Especially in the current economic climate, clean holiday and overtime planning is more important than ever, as it has a direct impact on business results. In addition to the relevant legal provisions, various other aspects (individual contractual arrangements, staff regulations, internal guidelines, etc.) must also be taken into account.
Those who give their managers clear guidelines as early as possible in the year reduce risks such as:
- Rising provisions for holidays and overtime
- Costs for last-minute solutions, legal advice, absences, etc.
- Staff shortages
At the same time, at the beginning of the year, for example in the event of a threatened business downturn, the following strategic savings measures to avoid staff reductions can be examined and implemented if necessary.
Promote:
- Unpaid leave
- Holiday purchase
- Part-time work
- Training and further education (securing future competency needs)
Further measures:
- Systematically reduce time balances or prevent accumulation
- Temporary assignments / staff lending (only with valid permit)
- Short-time work (where permissible)
- Internal transfers
The email template in the appendix is intended to help HR plan holidays and overtime proactively. We are happy to assist if needed.