As the summer sun sets and the holiday tan lines start to fade, September can bring seasonal HR challenges for businesses dealing with people returning from their annual break. Whether it’s patching up holiday policies or untangling seasonal contracts, it’s time to tackle the HR to-do list with a post-summer game plan. Here are the key HR matters to keep an eye on as we head into the crisper months ahead.

Holidays and Holiday Pay

Keeping on top of holiday pay can be very tricky due to the complexities of the statutory holiday entitlement regime, the rules on carry over of untaken leave, and the introduction of new rules for calculating holiday accrual and holiday pay earlier this year for part-year and irregular hours workers.

Businesses should review contracts of employment, holiday policies and payroll processes to ensure firstly, that all employees understand their annual holiday entitlement and the carry over rules that apply to them, and secondly, that holiday accrual and pay calculations are being done correctly under the new rules. Failure to provide the minimum statutory holiday entitlement and correctly calculated holiday pay will create resentment and could lead to tribunal claims for unlawful deductions from pay.

Flexible Working

The changes to flexible working rights from April 2024 mean that a request for flexible working can be made from day one of employment and must be dealt with ‘in a reasonable manner’ and in consultation with the employee. Those who have been juggling childcare with work for the first time over the summer may decide that now is time to request compressed hours, homeworking or other flexible working arrangements.

Businesses should review and update their flexible working policies to reflect the new rights and provide training for managers to deal with requests.

Under Performance and Absence

A dose of the post-holiday blues for some means their performance or attendance may slump when they return to work. Businesses should be ready to tackle any concerns about absence or under-performance by following their performance and absence policies. Revisiting these policies to check they are fit for purpose is a sensible first step.

Job Leavers

Some will return from holiday refreshed and needing a new challenge. Any employees who want to leave should resign on notice in accordance with their contract of employment. Businesses should have clear end of employment processes to deal with any requests to leave earlier than the end of the notice period, and to consider if garden leave or payment in lieu of notice is appropriate. Businesses should also take steps to ensure that all company property and business confidential information is returned, any deductions from final payments are lawful, and the employee understands any ongoing contractual obligations.

Wellbeing in the Winter Months

As we head into autumn, the prospect of the long winter looms large and affects the mental and physical wellbeing of many. Sickness absence is likely to increase and businesses should consider the support they offer to employees over the cold, dark months to help them stay well and in work. Suggestions can include providing flu vaccinations for those who are not eligible for free NHS vaccinations and Employee Assistance Programmes for people suffering with seasonably affected disorder.

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