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Revealed: To really control company leave, there are four types of statutory leave you NEED to know about

by , 23 April 2014
Did you know that there are four types of statutory leave that each and every one of your employees is entitled to? That's right. And you need to understand each of them well so you can effectively deal with your employee's leave entitlements and prevent leave abuse. Read on to find out what the four types of statutory leave are so you can handle any leave issue that comes your way.

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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?


This report will make 100% sure you remain in control of this vital employer

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Here are the four types of statutory leave

#1: Annual leave. The Basic Conditions of Employment Act (BCEA) states that you have to give your employees annual leave of at least 21 consecutive days every year.

#2: Sick leave. Your employees are entitled during every sick leave cycle to an amount of paid sick leave equal to the number of days the employee would normally work during a period of six weeks (Section 22(2) of the BCEA).

#3: Maternity leave. Experts at the Labour & HR Club say you must give at least four consecutive months' maternity leave to your employees.

#4: Family responsibility leave. Your employees are entitled to at least three days' family responsibility leave per leave cycle.

 

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'My husband's sister's boyfriend's mother's uncle just passed away and I need to go to the funeral'

What do you do when Jenny asks for time off for a funeral? You know it isn't her blood relative, but it is a distant relative. Bob's father-in-law passes away and he asks for time off. Craig's wife is ill and he needs to take her to hospital.

 If you've granted family responsibility leave in any of these circumstances, you're just like most managers I know. But, here's what you don't know...

 You don't have to give family responsibility leave in these situations!

To ensure your employees don't take you for a ride, you need to know exactly when you have to give employees family responsibility leave and when you don't. Find out how…

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Keep these points in mind when it comes to statutory leave

Statutory leave is a complex issue. If you don't manage it well, it can land you at the Labour Court.

Take a look at this article. It contains a real example of an employer who made a mistake when dealing with maternity leave. As a result, he had to pay the employee 20 months' remuneration in compensation.

Another important point to bear in mind is that failure to manage statutory leave could lead to all sorts of abuse. The danger here is that your company will lose productivity if, for instance, your employees abuse sick leave and don't come to work.

The bottom line: We've just scratched the surface by giving you the four types of statutory leave. If you want to get a comprehensive breakdown of how to deal with each of these forms of leave, checkout the Labour Law for Managers Loose Leaf Service.



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