In a recent post, we reported that the majority of current candidates believe that flexible working is the key to their productivity.
But with many employers struggling to attract highly skilled candidates, it may come as no surprise that employers are going one step further, by offering unlimited holidays.
A trend started by Netflix in 2014, unlimited holidays has slowly made its way across the pond, with an increasing number of firms adopting the new “no-policy” policy.
The only general, and probably obvious, rule is that workers must have completed their work, not be behind, and ensure that colleagues aren’t left in the lurch. There’s no hidden catch, it does exactly what it says on the tin. Employees have access to unlimited holidays, and if you want one, take one.
Alex Myers, CEO of Manifest PR, describes the traditional annual leave policy as “broken”. Having implemented unlimited working in 2015, he says: “At first we were counting how many days people took compared with previous years, but we gradually learned that none of that matters. We’ve grown to think about holiday in a completely different way. It’s about space to breathe. To allow people to be as creative as they can be, and to remove the guilt or stress so often attached to taking holiday.”
Myers also noted that before the new policy was put in place, many employees were storing up holidays days for the end of the year, causing disruption within teams due to increased leave during November and December. But with unlimited holiday in place, he found that staff weren’t taking more holiday, in fact, they just took holiday more evenly over the course of the year.
With the only caveat to unlimited holiday being that workers must have completed their work, it’s a great way to motivate and incentivise staff to be more productive, with them knowing that they could finish early on a Friday or take an extra-long weekend if they want to.
It’s the ultimate way to build trust with your employees, and although offering unlimited holidays may seem daunting to some employers, it’s actually a great way to show who is truly committed to the business and their role, and not just in it for paid time off.
The “traditional” holiday model allows for a minimum of 28 days leave, as stipulated by the UK Government, but sees many employees storing these days to use up later on in the year “just in case”, causing many to burn out come the summertime.
Currently, annual leave is a finite asset, with many reluctant to “waste” holidays during the first two quarters, for fear of not having enough later on in the year. However, unlimited holiday takes away this stress, with employees knowing they could take a day off whenever they need one.
Workplaces of today are focusing more on quality driven successes and results, and the “how you got there” has become less relevant. Whilst it certainly appears to be the upcoming trend among employee benefits, an unlimited holiday policy is the ultimate trust builder between employer and employee.
Thinking of setting yourself apart from the competition? Perhaps it’s time you introduced unlimited holidays.