'You need to know exactly what you're legally obliged to give your employees when it comes to FRL. If you don't, you will be guilty of unfair labour practice,' warns the Labour Law for Managers Loose Leaf Service.
Revealed: Seven FRL requirements for employers
#1: What are your obligations in terms of family responsibility leave?
You must give three days' paid family responsibility leave in each annual leave cycle to employees who qualify for it.
#2: Only certain employees qualify for FRL
Your employee must have worked for you for more than four months and must work for at least four days per week.
#3: You must only grant FRL for particular situations
You must grant FRL under the following circumstances:
#4: You must pay your employee his normal wage
Your employee is entitled to the same wage for a day's FRL as you would've paid him if he'd worked that day.
#5: Your employee doesn't have to take a full day
He can take a whole or part of a day for FRL. You'll grant this leave in addition to annual leave and it doesn't form part of annual leave calculations.
#6: You can ask for proof of an event
You can insist on reasonable proof of an event before you grant leave. For example, if your employee asks for time off to take her child to the doctor, you can ask for a medical certificate to prove her child was ill.
#7: FRL doesn't accumulate
FRL lapses if your employee doesn't take it in that annual leave cycle. If he only takes one day in the leave cycle, this doesn't mean he gets three days plus two carried-over days, he only has three days for the new cycle.
There you have it. Knowing what you're legally obliged to give your employees when it comes to FRL will ensure you don't break the law.