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Did you know: You're responsible for ensuring your employees go on annual leave within the agreed timeframes?

by , 12 November 2014
You know that the Basic Conditions of Employment Act (BCEA) outlines when and how you must grant annual leave.

What you may not be aware of is, as an employer, you have a legal duty to ensure your employees go on annual leave within the agreed timeframes.

Read on to find out more about this so you can comply with the BCEA.


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An ineffective leave policy could cripple your business from right under your nose
 
Did you know that not forcing your employees to take their annual leave could end up costing you anything up to R15,000 per employee?
 
That's right - employees that don't take leave could be costing you just as much as those that abuse it.
 
That's because any leave that's accrued into the following financial year will increase the leave bill for your company and therefore severely affect your organisation in the long run.
 
That's why I'm excited to introduce you to a resource that completely takes the stress and confusion out of managing annual leave in your company.
 
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It's your duty to ensure your employees go on annual leave within the agreed timeframes

 
Your responsibility is to make sure your employee goes on leave within the allotted, defined timeframes, says the Practical Guide to Human Resources Management.
 
The BCEA makes it clear that your employee is entitled to take consecutive leave days in his annual leave cycle or within six months of the end of his leave cycle.
 
You must grant annual leave no later than six months after the end of the annual leave cycle.
 
At the end of a leave cycle or 12-month period, your employee can request the full 15 working days leave, or 21 consecutive days which he's accumulated for that leave cycle. You must grant this request within reasonable operational constraints because your employee is entitled to the leave.
 
Beware: You can't refuse to grant your employee his accumulated 15 days leave at the end of the leave cycle just because it doesn't suit you (unless you can justify it in terms of operational requirements). If you refuse to grant him leave, you will still need to arrange alternative times for him to take leave within the legal timeframes.
 
In addition, if your employee doesn't take his annual leave by the end of a leave cycle and applies for his leave after the end of the leave cycle, you have no option but to grant the request.
 
The bottom line: Ensuring your employees go on annual leave within the agreed timeframes is your responsibility. So make sure you comply with the BCEA.
 
PS: For more information on annual leave, check out The Ultimate Guide to Annual Leave.
 


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