Thinking of spending your Christmas in the Bahamas? You’re not alone. The holiday season can be a perfect time to have just that – a holiday, or spend extra time with family near or far. However, what rules should salon employers and employees follow in implementing this much needed holiday down time?


The Annual Leave Shutdown is a period when a salon temporarily shuts down during a slow time of business, for example in between Christmas and New Year. Employers must provide their employees with four weeks of notice of the shutdown in writing. Employers must outline key points such as the reason for the shutdown, the length of the shutdown and how many days of annual leave will be taken.

The days being taken as annual leave can be quite complex as there are many different scenarios. For example, if an employee does not have enough annual leave to cover the shutdown, the employer and employee can agree to either take advanced annual leave or undertake unpaid leave. Employers must also ensure that days of public holiday, which includes the 25th and 26th of December and the 1st of January, are not taken as annual leave.

As long as all parties are prepared to discuss and manage the salon shutdown, the process should be a simple road that will hopefully lead to the Bahamas, or at least a Merry Christmas.

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