Duvet days are days that an employee can take off without notice. Every employee has day where they really don’t want to come into work, perhaps due to burnout, events in their personal life, or simply not feeling it. A duvet day allows them to succumb to that feeling and stay at home. Or, more accurately, they get to stay without having to call in sick. This policy encourages an honest and open culture, where employees feel comfortable being truthful about their needs.
The idea of duvet days is a positive concept for modern workplaces, promoting employee well-being and a supportive environment.
In this post, we’ll take a look at the advantages and disadvantages of duvet days, as well as ideas for how to best manage them if your company offers them.
Introduction to Managing Absences
Managing absences effectively is essential for any organisation that wants to maintain a healthy, productive, and motivated workforce. One innovative approach that has gained traction is implementing duvet days—days when employees can take time off without prior notice or needing to provide a specific reason. This concept was first introduced by the UK company August One Communications in 1997 and has since become a popular way for employers to show understanding and support for their teams.
By incorporating duvet days into company policy, businesses can help employees better manage work-related stress and maintain a healthy work-life balance. Allowing employees to take a break when they need it most demonstrates a commitment to their well-being and overall life satisfaction. In today’s fast-paced work environment, recognising that human beings sometimes need a day to reset is a sign of a forward-thinking company. By managing absences with empathy and clear communication, employers can foster a culture of trust and support, ultimately benefiting both the employee and the company.
Benefits of duvet days
Great for company culture
Because they help employees to feel valued and respected, duvet days can greatly contribute to a positive company culture. The fact a member of staff can call in and take a day off without notice– no questions asked – shows that their employer sees them more than a mere cog in the company machine.
Better still, consequently, the respect will likely run both ways, as employees views the company in a more positive light. This means that staff are less likely to abuse duvet days and won’t take them when they feel company needs them, like during busy periods or when close to a deadline.
One more thing for the benefits package
As well as increasing your retention rate, duvet days are another way of attracting talented people to your organisation. Many employees prefer additional time off to a more money – especially higher-earning employees, so if you happen to offer duvet days and other companies don’t, it could give you the edge in enticing skilled, experienced talent to join your company.
Prevents presenteeism
As its name suggests, a duvet day allows an employee that would rather not come into work, stay tucked up in bed under the covers. On some days, when their head isn’t really in the game, it would have been better for an employee to have stayed at home. Twice a year or so, a duvet day lets them do just that.
This avoids presenteeism, where an employee is physically present – but not mentally – and is just trying to get through the day with as little effort as possible.
Work Life Balance
A healthy work-life balance is crucial for employee well-being and long-term productivity. Duvet days offer a practical way for companies to support this balance by allowing employees to take time off when they need to recharge—whether it’s after a poor night’s sleep, a stressful week, or simply to manage anxiety. By allowing employees to step back and focus on self-care, companies can help prevent employee burnout and reduce the likelihood of unnecessary sick leave.
When employees know they have the flexibility to take a duvet day, they’re less likely to feel overwhelmed by stress or pressure, and more likely to return to work in the right frame of mind. This not only benefits their mental health but also boosts overall productivity and job satisfaction. By managing work life in a way that prioritises well-being, companies can create a more resilient and motivated team, ready to tackle challenges without reaching a breaking point.
Managing Employee Mental Health
Supporting employee mental health is more important than ever, and companies have a key role to play in this area. Offering duvet days is just one way employers can show they value their employees’ overall well-being and are committed to creating a supportive work environment. For many employees, work-related stress and anxiety can be significant challenges, and having the option to take a duvet day can make a real difference.
By encouraging employees to take time for themselves when needed, companies help reduce the stigma around mental health absences and promote open communication about well-being. This proactive approach not only helps employees manage stress and anxiety but also signals that the company genuinely cares about their health. In many cases, this level of support can lead to higher motivation, better performance, and a more positive workplace culture.
Drawbacks of duvet days
Possibility of being caught short-staffed
Even if your employees exercise good judgement when using a duvet day, their very nature means someone is bound to be off at an inopportune time. There’s just no telling when the company will receive a huge order that requires all hands on deck – or when people are going to call in sick. You always run the risk of being short-staffed when you offer duvet days.
They could be abused
Now, despite the culture of integrity that duvet days tend to promote, there’s still a chance they could still be misused by employees. This is especially likely if If you don’t have a clear policy on how they’re to be used.
Write down conditions
For duvet days to occur as smoothly as possible, you need to have a written policy for staff to adhere to. This should be included in employment contracts and should be a part of your overall absence policy. This should include:
- How many duvet days an employee is entitled to: Most companies offer two days a year. Also, if they’re limited, staff will be inclined to use them wisely
- If they can be carried over into the following year like other annual leave. Also, if so, if there’s a maximum number of duvet days an employee can have
- When duvet days can’t be used: Typically busy periods, tax season for an accountancy firm, for example. This might also extend to months when people tend to take a lot of annual leave, like August and December. It’s also wise to get ahead of the game and stipulate that they can’t be used after certain sporting events (namely England football matches…)
Use a staff holiday planner
To manage duvet days, you’ll have to have a reliable system for tracking employee attendance. That way, everyone in the company can be kept up to date when a certain employee decided to take an impromptu day off. You’ll also have to accurately keep track of each employee’s so you know which of them still have allowance remaining.
Better yet, if you have a centralised staff holiday planner, you can take an extra precaution and ask that employees quickly glance at the calendar before taking a day off. This might cause some staff to think twice, and consider how their absence could affect the business, before calling in.
Conclusion on Work Life
In summary, achieving a healthy work-life balance is essential for both employee well-being and business success. By implementing duvet days, companies demonstrate a real commitment to supporting mental health, preventing employee burnout, and fostering a positive workplace culture. The benefits of offering duvet days go beyond just reducing absenteeism—they help attract and retain top talent, improve job satisfaction, and boost overall productivity.
Prioritising employee well-being through flexible and supportive benefits like duvet days is just a way for companies to show they value their people as human beings, not just workers. By making well-being a central part of company policy, businesses can create a happier, healthier, and more productive workforce—one that’s ready to thrive in today’s demanding work environment.
