At The Holiday Tracker, we believe in keeping things simple. Our blog is packed with practical articles to help you manage time off, support your team, and stay organised—without the hassle.
We cover everything from handling staff absences to workplace wellbeing, productivity, and even duvet days. No matter what your business is, you’ll find something useful to make your workday easier.
Explore our latest blog posts for straightforward tips to help your business run smoothly.
As the end of your holiday year gets closer, it’s worth checking how much annual leave your staff still have left.
Unused annual leave isn’t necessarily a problem. But if someone has a lot of leave still to take, spotting it early gives you more time to work out what needs to happen next.
Many businesses don’t realise how much their annual leave management process depends on one person until that person isn’t there.
In this article, we’ll explore the hidden risks this creates and share practical ways to build a more resilient approach to managing annual leave.
Summer has a habit of making managing employee holiday requests feel more complicated.
The requests are already coming in.
One person wants the first week of August. Another wants exactly the same dates. Someone else has a wedding. Another booked flights back in January and assumed everything would be fine.
And somehow, you’re the one who has to make it all fit together.
Nobody’s being unreasonable. Everybody has a good reason for wanting time off.
That’s often what makes holiday decisions difficult.
Most people expect the difficult part of their day to be the big tasks.
But often, it’s the smaller jobs that end up taking the most mental energy. Checking, remembering, replying, and following up tend to fill the gaps left by everything else.
That’s often why people finish the day feeling busy, but not like they’ve made much progress.
Approving holiday requests sounds simple.
Until you’re the one who has to decide.
Because it’s rarely just about the request.
It’s a surprisingly common mistake, and most businesses don’t realise they’re making it.
“We treat everyone the same.” It’s what every good employer aims for. But when it comes to part-time staff and bank holidays, a well-intentioned calculation can end up producing very unequal entitlement.
Most small businesses aren’t worried about keeping everyone.
They’re worried about keeping the people who really matter.
The ones who understand how things work, carry responsibility, and quietly keep everything moving. When people like that leave, it is not just a recruitment problem. It affects stability, workload, and confidence across the business.
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