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Holiday regulations in the company: How to solve conflicts in your free time!
Find out how vacation regulations in companies help to avoid conflicts and take important social aspects into account when awarding them.
Holiday regulations in the company: How to solve conflicts in your free time!
In many companies, vacation time can lead to conflicts among employees. In order to avoid resulting tensions, experts recommend introducing clear vacation regulations. According to an article by mz.de Team development consultant Teresa Stockmeyer emphasizes the importance of these regulations, which should include vacation blocks, the maximum number of vacationers at the same time, as well as substitution rules and guidelines for handovers.
Discussing vacation wishes in regular team meetings is another important aspect that the vacation regulations should include. When allocating vacation, it is essential to take social aspects into account. These include family and health reasons that can influence the decision.
Legal framework
At the same time, employers must also observe legal requirements when granting vacation. Like that Craft sheet informed, employee vacation requests can only be rejected in certain cases. For example, employers are not allowed to impose general vacation bans, not even during the probationary period.
Some legal reasons for refusing leave are urgent operational needs or the priority right of other employees who also assert social considerations. As a rule, such urgent operational reasons can arise in phases of personnel shortages, production peaks or during important final work.
Social aspects and their consideration
The Handwerksblatt emphasizes that employers must take social criteria into account before refusing a vacation. These include, among other things, the age of the employees, length of service, health status and the number and age of children. The vacation situation of other family members can also play a role.
In summary, it can be said that a transparent vacation policy not only helps to avoid conflicts, but also takes into account the legal framework for vacation allocation. The balance between the interests of employer and employee remains of central importance.