Six significant summer employment issues

Six significant summer employment issues With temperatures hitting the high 20-degrees this week, employers may have to deal with a raft of summer employment issues. Here are a few employment issues during summer that employers have to face:

1. Maximum office temperatures

The Workplace (Health, Safety and Welfare) Regulations 1992 state that the temperature in the workplace needs to be “feasible”. However, there is a requirement of minimum temperature, but no maximum temperature. What is feasible will depend on the environment of the workplace and the tasks being carried out by employees. Not only this, but we have to take into account other factors such as, whether the work being done is energy-consuming or physical.

2. Unauthorised time off

We all believe we need a little time off from responsibilities and summer is the perfect time for that. But what if your desire to go on holiday is refused? If a holiday request is rejected but the worker goes ahead and takes the time off anyway, it’s important not to jump to conclusions. Preferably, an employer should investigate whether or not the absence was for genuine reasons. If, however, there is no satisfying explanation from the worker, it may become a disciplinary issue and the employer will need to follow the disciplinary process.

3. Summer dress codes

It may be reasonable for employers to select a more relaxed dress code during the warmer months, on the other hand, the extent to which an employee may be allowed to dress down when the temperature goes up will somewhat depend on the role he or she performs. In the case of dealing with customers, certain aspects of presentation may be required. Equally, due to health and safety reasons, it may be crucial for employees to continue to wear protective clothing regardless of summer heat. One way or the other, organisations should be responsible to ensure that the dress code is reasonable, acceptable and appropriate to the needs of the particular occupation and does not discriminate between groups of staff members.

4. Competing summer holiday requests

Under the Working Time Regulations 1998, owners are not compelled to agree to a worker’s request to take holiday at a particular time, unless the employment contract provides otherwise. If requests for holiday received from different workers are clashing, managers may prioritise requests, provided that they do this in a way which is unbiased and consistent, for example on a first-come, first-served basis. To prevent the short periods of notice for requests and refusals, it is justifiable for an employer to have their own holiday policy in which it can set out its own notice provisions and other arrangements relating to holiday.

5. Late return from summer holiday

Issues may also arise in the case of a worker who returns late from his or her summer holiday. In the first instance, the employee has the right to provide an explanation and should be given an opportunity to clarify by the employer. In some cases, supporting evidence may be required, such as a medical certificate in the case of ill health. However, if the justification does not appear acceptable, the employer will need to consider following its disciplinary policy.

6. Summer work experience

The school summer holidays are typically a time when employers offer school-age children the opportunity to obtain work experience. An employer is not necessitated to pay a child of compulsory school age while on work experience. However, all other regulations and restrictions on employing young people will apply, and relevant consents from the local authority or school governing body will need to be obtained.