HomeHome SearchSearch MenuMenu Our productsOur products

If you've denied Loyiso's annual leave for operational requirements, do THIS so you don't find yourself on the wrong side of the BCEA

by , 12 November 2014
Loyiso is your project manager.

He's been working on a very important project for your company and deadlines are tight.

Despite all this, he asks for annual leave.

You turn down his leave request for operational reasons especially since he's heading the project and must see it through.

While you're well within your rights to do this, there's one thing you must do.

Read on to find out what it is so you don't find yourself on the wrong side of the Basic Conditions of Employment Act (BCEA).


*********** Advertisement ************
 
A cure for all your annual leave woes…
 
 Can you really afford not to know the answers to those tricky annual leave questions? You've already seen how sweeping the issue under the rug could cripple your business, but what are you doing to make sure you have it under control?
 
We all know that annual leave issues can be a minefield: There are a thousand different exceptions to a thousand different rules. But The Ultimate Guide to Annual Leave will help you sleep easy knowing you're doing everything correctly and efficiently.
 
You'll also get sample annual leave policy templates and step-by-step instructions on creating effective leave procedures.

*************************************
 

Just because you've denied Loyiso's annual leave for operational requirements doesn't mean it's the end of the matter

 
If you've denied Loyiso's leave for operational requirements, you MUST reschedule his annual leave for another time – still within the 18 month window allocated in law.
 
As an employer, you're responsible for ensuring your employees go on annual leave within the agreed timeframes. You have to allow your employees to take annual leave within an 18 month period. You can't deny them leave or pay them out for it.
 
So, if Loyiso requests leave three months later because you denied it previously due to operational reasons, you must grant his leave request. If you don't, you risk being in breach of the provisions of the BCEA.
 
The bottom line: Turning down an employee's annual leave request for operational requirements doesn't mean it's case closed. You must still ensure your employee goes on leave within the allotted, defined timeframes.
 
PS: For more information on annual leave, check out The Ultimate Guide to Annual Leave.

Alternatively, direct any queries you have about annual leave to our experts at the Labour & HR Club.


Related articles




Related articles



Related Products



Comments
0 comments


Recommended for You 

  Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance



Here are all the most interesting, thought-provoking and common tax questions
asked by our subscribers over the last tax year – everything from A to Z!

To download Quick Tax Solutions for Busy Taxpayers – 35 tax answers at a glance click here now >>>
  Employees always sick? How to stop it today



Make sure you develop a leave policy to regulate sick leave in your company.

BONUS! You'll find an example of the leave policy and procedure in this report.

To download Employees always sick? How to stop it today click here now >>>
  Absenteeism: Little known ways to reduce absenteeism



This FREE e-report will tell you how you can reduce absenteeism in your workplace while avoiding the CCMA and without infringing your employees' labour rights.

To download Absenteeism: Little known ways to reduce absenteeism click here now >>>
  7 Health & safety strategies to save you thousands



Don't let a health and safety incident cost you one more cent. Implement these seven
strategies in your company today.

To download 7 Health & safety strategies to save you thousands click here now >>>