":1880,"type":69,"marks":1881},"This policy outlines the guidelines and procedures for paid time off (PTO) for [Your Company Name] employees. The policy aims to promote work-life balance and employee well-being and ensure compliance with UK employment laws.",[1882],{"type":1081,"attrs":1883},{"color":1083},{"type":65,"content":1885},[1886],{"text":1887,"type":69,"marks":1888},"2. Eligibility",[1889,1890],{"type":72},{"type":1081,"attrs":1891},{"color":1083},{"type":65,"content":1893},[1894],{"text":1895,"type":69,"marks":1896},"All regular full-time and part-time employees are eligible for PTO benefits. Temporary or contract employees may be eligible based on the terms of their employment agreement.",[1897],{"type":1081,"attrs":1898},{"color":1083},{"type":65,"content":1900},[1901],{"text":1902,"type":69,"marks":1903},"3. Annual Leave Entitlement",[1904,1905],{"type":72},{"type":1081,"attrs":1906},{"color":1083},{"type":65,"content":1908},[1909],{"text":1910,"type":69,"marks":1911},"Employees are entitled to [X] days of annual leave per calendar year. Annual leave will be accrued pro-rata for part-time employees based on their contracted hours.",[1912],{"type":1081,"attrs":1913},{"color":1083},{"type":65,"content":1915},[1916],{"text":1917,"type":69,"marks":1918},"4. Requesting PTO",[1919,1920],{"type":72},{"type":1081,"attrs":1921},{"color":1083},{"type":65,"content":1923},[1924],{"text":1925,"type":69,"marks":1926},"Employees must submit a PTO request to their immediate supervisor or the designated PTO coordinator using the company's approved process. Requests should be submitted [X] days in advance, whenever possible, for proper staffing and workload management.",[1927],{"type":1081,"attrs":1928},{"color":1083},{"type":65,"content":1930},[1931],{"text":1932,"type":69,"marks":1933},"5. PTO Approval",[1934,1935],{"type":72},{"type":1081,"attrs":1936},{"color":1083},{"type":65,"content":1938},[1939],{"text":1940,"type":69,"marks":1941},"PTO requests will be evaluated based on operational requirements and staffing levels. While we strive to accommodate employee preferences, approvals are subject to business needs. Approval will be communicated to the employee within [X] working days of the request submission.",[1942],{"type":1081,"attrs":1943},{"color":1083},{"type":65,"content":1945},[1946],{"text":1947,"type":69,"marks":1948},"6. Carryover and Expiry",[1949,1950],{"type":72},{"type":1081,"attrs":1951},{"color":1083},{"type":65,"content":1953},[1954],{"text":1955,"type":69,"marks":1956},"Unused PTO can be carried over to the following calendar year, up to a maximum of [X] days. However, any carried-over leave must be used within the first [X] months of the new year; otherwise, it will be forfeited.",[1957],{"type":1081,"attrs":1958},{"color":1083},{"type":65,"content":1960},[1961],{"text":1962,"type":69,"marks":1963},"7. PTO Payout",[1964,1965],{"type":72},{"type":1081,"attrs":1966},{"color":1083},{"type":65,"content":1968},[1969],{"text":1970,"type":69,"marks":1971},"Upon termination of employment, employees will receive payment for any accrued and unused PTO days, subject to applicable employment laws and company policies.",[1972],{"type":1081,"attrs":1973},{"color":1083},{"type":65,"content":1975},[1976],{"text":1977,"type":69,"marks":1978},"8. Public Holidays",[1979,1980],{"type":72},{"type":1081,"attrs":1981},{"color":1083},{"type":65,"content":1983},[1984],{"text":1985,"type":69,"marks":1986},"Public holidays are separate from annual leave entitlement. Employees are entitled to observe statutory holidays as outlined in UK employment laws. These days will not be deducted from the employee's annual leave balance.",[1987],{"type":1081,"attrs":1988},{"color":1083},{"type":65,"content":1990},[1991],{"text":1992,"type":69,"marks":1993},"9. Sick Leave and Other Leaves",[1994,1995],{"type":72},{"type":1081,"attrs":1996},{"color":1083},{"type":65,"content":1998},[1999],{"text":2000,"type":69,"marks":2001},"PTO does not cover sick, maternity, paternity, adoption, or other types of leave governed by separate policies and applicable laws. Employees should refer to the respective policies for information on these leaves.",[2002],{"type":1081,"attrs":2003},{"color":1083},{"type":65,"content":2005},[2006],{"text":2007,"type":69,"marks":2008},"10. Policy