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Streamlining Employee Leave for a Stress-Free Shutdown

25/11/24

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Planning a business shutdown? Effective shutdown leave management can make all the difference. Here’s how to keep things running effortlessly while ensuring everyone’s on the same page.

1. Get Those Leave Requests In Early 

Encourage your team to lodge their leave requests ahead of time. Early planning means fewer headaches for everyone and a seamless transition into the break

2. Have a Plan for Insufficient Leave 

Not everyone may have enough leave accrued — and that’s okay! Have a system in place, whether it’s offering time-in-lieu, using overtime balances, or working out flexible solutions. A little preparation here goes a long way! 

3. Tackle Objections with Care 

Worried about employees pushing back? Open, honest communication is key. Explain the “why” behind the shutdown and work with your team to address their concerns (market slowdown, opportunity to recharge the batteries, etc.). Collaboration builds trust and ensures everyone’s on board. 

4. Stay Award-Savvy 

Don’t forget to check the relevant modern award or agreements to know what’s allowed when directing leave. Many awards don’t permit unpaid leave during shutdowns, so staying compliant ensures you avoid unnecessary hiccups. 

By staying proactive, positive, and prepared, you’ll keep your team happy and your shutdown stress-free.  

Here’s to a well-earned break for everyone! 

Looking ahead to next year, if you want to ensure a smoother transition and plan for future success, our Workforce Advisory services are here to help. We can assist with strategic planning, team management, and building a resilient workforce to kick off the new year strong.

Disclaimer: The content of this article is general in nature and is presented for informative purposes. It is not intended to constitute tax or financial advice, whether general or personal nor is it intended to imply any recommendation or opinion about a financial product. It does not take into consideration your personal situation and may not be relevant to circumstances. Before taking any action, consider your own particular circumstances and seek professional advice. This content is protected by copyright laws and various other intellectual property laws. It is not to be modified, reproduced or republished without prior written consent.

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