Time Off for Employees

Allowing employees time off, especially in a small operation, can be a tricky issue. Family needs often intrude into business operations in such a way as to cause disruption and possibly even problems with morale in the workforce.

Supervisors might find themselves being asked for time off, either paid time that is a company benefit (e.g., personal days) or extra time that is taken in the form of an extended lunch. Sometimes this time is made up at the beginning or end of the workday.

Granting such requests can make those employees happy, but they can cause disgruntlement if workers who don’t ask for time feel as though they are being slighted.

There are several considerations to keep in mind regarding employee requests for time off, so that no one will charge favoritism. These ideas come from a variety of human resource experts who have studied the issue.

Don’t limit flexibility to parents. Remember that “family” can include older as well as younger relatives. Employees with no relatives can still have needs beyond child or elder care.

Make sure that employees who need time away get their own work done. Morale rises when workers see that they won’t be burdened with the tasks of a co-worker who gets to leave the office.

Establish a policy about paid time off in advance, not when a situation arises, but prepare to be flexible.

Think in terms of encouraging an atmosphere of mutual understanding and good will among employees.