Yes ~ offering your clients a 2 week 'unpaid vacation' on top of your already closed period is resulting in you taking an income hit of 4% a year ... that is a hefty hit in income and honestly something that at the end of the day when the chips fall is likely not really 'valued' by your clients as a PERK for your daycare but something they just 'expect' now .... when they go on vacation they are not at home thing 'oh inst Jec so awesome for not charging us these two weeks ~ she totally rocks' .... it has likely not even entered their mind that they are getting a perk over what some other clients get ~ to them it is just normal to not pay you!

Personally I find having clients on different contracts hard for book keeping and worry that in an audit that CRA is going to 'question' and make it harder for me to prove my income based on those difference ~ just easier to have everyone the SAME fee and the same payment requirements for the space. So I would just explain to ALL your clients that it is that time of your for you to 'reflect' on your business model and that upon reflection you have realized why most providers do not offer this 'perk' to clients because at the end of the day it is not financially viable way for you to budget .... therefore moving forward you have reflected on two options ~ A) you could raise your fees across the board by 4% and continue to offer them 2 weeks unpaid vacation policy and you will set aside the increase income to cover for those times when they apply their vacation credit or B) you can leave your fees as they stand however moving forward clients will be paying for the use of the space regardless of the child's attendance the only exception being the following closures (list your closures you do not expect payment for) at this time I have opted for option and than you choose A) or B) whichever makes more sense for YOU .... personally I prefer to have a consistent pay cheque so would opt for option B ~ refrain from the fee increase and put everyone on the pay for the space program.

This is a manner that SHOULD make sense to most clients as it is the way vacation works in the 'employment' world as well your employer either pays you out your vacation on your weekly pay cheque or they 'bank/accrual' the 4% for you and they pay it out to you when you choose to take vacation.

I would also add something to your contract that contracts will be reviewed annually and subject to change with X amount of notice ~ because it is prudent that you are able to make changes as needed to keep the business viable and competitive ... and than you give clients the new contract with ample notice before it takes effect with a reminder that signed contracts need to be returned by X date failure to return the notice will be taken as clients decision not to renew under the new conditions and the space in the program will therefore cease to be available as of X date. Than you know for sure you can start advertizing to fill the spot with a new client.