Leave Management
Simplified

Yeah, half-day leave is fully supported - really common for medical appointments and personal commitments: How half-day requests work: Staff selects 'Half Day' when requesting, chooses AM (morning) or PM (afternoon), platform deducts 0.5 days from balance, rota shows half-day absence (e.g., 'Sarah - Annual Leave AM'), manager sees coverage need for afternoon only. Balance tracking precision: Statixs tracks leave balances to 0.5-day accuracy. If someone has 14.5 days annual leave remaining, that's what it shows. Common scenario: 28-day annual leave allowance, staff takes 3 full days (25 remaining) + 1 half day (24.5 remaining) + 2 full days (22.5 remaining). All tracked automatically. Shift integration: If staff member works 7am-3pm shift and takes AM leave, rota shows them unavailable 7am-11:30am but available for PM if needed. Helpful for flexible coverage. Payroll export: Leave reports show full days and half days separately for accurate payroll deductions. Why this matters for care homes: Healthcare workers often need time off for medical appointments (hospital visits, dental, optician) that don't require full day off. Half-day leave prevents staff wasting full day's annual leave for 1-hour appointment.

Statixs handles all the calculations automatically - no more spreadsheet errors: Initial setup: You set each employee's annual entitlement (28 days statutory, or 35 days, or whatever your contract says), set their start date, platform calculates pro-rata allowance if they started mid-year. Automatic accrual: If you use monthly accrual (common for new starters), platform adds 2.33 days per month worked automatically (28 days ÷ 12 months). Real-time balance updated as months pass. Leave deductions: When manager approves leave request, balance deducts automatically (8 hours full day, 4 hours half day, or custom). When leave dates pass, status changes from 'approved future' to 'taken'. Carryover rules: You configure carryover policy once (e.g., max 5 days carryover to next year, or use-it-or-lose-it). At year-end, platform automatically: carries over allowed days, forfeits days beyond limit, alerts staff before forfeit deadline. Balance visibility: Staff see their own balance in mobile app anytime, managers see team balances in dashboard, reports show organization-wide leave liability (how many untaken days × daily rates = financial liability). Sick leave tracking: Separate balance for statutory sick leave entitlement (SSP), tracks Bradford Factor score (pattern of short absences), triggers return-to-work requirements. Audit trail: Every balance change logged (who approved what, when, why) for CQC inspection evidence.

Yeah, managers can bulk approve when reviewing multiple requests - massive time saver: Single approval workflow: Request comes in → Manager gets notification → Opens request → Sees: staff name and leave type, dates requested, current balance, team calendar showing coverage, reason/notes from staff → Clicks 'Approve' or 'Reject' → Optional: adds comment → Done (staff gets notification instantly). Bulk approval: Manager views pending requests list (filter by status, leave type, date range, employee), selects multiple requests (checkboxes), clicks 'Bulk Approve', all selected requests approved at once, all staff notified. Useful for approving 15 annual leave requests before Christmas shutdown rather than clicking through one by one. Rejection workflow: Manager clicks 'Reject', must provide reason (insufficient coverage, clash with another absence, balance insufficient, whatever), staff gets notification with rejection reason, staff can revise and resubmit different dates. Approval delegation: If manager is on leave, you can delegate approval authority to deputy manager temporarily. Audit trail shows who approved what on whose behalf. Auto-approval rules (optional): You can set rules like 'auto-approve sick leave ≤1 day' or 'auto-approve if balance sufficient and no coverage conflicts.' Reduces admin burden. Why bulk matters: Care home with 50 staff getting 100+ leave requests per month. Bulk operations cut approval time from 30 minutes to 5 minutes.

Integrates with calendars easily, payroll requires export but it's simple: Calendar integration: Approved leave syncs to Google Calendar, Outlook Calendar, Apple Calendar (iCal format). Managers can subscribe to team leave calendar showing all absences. Two-way sync means leave shows on your phone calendar automatically. Rota integration: Approved leave automatically updates staff rotas in Statixs. Shifts get marked as 'Approved Leave' so you know coverage gap. Helps with shift reassignment planning. Payroll integration: Export approved leave to CSV format compatible with most UK payroll systems (Sage, Xero, QuickBooks, BrightPay, etc.). Export includes: employee ID, leave dates, leave type (paid/unpaid), days/hours to deduct, payroll period. Export options: Manual export when needed (one click), scheduled exports (automatic weekly/monthly), custom date range for specific pay periods. Bradford Factor for absence: If your payroll calculates Bradford Factor (B² × D, where B = number of absence spells, D = total days), Statixs tracks and exports this data automatically. Statutory payments: For sick leave (SSP), parental leave (SMP/SPP), Statixs flags when statutory payments apply and provides evidence for payroll. We don't have public API yet (planned for 2026), but CSV exports work with virtually any payroll system. Takes 30 seconds to export and import.

CQC cares that you maintain safe staffing levels - leave tracking helps demonstrate this: Safe staffing evidence: CQC Regulation 18 requires adequate staffing. During inspections, Statixs shows: approved leave recorded in advance (proof of planning), shift coverage maintained despite absences (rota adjustments visible), no patterns of unsafe staffing (reports flag coverage gaps), documented approval process (managers actively managing leave). Leave patterns and abuse: Statixs helps identify problematic patterns: same staff always calling sick on Fridays (Bradford Factor alerts), excessive short-term absences (triggers return-to-work interviews), unauthorized absences flagged (disciplinary process documented). Return-to-work procedures: When staff returns from sick leave >3 days, platform triggers return-to-work form requirement. Manager documents: reason for absence, any support needed, fit note reviewed if required, patterns discussed if concerning. All stored for CQC evidence of proper absence management. Parental leave statutory compliance: Platform tracks statutory entitlements (52 weeks maternity, 2 weeks paternity, shared parental options), reminds you of notification requirements to staff, documents communication for legal protection. Audit trail: Complete record of every leave request, approval, rejection, pattern identified, intervention taken. When CQC asks 'How do you ensure adequate staffing levels?', you show them the leave management system and approval workflows. Demonstrates proactive management rather than reactive chaos.