>[!Documentation]+ >[Flexible Time Off Policy (online)](https://www.dropbox.com/scl/fi/uz8o0bz2vm6qbzdpikrmg/Flexible-Time-off-Policy-final-draft.pdf?rlkey=v8lyg0m2podppeu7zxbjyn2mb&dl=0) >[Flexible Time Off Policy Review (online)](https://www.dropbox.com/scl/fi/c2ntmjuogqp6iz0ixxc7e/Flexible-Leave-Policy-Review.pdf?rlkey=gqjqhdrw86nmlas082a9bbavu&dl=0) ## Summary - From October 2022 all USSU 'career' staff will be able to enjoy 'flexible annual leave' - Annual leave will be limited only by the needs of the business. So there is a *theoretical* potential for *unlimited* annual leave. - USSU's approach differs from other attempts to introduce unlimited annual leave in key ways, including in the name. - A key dependency will be a [[data-led organisation]] that has robust [[Performance Management]] systems in place. ## Background - Discussion in SLT in early 2022 on the variety of new annual leave policies - Agreed to pilot by [[Salford SU Trustees|USSU Board of Trustees]] in April 2022. - Launched with staff following a consultation. - Fully accepted by Board in September 2023 after one full annual leave year. ## Notes - We use a [[Time Off Target]] to look at what staff should be using as a minimum - Staff still need to log their time off, to help manage business impact and also to monitor staff wellbeing. ## Benefits The review paper highlighted the following major benefits: - 33% increase in leave taken - 25% increase in staff retention - 56% decrease in sickness days lost ## Connection to other policies - With USSU's Flexible Working Policy this means that we are giving an unprecedented amount of freedom to USSU colleagues on when, where and how they work. This speaks to our anti-bureaucratic activity. - Important part of our approach to EDI due to ability for staff to take religious holidays that they want to.