I have a member of staff who is Jewish and therefore needs to take time off for the festivals that relate to her faith. This has always been done through her using her existing paid leave entitlement, which is the same as everyone else’s. Where she’s run out of days we have allowed her to take some unpaid, but with some duress if I’m honest.
I recently joined the company and am wondering if this is the correct stance. I want to be fair with her, and protect the business from any claims of racism.
I know the Jewish calendar is complicated and has many festivals in it – perhaps we could compromise by allowing some extra days for just one or two really big ones, either paid or unpaid…?
Please help!
Beth
Beth Orford