How do you deal with leave requests at a short notice?

September 20, 2018

When you’re running a business, sometimes seemingly little things can have a severe impact. One of these is last minute leave requests. To the employee it might seem like no big deal but, especially when your operation depends on staff being present, granting a request at short notice has costs both in financial terms and in lost productivity, while denying the request risks damaging employee relations. With LeaveWizard there’s a handy and conflict-free solution.

Flexibility vs Productivity

The modern world is fast-changing, and we have all learned to bend to meet its demands. This has left us expecting to be able to do anything we like at an instant’s notice, there are some things however that still need advances planning, and annual leave is one of these.

As an employer of course you want to be as flexible as possible when it comes to granting leave requests, but the productivity of the business must come first. Particularly for core staff, the costs of having a role unfilled, or having to pay for expensive overtime or agency staff at short notice can be just too high to tolerate in the name of flexibility. LeaveWizard helps to solve this problem by letting you set customised rules and restrictions to govern your leave request process.

A Simple Solution

For example, a fairly widespread rule among employers is that holiday must be requested at least two weeks in advance. Using LeaveWizard’s intuitive dashboard you can set a rule in place so that if an employee tries to book leave at short notice, they will get a warning message, and be unable to submit the request. This means that you can be confident that any requests you receive comply with your policies.

You can read more about this feature and how it works on our customer support portal, or why not try a 30-day no-obligation trial of LeaveWizard, and see how much easier it makes your annual leave management?