HomeHome SearchSearch MenuMenu Our productsOur products

Does your annual leave policy contain this ONE glaring gap?

by , 05 January 2017
Does your annual leave policy contain this ONE glaring gap?Most annual leave policies are largely made up of legal annual leave entitlements. But their structure of can change from business to business. Because of this, most annual leave policies neglect to include ONE very important part. Read on to make sure your annual leave policy doesn't have a big hole in it.

All your annual leave questions answered!
Compiled by our labour and HR experts along with the team that gave you the Labour Law For Managers Handbook, The Ultimate Guide to Annual Leave answers the trickiest annual leave questions clearly and accurately so you're never stumped again.
 Questions like…
How do I deduct employees leave for annual shut down?
Can you pay out your employees instead of granting paid annual leave?
What's the rule about taking annual leave during notice periods?

The one thing your annual leave policy must have

Your annual leave policy will mostly contain the legal guidelines around this kind of leave. This is the same for a sick leave policy, maternity policy and family responsibility leave policy. 
But annual leave is the biggest kind of leave; you must control it very carefully. 
This is why the most important point to have in your annual leave policy is a leave application process. 
According to Labour Law for Managers this process must start with an annual leave form. From there, your employee must first get their manager to approve the leave. Once he's received this approval, then his application can go through to Human Resources for approval. 
This will help you manage who goes on leave and for how long. That's why it's the most important part. Without it, you won't be able to see who approved the leave. And you won't be able to have a record of who's taken what leave.
So remember to include this process in your annual leave policy, along with these important points...
Do your employees abuse their leave?
Get your leave policies and procedures here...

Three more points you should remember for your annual leave policy

There are a lot of things to remember about annual leave. 
But there are three more points you need to check are in your policy.
1. Annual leave accrual. Labour Law for Managers says it's important to include this to spot employees accumulating too much leave.
2. Clear rules around leave entitlement. We've explained here why this is important to stop employees taking advantage.
3. Guidelines for when you'll force your employees to take annual leave. This is important to include other wise employees who don't take leave could up to R15 000 each.
With these important points in mind your annual leave will be fool proof.

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. A resource that will:
  • Help you create a water-tight leave policy,
  • Help you know your rights and responsibilities,
  • Give you step-by-step instructions on managing annual leave effectively,
  • Is 100% legally compliant,
  • And gives you tips and tools to save you the most time and money…

Vote article

Does your annual leave policy contain this ONE glaring gap?
Note: 5 of 1 vote

Related articles

Related articles

Related Products