I was wondering if any of you might have an idea about the prevalence of holiday buy as a benefit in the UK?
Thank you,
Christina
Comments (9)
Trina Spear (Clarks International)
08:52AM 31 Aug 2018
We are in the process of setting up a holiday purchase scheme of 5 days for the year for the 2019 holiday year. The systems infrastructure has proved to be more challenging that we had expected but we anticipate, from employee feedback, that the scheme will be worth the effort. Trina.
We have offered this benefit for a number of years. We allow all employees to purchase up to an additional 5 days off and have 2 windows, March and September. It's a pretty popular benefit and I find at a managerial level it doesn't have a major cost implication as the managers tend to absorb the extra time off without having to pay out for covering the roles.
We recently introduced holiday buy sell as part of our new flexible benefits platform in November last year. We allow employees to buy or sell up to 5 days provided they don't go below statutory minimum entitlement. The amount of days employees can buy or sell, are pro-rated if part time or if they join mid way through the year. Employees can select at annual enrolment or on joining. We also seek line manager approval prior to authorisation of requests in order them to allow them to manage leave within their teams. Please get in touch directly if you would like further details on our approach
Mrs Tina Odell (Air Products (from March 2018))
08:45AM 10 Aug 2018
This has always been the most popular benefit in companies where I have ran buy/sell holiday programs, and in employee surveys I have seen usually comes out as most valued. The take up can be directly related to how well it is communicated. its a great way to help support parents struggling to cover 13 weeks of school holiday with their holiday entitlement which might be only 4/5 weeks holiday
We are in the process of setting up a holiday purchase scheme of 5 days for the year for the 2019 holiday year. The systems infrastructure has proved to be more challenging that we had expected but we anticipate, from employee feedback, that the scheme will be worth the effort. Trina.
We have offered this benefit for a number of years. We allow all employees to purchase up to an additional 5 days off and have 2 windows, March and September. It's a pretty popular benefit and I find at a managerial level it doesn't have a major cost implication as the managers tend to absorb the extra time off without having to pay out for covering the roles.
Hi
We recently introduced holiday buy sell as part of our new flexible benefits platform in November last year. We allow employees to buy or sell up to 5 days provided they don't go below statutory minimum entitlement. The amount of days employees can buy or sell, are pro-rated if part time or if they join mid way through the year. Employees can select at annual enrolment or on joining. We also seek line manager approval prior to authorisation of requests in order them to allow them to manage leave within their teams. Please get in touch directly if you would like further details on our approach
This has always been the most popular benefit in companies where I have ran buy/sell holiday programs, and in employee surveys I have seen usually comes out as most valued. The take up can be directly related to how well it is communicated. its a great way to help support parents struggling to cover 13 weeks of school holiday with their holiday entitlement which might be only 4/5 weeks holiday