Date: 10/02/2016 | By: lizpaintercommacomma

Everyone needs duvet days, and BizSmart Select Member Kirsten Cluer asks if we should be allowing our employees to take them as a matter of course?

On these dark, windy and rainy mornings, getting up and out of the house can often be a struggle. Winter blues affect many people, and this can have an impact on sickness absence within your business. An innovative idea, originating from the US, is the introduction of Duvet Days or Pyjama Days.

Build It Into Annual Leave

Many companies are put off by this concept as they think it means you have to give staff more time off but it can actually form part of an employee’s annual leave entitlement. The only difference is that a duvet or pyjama day does not have to be pre-authorised, it doesn’t need to be planned, justified or explained. This kind of flexibility gives staff more control over their time off and means if they really can’t face work on a particular day, they don’t need to “pull a sickie” as they can simply take a duvet day.

Agree Guidelines

Obviously certain parameters need to be in place. The company can stipulate days that they will not permit duvet days. If the employee has meetings or training or the company is short staffed then a duvet day would not be viable. The employer can also set eligibility criteria as to who can receive the benefit, which could be after one year’s service for example.

How Many Days Are Normal?

A general provision is for two days allowance per year, although some companies offer up to four.

If you would like more information on this or would like to adopt a duvet day policy, please speak to BizSmart Select Member Kirsten Cluer of Cluer HR on 01386 751740 or email and we can help you set a programme up in your business.