Travel industry candidates now expect a minimum of 25 days’ annual leave plus bank holidays, a significant shift from previous norms.
- A recent panel discussion highlighted that 20 days of annual leave is no longer appealing to new job seekers in the travel sector.
- Firms are urged to offer 22-25 days of annual leave to remain competitive in attracting talent, with additional days offering an edge.
- Rewarding staff loyalty with extra leave days is increasingly common, fostering long-term commitment within companies.
- Innovative leave policies, including ‘duvet days’ and volunteer days, are advocated to improve work-life balance and reduce absenteeism.
Candidates entering the travel industry have heightened expectations regarding annual leave entitlements, with many now looking for a minimum of 25 days plus bank holidays. This trend marks a clear departure from the previously accepted 20-day standard, as revealed in a recent webinar focused on absenteeism and holiday entitlements.
Panel experts during the discussion underscored the necessity for firms to align with the evolving expectations of potential employees. They recommended offering between 22 to 25 days of annual leave as a new benchmark to stay competitive in attracting new recruits, with a suggestion that extending this to 30 or more days could provide firms with a distinct advantage.
Rewarding loyalty with additional leave days has gained traction as a strategy to retain staff over the long term. Offering an extra day’s leave to employees after a decade of service is becoming a popular practice, presenting an appealing incentive for long-term commitment to the company.
HR professionals advocate for innovative leave policies that include not only traditional leave but also options like ‘duvet days’ and volunteer days. These types of leave enable employees to take unplanned days off when needed, or engage in community service activities supported by their employer, which could help address absenteeism issues and enhance employee satisfaction.
The overall sentiment from industry experts is that enhancing holiday entitlements and introducing flexible leave options are critical strategies for travel firms striving to attract and retain talent in a challenging recruitment landscape.
Enhancing annual leave entitlements and offering innovative leave options are vital for attracting and retaining talent in the travel industry.
