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Posted: 18th January 2021
Has anyone got any experience of implementing unlimited holiday? I’m looking for guidance around setting principles. We don’t have people policies any more, and this would just be written as a How We Operate one pager. I think our 2 biggest challenges will be poor line management and people being nervous about taking the p. However, I will be going with early adopters and not getting bogged down on the naysayers!
Any thoughts would be great. Thank you!
We’ve always loved the unlimited leave approach, but there is mixed debate out there (see this blog as an example) as people weren’t taking enough because of workload, peer pressure, not feeling comfortable. Why not start with the question “Why am I introducing this?” Is it to attract people? if it is what is the reality when they join about how much holiday they can take? Is it because people are not taking enough time off? If so, how could we encourage that? Is it to show trust? If so, is there a different way we can demonstrate this with the ‘process’ around taking time off?
We hope this helps! We’d love to see how you get on Maggie, so please keep us posted.
Disruptive HR Team
We implemented Unlimited Leave at my last company. I’m not sure whether because it was a smaller business (70 in the UK) it was more effectively used than perhaps if it was implemented in a larger organisation but it felt very in line with our culture and values of ‘treat the business as your own’. This meant there was mutual trust that providing the work was one and our clients and colleagues weren’t left in the lurch, we didn’t mind if you took 35+ days a year holiday.
Happy to discuss the principles we created around the concept if that would be useful – my email is Hannah.Thompson@11fs.com
Well we’ve launched uncapped holiday on a trial basis so I’ll let you know how we get on!
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