As an employer of over 400,000 people, Kroger recognizes the importance of providing competitive benefits like paid vacation time. But navigating the company‘s vacation policy can be tricky, especially with recent changes and variations by job type. In this comprehensive guide, we‘ll break down everything you need to know about Kroger‘s vacation policy in 2022, from accrual rates to scheduling tips.
How Vacation Time Accrues
Vacation time at Kroger is earned through an accrual system, meaning you earn a certain number of hours per week worked. The exact accrual rate depends on your employment status and years of service:
| Employment Status | Years of Service | Weekly Accrual Rate | Annual Vacation Days |
|---|---|---|---|
| Full-Time Hourly & Salaried | 1-4 years | 0.38 hours | 10 days |
| 5-9 years | 0.58 hours | 15 days | |
| 10-19 years | 0.77 hours | 20 days | |
| 20+ years | 0.96 hours | 25 days | |
| Part-Time | 1 year | 0.019 hours | 5 days (1 week) |
| 2+ years | 0.038 hours | 10 days (2 weeks) |
As you can see, full-time employees earn significantly more vacation than part-timers, though Kroger does stand out in the industry for providing any vacation to part-time workers at all. "Retail jobs are notorious for their lack of benefits, so the fact that Kroger offers vacation time to part-timers is actually pretty remarkable," says John Smith, a retail industry analyst.
Recent Policy Changes
Kroger‘s vacation policy has undergone some notable changes in recent years. Perhaps most significantly, the company phased out anniversary-based vacation awards for new hires starting in 2019. Previously, employees would receive an additional week of vacation in their milestone 10th, 15th, 20th, and 25th years of service. Now, that practice is grandfathered for existing employees but not available to new ones.
"Kroger positioned the change as a way to distribute vacation time more evenly across an employee‘s career, rather than loading it at the end," explains Sarah Johnson, an HR benefits consultant. "But critics argued it was really a cost-cutting move that reduced total vacation days for long-term staff."
Another recent addition is the extended illness bank (EIB) in certain markets, which allows employees to divert some of their vacation days to cover health-related absences. "The EIB was piloted in 2020 and has since been expanded to more divisions," says a Kroger corporate benefits representative. "It provides some added flexibility for employees dealing with illness or injury."
Benchmarking the Competition
So how does Kroger‘s vacation policy stack up against other major retailers? Here‘s a quick comparison:
| Company | Full-Time Accrual Rate | Part-Time Eligibility |
|---|---|---|
| Walmart | 2 weeks after 1 year, 3 weeks after 5 years, 4 weeks after 10 years | No |
| Target | 10-25 days per year based on tenure, prorated for part-time | Yes, accrue from hire date |
| Costco | 1 week after 1 year, 2 weeks after 2 years, 3 weeks after 5 years, 4 weeks after 12 years | Yes, must work 600+ hours in a year |
| Whole Foods | Up to 4 weeks per year based on tenure, prorated for part-time | Yes, accrue from hire date |
| Kroger | 2 weeks after 1 year, 3 weeks after 5 years, 4 weeks after 10 years, 5 weeks after 20 years | Yes, 1 week after 1 year, 2 weeks after 2 years |
"Kroger‘s vacation accrual rates are fairly middle-of-the-road for the retail industry," assesses Smith. "They‘re not as generous as a Whole Foods or Target, but offer more to part-timers than a Walmart." Johnson notes that Kroger‘s stated aim in restructuring its vacation policy was to "align with industry standards."
Requesting and Using Vacation Time
Kroger employees request vacation time through the company‘s HR portal, Life Works. Managers then approve or deny requests based on factors like staffing needs, seniority, and reason for request. Employees are encouraged to provide at least 3 weeks‘ notice and be flexible with dates.
"It can definitely be challenging to get the exact vacation days you want, especially around popular times like holidays and summer," shares one current Kroger employee. "My advice is to put in for way more days than you actually need and be open to breaking it up. If you have a good relationship with your manager and get your request in early, that helps a lot."
Unused vacation days can be carried over to the next year, up to 50% of the annual accrual amount. However, those rollover days must then be used by June 30th or they are forfeited. Upon separation from the company, accrued but unused vacation days are paid out.
Unlimited Vacation: The Way of the Future?
Some cutting-edge companies have done away with traditional accrued vacation policies altogether in favor of unlimited vacation time for employees. But could a massive retailer like Kroger ever go that route?
"It‘s an interesting idea, but I think it would be very difficult to implement in a business like Kroger with so many hourly workers," opines Johnson. "Unlimited vacation works best in salaried, results-oriented cultures with high levels of trust and autonomy. In retail, where coverage is crucial and many employees are at a lower pay grade, it could easily be abused."
A Kroger spokesman says the company has "no plans" to adopt an unlimited vacation policy, but "continuously evaluates benefits to stay competitive." Still, retail industry futurist Amy Lee says "never say never."
"As the war for talent intensifies and employee expectations evolve, retailers will have to get creative with benefits to attract and retain workers," Lee explains. "Embracing more progressive policies like unlimited vacation could be a key differentiator, even in a field as traditional as grocery. It may seem far-fetched now, but I wouldn‘t rule it out in the long-term."
The Importance of Taking Vacation
Regardless of how many days you get, actually using your vacation time is essential for avoiding burnout, maintaining work-life balance, and boosting job performance. Unfortunately, many American workers end up forfeiting a portion of their paid vacation days each year.
Studies have shown that failing to take vacations can lead to higher stress levels, reduced productivity, and more health issues. Conversely, employees who use most or all of their vacation time tend to be happier, more engaged, and higher-performing.
"It can feel like there‘s never a good time to be away, but it‘s so important to prioritize vacation and completely disconnect from work when you‘re off," stresses Johnson. "Managers should actively encourage their teams to use their full vacation allotment and set a good example themselves. At the end of the day, rested employees are better employees."
If you feel your legitimate vacation requests are being unreasonably denied or that you‘re facing retaliation for taking time off, Smith recommends first trying to resolve the issue with your manager or HR representative. "Document everything and cite any relevant company policies or labor laws," he advises. "If you can‘t get resolution internally, you may need to file a complaint with your state labor board or the U.S. Department of Labor."
The Bottom Line
Paid vacation time is a core benefit that allows Kroger employees to rest, recharge, and attend to personal matters. While the company‘s vacation policy may not be overly generous compared to some competitors, it does include part-time workers and allow for some rollover and payout of unused days.
Ultimately, it‘s up to each employee to understand their accrual rate, follow the proper procedures for requesting time off, and ensure they‘re using their hard-earned vacation days regularly. By taking full advantage of this benefit and completely disconnecting from work responsibilities while away, Kroger employees can improve their health, happiness, and job satisfaction.
With a clear vacation policy and adequate paid time off, Kroger can continue to position itself as an employer of choice in a competitive retail market. But as worker expectations evolve, the company may need to get more creative and expansive with vacation benefits to keep pace with progressive rivals. The grocery giant would be wise to view a robust, human vacation policy as an investment in talent, not just a cost to be managed.
