“No matter how much we love our work, absolutely all employees need a vacation. This is an opportunity not only to take a breather from the daily routine, but also to devote more time to family or loved ones, travel and new experiences or hobbies. However, without planning a vacation in advance, the employee finds himself in a difficult situation – the employer may not approve the last-minute plans”, says Eglė Staniulionė, head of the “Bitė Lietuva” people’s embassy, in a press release.
For larger plans, consult in advance
The expert advises, when thinking about vacations, to first check the company’s internal procedure regarding vacation duration, planning and other aspects.
“The Labor Code stipulates that employers must prepare annual leave plans, it is clearly described which employees are given priority to choose rest days, etc. However, we see that employers in Lithuania are much more flexible than required by legal acts. Therefore, when planning a vacation, you can expect a more favorable decision both regarding the duration of the vacation and the deadline for submitting the vacation request,” says E. Staniulionė.
When planning a vacation longer than 2 weeks, it is recommended to start talking about it with managers and colleagues well in advance. The sooner colleagues are informed, the better prepared they are likely to be for the holiday period.
“If you tell your manager that you want to leave for a month starting tomorrow, he probably won’t be able to approve that vacation request. When planning an extremely long vacation, it would be good to inform your employer and colleagues about your plans at the beginning of the year. Even if the decision to take a vacation was made impromptu at the last minute, it should be immediately discussed with the direct manager whether a replacement is needed during the vacation and how the continuity of work will be ensured,” comments the expert.
So that you don’t need a vacation after a vacation
Further scenarios also depend on the need to replace the employee. If work cannot be interrupted during the employee’s vacation, it is necessary to immediately agree on who will replace the vacationer – a colleague or a team leader.
“It is very important to hand over the work and the necessary information in an orderly manner so that the replacement colleague knows what to expect, as well as how to act and where to turn for help in the event of an unexpected situation. It is certainly not a welcome example when an employee goes on vacation and forwards letters and calls to a colleague without notifying him. Especially since if the aspects of the replacement are not coordinated, it is difficult to expect that the person left in charge will be able to perform the work and tasks entrusted to him in a high-quality manner”, emphasizes E. Staniulionė.
If there is no one to leave work to when going on vacation, you should also discuss with your direct manager which tasks will be completed before the agreed rest, and which will be continued only after returning.
“It is not uncommon for employees who are preparing for vacation to take on not only the tasks they have to do before the vacation, but also the tasks planned well in advance. As a result, you go on vacation even more tired, and before you have time to rest from the emotional tension, you end up wanting more days off after the vacation is over. So, just as we make vacation plans, we should also responsibly plan our work before and after the vacation,” she says.
You also need to learn to rest
When planning vacations, it is extremely important to be guided by the principle of humanity: “Whatever the company’s internal vacation or replacement procedure is, it is best when employees openly and clearly define expectations for each other. A vacationer may not always feel comfortable leaving his responsibilities behind, he feels guilty that his tasks are burdened on his colleagues. However, we repay that debt the next time we replace a colleague who is on vacation”, observes E. Staniulionė.
According to her, for this reason, it is extremely important for employers to take care not only of the continuity of work during employees’ vacations, but also that the vacationers themselves are able to take a quality break from their work routine.
