Compassionate leave

It pays to be seen as a caring employer, and having a clear policy on granting compassionate leave for personal and family-related reasons is one way of demonstrating compassion for staff. There are multiple benefits of being seen as a family-friendly boss, according to government-funded advice agency Business Link, including:

• Improved staff retention
• Loyalty
• Better staff morale
• Less stress

Any salon owner or manager should have a policy in place for granting time off for situations such as doctor's appointments, moving house or the death of someone close, says Business Link.Some circumstances are covered by statutory law, but others are down to the employer's discretion. Having clear guidelines within the conditions of employment or the staff handbook will ensure employers are consistent in dealing with requests. Trevor Sorbie Salons ensures all staff are aware of its policy on compassionate leave. Area manager Ronni Schrevel says:

"Employees are entitled to up to five days' unpaid compassionate leave when a member of their immediate family dies. The immediate family is limited to a spouse, child, sibling, parent or parent-in-law. Additional days' unpaid leave to a maximum of 21 days may be granted at the discretion of the director/manager. This policy is written in our company handbook."

All employees are entitled to unpaid leave to deal with an emergency involving a dependent. Situations could include a dependent falling sick or injured, care arrangements breaking down or arranging/attending a dependent's funeral. Normally, a dependant is defined as a partner, child or close family member. However, an employer has the discretion to stretch this to include others - for example, an elderly neighbour who is looked after by an employee. The employer has an obligation to make a fair judgement on whether time off should be given. This is not based on the amount of disruption it will cause the business but on the merits of each case. A boss may decide to pay staff while they are off work in certain instances, but this decision will need to be based on policy and not be seen as discriminatory. Lindsay McDonnell, communications officer at Habia, says:

"Employers have a duty to consider requests for compassionate leave, which normally relates to people having caring responsibility. While there is not always an obligation to give leave, there is a duty to consider the request. The law is also silent on whether this is paid or unpaid - enlightened employers will have a written special leave policy."

When the reason for leave is the death of a loved one, managers need to be particularly careful about dealing with the employee concerned. Anne-Marie Rayment, director of Clipso in Cheshunt, Hertfordshire, says:

"An employer has to be open-minded and sensitive in these matters as everyone deals with difficult situations in different ways. As an employer you need to support your staff member in whatever way you can. I'm more than happy to let my staff take compassionate leave if they genuinely need it. It's vital that staff know they can come to you with problems. It builds a much stronger relationship and emotional bond - which I feel is essential to a successful working environment."