Annual Leave

If you're updating an existing A/L policy do cross reference your contractual clauses first (ie what your ts & cs of employment say about A/L) so that your policy doesn't inadvertently contradict the ts & cs. out of interest, why does your organisation want to mandate when leave can be taken - is it due to certain times of the year needing 100% of workforce in? Bear in mind that annual leave booking should always be by mutual agreement (ie managers can reject A/L requests if they have good reason) so you may want to consider how restrictive you want your policy to be, or whether you make it clear that there will be times of the year where taking annual leave will be limited etc etc, that requests won't be unreasonably refused, but operational requirements will be the deciding factor in any decision to accept/reject a leave request.

If you're updating an existing A/L policy do cross reference your contractual clauses first (ie what your ts & cs of employment say about A/L) so that your policy doesn't inadvertently contradict the ts & cs. out of interest, why does your organisation want to mandate when leave can be taken - is it due to certain times of the year needing 100% of workforce in? Bear in mind that annual leave booking should always be by mutual agreement (ie managers can reject A/L requests if they have good reason) so you may want to consider how restrictive you want your policy to be, or whether you make it clear that there will be times of the year where taking annual leave will be limited etc etc, that requests won't be unreasonably refused, but operational requirements will be the deciding factor in any decision to accept/reject a leave request.