Travel firms are currently experiencing shifts in employee expectations concerning annual leave.
Candidates in the travel industry now demand more days off, prompting companies to reconsider their leave policies to attract and retain talent.
Rising Expectations among New Recruits
New recruits in the travel industry are now expecting at least 25 days of annual leave, in addition to bank holidays. This shift in expectation reflects a broader change in workforce dynamics, where work-life balance is increasingly valued. Companies must adapt to these changing demands to remain attractive to potential employees.
C&M Travel Recruitment managing director Barbara Kolosinska pointed out the shift, stating, “The expectations from candidates have definitely increased from a couple of years ago. Twenty days doesn’t cut it now.” This highlights the evolving standards within the industry, urging firms to rethink their leave policies.
The Competitive Edge through Enhanced Leave
To attract new talent, companies are advised to consider offering between 22 to 25 days’ leave as a standard, complemented by eight bank holidays. Travlaw partner and head of employment, Ami Naru, suggested offering 20 to 33 days of leave to gain a competitive edge in the job market.
In the current employment landscape, extra leave is becoming a key differentiator. Firms increasingly use additional holiday days as incentives for long-term loyalty, rewarding extended service with extra days off. This strategy not only helps in attracting new talent but also in retaining existing employees.
Fiscal Sense in Enhanced Leave Policies
Claire Steiner, an HR and talent professional, emphasised that enhancing leave policies makes “fiscal sense”. It is often more cost-effective to improve current leave offerings than to incur the costs of high employee turnover.
Enhancing benefits such as maternity and paternity leave is also becoming crucial in drawing parents into the workforce, thus widening the talent pool. These strategic adjustments are not just about meeting employee demands but ensuring organisational sustainability.
Firms are encouraged to innovate further by introducing paid ‘volunteer’ days and ‘duvet days’. These options allow staff to take spontaneous or meaningful leave, which could be beneficial for mental health and job satisfaction.
Addressing Absenteeism with Innovative Solutions
Absenteeism remains a challenge for many firms. By integrating flexible leave options such as ‘duvet days’, companies provide employees with much-needed flexibility, potentially reducing unscheduled absences. This approach also addresses employees’ wellbeing, leading to a more motivated workforce.
Paid ‘volunteer’ days are increasingly popular, offering employees the chance to engage in community service without sacrificing leave entitlement. This not only boosts morale but also fosters a positive company culture.
Industry Implications and Long-Term Strategies
The broader industry faces a pressing challenge in aligning with these new expectations. The demand for more generous leave policies will likely influence operational strategies across the sector.
Companies that fail to adapt may find themselves at a disadvantage in attracting top talent. Thus, there is a strong impetus for firms to not only increase leave but also improve overall benefits to secure a competitive position. Long-term sustainability in recruitment and retention will depend heavily on these adaptations.
Conclusion
In conclusion, the travel industry is experiencing a paradigm shift concerning employee expectations for annual leave. Companies that respond to these changes with strategic enhancements to their leave policies are likely to benefit from improved recruitment and retention outcomes.
As firms navigate these evolving dynamics, the emphasis on comprehensive leave packages and innovative employee benefits will be crucial in maintaining industry competitiveness.
The travel industry is seeing a significant transformation in terms of employee expectations around annual leave.
Strategic enhancements in leave policies are becoming a necessity for firms aiming to maintain competitiveness and sustain their workforce.
