Of course, getting the day off on your birthday is not a legal requirement but employers are increasingly providing such a perk as an additional employee benefit. However, if you are considering this or do in fact provide such a benefit there are a few things you should bear in mind.

• Non-working day: What is your policy if the birthday falls on a non-working day? We would suggest allowing the employee to take the day off within a week of their actual birthday should do the trick.

  
  

• Eligibility: Do your employees need to have completed their probationary period and/or have no live disciplinary warnings on file at the relevant time?

  
  

• Booking: Should the day off be requested and approved in advance to avoid it falling on a day when there is a critical work task or mandatory training taking place?

  
  

• Other leave: What happens if the employee is on maternity leave or taking some other statutory leave or off sick at the relevant time? There may be a discrimination risk that arises if such individuals are not allowed to take the day off at another time outside of the usual window. Take advice and consider your relevant policies.

As always, the CG Employment team can help you navigate this and any other issues surrounding enhanced leave entitlements. Contact one of the team for more guidance.

Image source: Design Arts, Via Adobe Stock