Leave when you like? by Edward O’Rourke, Ashtons Legal
This article was also featured as a column in the May 2016 issue of LPM. To read the issue in full, download LPM.
Over the last 18 months we at Ashtons Legal have learned a lot about holidays. Back in autumn 2014 we explored the idea of paid time off (PTO) to replace the traditional holiday policy. After a period of consultation we launched a PTO policy on a trial basis – drawn up specifically for the needs of the firm and staff.
This PTO policy allows staff to take as much time off as they feel they need without counting the days they take. In essence the only requirements are that client work doesn’t suffer and that work can be covered. The policy has been implemented across the whole firm and the reasoning behind it is that time off does not damage a career – in fact, quite the opposite. Ensuring people are refreshed and have quality time away from work could enhance a career.
Our PTO policy addresses a number of problems that the traditional annual leave policy presented. There used to be a large volume of absences in December as people rushed to take holiday they might otherwise have lost. There were a variety of policies across teams around study leave. A number of sick days appeared to be disguised holidays. And staff reported being stressed at having to keep some days in reserve, just in case an unforeseen eventuality occurred.
We had also grappled with the creation of a bereavement policy that catered for the individual. While in some ways it may seem fair to say everyone could have two days of leave for the loss of a close relative, this ignored that some people are closer to their relatives than others and we all handle grief differently.
Critics both commended and condemned our PTO policy. Some criticised us for demanding to know exactly where our employees are when they’re not with us – although we actually don’t ask for any such detail. Others suggested the policy meant we would not keep records of time taken off. We do, of course.
But ultimately the opinions we were really interested in were those of employees. This culminated in an anonymous survey of all staff, seeking their feedback, good or bad. Some had anxieties, but the trial period allowed these to be expressed, addressed and alleviated. In the end it was our staff who determined that the policy should be made permanent.
For the firm itself, PTO is proving a real success. We recently had our best ever fee performance for a financial year. Coincidence? No doubt armchair critics will have a view that won’t align with that of our management team …
A PTO policy may not be right for all businesses. Like all ideas you need to evaluate the pros and cons before making a decision.
But there are always reasons not to pursue an innovative idea – this is often said to be the reason why law firms are poor at innovation. As most life experiences teach us, when you try something for the first time it’s rarely as bad as you feared.
