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  • Hi Sarah,

    Like Lorraine, we would find this difficult to operate due to 'all hands to the pump' on the whole, however we do understand, backed up by staff surveys, that holidays are an important factor for many staff although not all.

    A couple of years ago we added loyalty days to our staff benefits but to ensure that everyone was happy for those who found it difficult to use all of their holidays (a concept I cannot understand!) they could be paid at the end of the holiday year for the extra days. We also added in the opportunity to 'buy' up to 3 extra days per year, only available to buy at the start and half way point of the holiday year.

    The take up on buying holidays is a reasonable take up but not as much as I would have expected because when they are not paid for them then people tend to think twice.

    The above all works for  us and still allows line managers to plan their work schedules at the same time as giving the opportunity for extra days for the staff that really want them.

    Clare

  • Really interesting idea but think it depends on the culture of the organisation.  It seems to be more agile/tech companies that are adopting it.

  • Seems to work OK at Netflix 

    https://www.linkedin.com/pulse/why-everyone-should-have-unlimited-v...

  • Not heard of this before, but it would not work in my organisation consumer electronics market. All hands to the pump at all times.

  • Hi Sarah

    Great question! This is not something that I've experienced within an organisation but I do remember reading this interesting article below when it was first launched by Richard Branson it provides an alternative perspective on the rationale behind this

    http://www.theguardian.com/commentisfree/2014/sep/25/richard-branso...

    What's your experience of this?

    All the best

    Sarah
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