Compliance",[2009,2010],{"type":72},{"type":1081,"attrs":2011},{"color":1083},{"type":65,"content":2013},[2014],{"text":2015,"type":69,"marks":2016},"Employees are expected to adhere to this PTO policy. Any misuse or abuse of PTO may result in disciplinary action.",[2017],{"type":1081,"attrs":2018},{"color":1083},{"type":65,"content":2020},[2021],{"text":2022,"type":69,"marks":2023},"11. Amendments and Review",[2024,2025],{"type":72},{"type":1081,"attrs":2026},{"color":1083},{"type":65,"content":2028},[2029],{"text":2030,"type":69,"marks":2031},"[Your Company Name] reserves the right to modify or update this PTO policy at any time. Any revisions will be communicated to employees and will comply with applicable laws and regulations.",[2032],{"type":1081,"attrs":2033},{"color":1083},{"type":1854},{"type":65,"content":2036},[2037],{"text":2038,"type":69,"marks":2039},"Deputy Disclaimer: Please note that this sample PTO policy serves as a starting point and should be customised to align with your company's specific requirements, legal obligations, and industry practices. It is advisable to seek legal counsel or consult relevant authorities to ensure compliance with current employment laws in the UK.",[2040,2042],{"type":2041},"italic",{"type":1081,"attrs":2043},{"color":1083},{"type":65,"content":2045},[2046],{"text":2047,"type":69,"marks":2048},"Leave Balances",[2049,2050],{"type":72},{"type":1081,"attrs":2051},{"color":1083},{"type":65,"content":2053},[2054],{"text":2055,"type":69,"marks":2056},"With this system, you set aside money for paid time off. Once an employee uses their allotted time, the balance rolls over into subsequent years. To avoid paying out twice, require employees to sign a waiver stating they will only claim additional PTO after exhausting current allotments.",[2057],{"type":1081,"attrs":2058},{"color":1083},{"type":153,"attrs":2060,"content":2061},{"level":155},[2062],{"text":2063,"type":69,"marks":2064},"Always have the right coverage",[2065,2066],{"type":72},{"type":1081,"attrs":2067},{"color":1083},{"type":65,"content":2069},[2070],{"text":2071,"type":69,"marks":2072},"Paid time off policies vary widely among employers. Some companies provide only limited or partial coverage, while others cover everything except holiday pay. Regardless of the specifics, ensure your PTO policy is straightforward and considers various life situations. ",[2073],{"type":1081,"attrs":2074},{"color":1083},{"type":65,"content":2076},[2077],{"text":2078,"type":69,"marks":2079},"If you're in the process of implementing a PTO program, do your research to design a comprehensive plan that meets your business goals.",[2080],{"type":1081,"attrs":2081},{"color":1083},{"type":65,"content":2083},[2084,2089,2097,2102,2111,2116],{"text":2085,"type":69,"marks":2086},"Then if you need help tracking ",[2087],{"type":1081,"attrs":2088},{"color":1083},{"text":2090,"type":69,"marks":2091},"paid time off",[2092,2094,2096],{"type":111,"attrs":2093},{"href":1542,"uuid":49,"anchor":49,"target":49,"linktype":115},{"type":1081,"attrs":2095},{"color":1364},{"type":1366},{"text":2098,"type":69,"marks":2099},", consider adopting scheduling software like Deputy. If you want to see if it's right for your business, ",[2100],{"type":1081,"attrs":2101},{"color":1083},{"text":2103,"type":69,"marks":2104},"join Deputy for free",[2105,2108,2110],{"type":111,"attrs":2106},{"href":2107,"uuid":49,"anchor":49,"target":49,"linktype":115},"https://www.deputy.com/free-trial",{"type":1081,"attrs":2109},{"color":1364},{"type":1366},{"text":2112,"type":69,"marks":2113}," today. ",[2114],{"type":1081,"attrs":2115},{"color":1083},{"type":2117},"hard_break"," How to Create a Paid Time Off Policy for Your Hourly Staff","2023-06-01 00:00",{"_uid":2121,"title":34,"imgSrc":16,"plugin":35,"imageAlt":2122,"minWidth":834,"imageName":2123,"imageS3Key":2124,"description":40,"mobileWidth":2125,"desktopWidth":2125,"assetSelector":16,"imagePublicUrl":2126,"imageOriginalUrl":2127,"sourceImageWidth":2128,"sourceImageHeight":2129},"3e0e8e5f-8eee-45f5-930c-56f94b6f4b29","Paid Time Off, Deputy, leave management, 52 week, average holiday 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