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Three crucial points every employer needs to know about family responsibility leave

by , 07 November 2014
You know how to correctly deal with sick leave, maternity leave and annual leave. But what about family responsibility leave? Do you know how to deal with it?

You need to know exactly what you're legally obliged to give your employees when it comes to family responsibility leave (FRL). If you don't, you will be guilty of unfair labour practice!

Don't take that risk.

Here are three crucial points you need to know as an employer about family responsibility leave.


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As an employer, you need to know these three points about family responsibility leave

 
#1: You must only give FRL in these two situations.
 
In this article, experts behind the Labour Law for Managers Loose Leaf Service explain that you must grant family responsibility leave under the following two circumstances:
 
  • The birth or illness of a child.
 
  • The death of your employee's spouse, life partner, parent, adoptive parent, grandparent, child, adopted child, grandchild or sibling.
 
#2: You must give three days paid family responsibility leave in each annual leave cycle to employees who qualify for it.
 
To qualify, your employee must have worked for you for more than four months and must work for at least four days per week.
 
#3: Family responsibility leave doesn't accumulate. It lapses if your employee doesn't take it during his annual leave cycle. He can't carry it over to the next cycle.
 
If he only takes one day in the leave cycle, this doesn't mean he gets three days plus carry-over of the two, he only has three days for the new cycle.
 
We've just scratched the surface with these points. We recommend you check out Your Guide to Family Responsibility Leave for six more points so you can effectively deal with family responsibility leave and avoid being guilty of unfair labour practice.


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