CH216-Public Holidays Policy

Registration Number: {{org_field_registration_no}}

Public Holidays Policy

1. Purpose

The purpose of this policy is to outline how {{org_field_name}} plans for, manages, and delivers home care services during public holidays to ensure continuity of safe, person-centred care for individuals while maintaining fair and clear arrangements for staff working on these days. The policy is guided by the principles of the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014, including Regulation 9 (Person-Centred Care), Regulation 12 (Safe Care and Treatment), Regulation 17 (Good Governance), and employment law best practices.

2. Scope

This policy applies to all home care staff employed or contracted by {{org_field_name}}, including care workers, support workers, and team leaders, as well as to those individuals who receive care in their own homes. It includes procedures for shift planning, communication, consent, staff compensation, and emergency cover on national and religious public holidays.

3. Related Policies

CH07-Person-Centred Care Policy
CH16-Health and Safety at Work Policy
CH18-Risk Management and Assessment Policy
CH27-Staff Supervision, Training, and Development Policy
CH33-Staff Leave and Absence Policy
CH42-Communication and Engagement with Service Users and Families Policy

4. Policy Statement

{{org_field_name}} is committed to ensuring that care continues to be delivered safely, respectfully, and effectively on public holidays, including Christmas, Easter, New Year, bank holidays, and recognised religious observances. We recognise the importance of planning in advance, communicating clearly with individuals and staff, and ensuring fairness in how shifts and compensation are managed. No person receiving care should experience a reduction in service due to a public holiday unless by choice.

5. Service User Arrangements and Continuity of Care

a. Advanced Planning with Individuals
Care coordinators will contact each individual or their representative at least four weeks before each public holiday to confirm their care requirements. Options may include maintaining usual visits, adjusting visit times, or temporarily suspending care by choice. All decisions are documented in the care plan with consent.

b. Risk Assessment of Changes
Where any change or reduction in service is requested, staff will assess the potential risks to health and wellbeing, including medication, nutrition, mobility, and social needs. Alternative arrangements (e.g. family involvement, welfare calls) are offered where needed to maintain safety and dignity.

c. Emergency and On-Call Cover
An out-of-hours service is available on all public holidays via {{out_of_hours}}. Emergency response arrangements are tested before each holiday period, and staff are reminded of procedures in place for escalation, safeguarding, and medical emergencies.

6. Staff Planning and Shift Allocation

a. Fair and Transparent Rota Planning
Rota coordinators will prepare holiday rotas in advance, ensuring an equitable rotation among staff. Consideration is given to individual preferences, religious observances, and contracted hours. Staff will be consulted about availability and given the opportunity to volunteer or request specific days off where possible.

b. Staff Availability and Consent
No staff member will be forced to work on a public holiday without prior agreement unless it is an emergency or part of a contractual obligation. All working arrangements during public holidays must be mutually agreed and documented. Reasonable accommodations are made for staff observing religious holidays not part of the standard calendar.

c. Compensation and Pay
Staff who work on recognised public holidays will receive additional pay in accordance with their employment contracts and relevant national minimum wage regulations. Bank holiday enhancements, time off in lieu, or additional benefits will be clearly outlined in writing and applied consistently. This ensures compliance with employment law and fair reward for staff contribution.

7. Cultural and Religious Inclusion

a. Respecting Diverse Observances
{{org_field_name}} acknowledges that people may celebrate different public or religious holidays based on their cultural and spiritual beliefs. Individuals are supported to observe these days meaningfully, including adjustments to care routines, meals, dress, and personal preferences. Staff are trained to support this inclusively and respectfully.

b. Staff and Service User Matching
Where possible, staff with shared cultural or religious backgrounds may be matched with individuals to enhance understanding and support on significant dates, though this is not mandatory and must respect both parties’ preferences.

8. Communication and Documentation

All holiday arrangements, including changes to visit times, adjusted care plans, and staff rota assignments, are documented clearly in care records and internal systems. Service users and their families receive written or verbal confirmation of arrangements. Staff receive rotas and expectations in writing at least two weeks in advance.

9. Monitoring and Complaints

Any concerns raised about public holiday service delivery or staff treatment are managed in accordance with our complaints policy. We monitor satisfaction levels and incident reports around holiday periods to identify areas for improvement and uphold quality standards.

10. Responsibilities

The Registered Manager {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}} is responsible for ensuring service continuity and staff support during public holidays. Care coordinators and rota planners must follow this policy, and all staff are responsible for adhering to their assigned roles and reporting any issues or changes promptly.

11. Policy Review

This policy will be reviewed annually or sooner in response to legal, regulatory, or operational changes. Updates will be communicated to all staff and stakeholders, and training will be provided where required to ensure consistent implementation.

Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.