登录查看更多内容

How can HR Operations handle leave requests from employees who are not eligible for leave?

由人工智能和领英社区提供技术支持

As an HR Operations professional, you may encounter situations where employees request leave that they are not eligible for, either by law or by company policy. How can you handle these requests in a fair, consistent, and compliant way? In this article, we will explore some tips and best practices for managing leave requests from ineligible employees.

此文章中的业界达人

由社区从 5 条内容中精选。了解更多

Pooja Prabhu

Global HR Professional | Talent Acquisition | Connecting Top Talent with Opportunities | 10+ years handling TA | Social…
Dr. Anish Varghese

Corporate Director- DHAMAN: PhD, Chartered FCIPD, Fellow AHRI, Fellow - IOD, MBA, MA, MDP, CIPP, Lead Quality Auditor…
Salma I.

People and Culture manager - Dubai , Egypt , Qatar & KSA| Founder @ GlobalSync-services , Tech Recruiter, HRBP, HR…

1 Know the leave types and eligibility criteria

The first step to handle leave requests from ineligible employees is to know the different types of leave that your company offers and the eligibility criteria for each one. For example, you may have paid or unpaid leave for vacation, sick, personal, family, medical, bereavement, jury duty, military, or other reasons. Each type of leave may have different rules and requirements, such as duration, notice, documentation, approval, and accrual. You should also be familiar with the applicable laws and regulations that govern leave entitlements and obligations, such as the Family and Medical Leave Act (FMLA), the Americans with Disabilities Act (ADA), or state and local laws.

添加您的观点

Dr. Anish Varghese

Corporate Director- DHAMAN: PhD, Chartered FCIPD, Fellow AHRI, Fellow - IOD, MBA, MA, MDP, CIPP, Lead Quality Auditor on IMS - CQI (UK)
举报内容
Employers of traditional companies may reject leave for employees if the employee register confirms that he is not eligible for leave at that point of time. However, in modern days approach especially after the covid 19, there is a rise in Hybrid work atmosphere and changing paradigm in the HR sphere. It is very important that Employee Experience (EX) need to be maintained which is a prime factor for employee retention and productivity. Modern hybrid companies grant leaves even if the eligibility criteria raise a red flag and those leaves are granted either as compassionate leaves or as unpaid leaves which will support the human capital.

已翻译

赞
Salma I.

People and Culture manager - Dubai , Egypt , Qatar & KSA| Founder @ GlobalSync-services , Tech Recruiter, HRBP, HR Management, GCC
举报内容
HR Operations handles ineligible leave requests by promptly communicating policy constraints and exploring solutions collaboratively. By keeping open lines of communication, HR demonstrates support, conducts proactive eligibility audits to catch issues early, and ensures employees understand policies, reducing the likelihood of ineligible requests.

已翻译

赞
Poonam S.

|| HR Professional || Social Media Hiring Expert || Let's connect and grow together || Linkedin Followers- 248K + || Linkedin Newsletter Subscribers-110K+||
举报内容
When handling leave requests from ineligible employees, as an HR professional, open communication is key. Clearly explain the eligibility criteria, express understanding, and explore alternative solutions like unpaid leave or adjusted schedules. Maintain a supportive tone to ensure employees feel heard and valued despite immediate policy constraints.

已翻译

赞

2 Communicate the leave policy and procedures clearly

The second step to handle leave requests from ineligible employees is to communicate the leave policy and procedures clearly to all employees and managers. You should make sure that the policy is written in a simple and understandable language, and that it is accessible and visible to everyone. You should also provide regular training and updates on the policy and procedures, and address any questions or concerns that employees or managers may have. By communicating the leave policy and procedures clearly, you can prevent misunderstandings, confusion, and disputes, and ensure that employees know their rights and responsibilities.

添加您的观点

Pooja Prabhu

Global HR Professional | Talent Acquisition | Connecting Top Talent with Opportunities | 10+ years handling TA | Social Media Influencer | Possibly your future colleague :)
举报内容
It is always good to be very transparent and clear about the leave policies at the time of onboarding a new hire. When the employee knows the eligibility criteria well, the consequences of getting into applying non-eligible leaves will be very low, which in-turn helps a HR to be not get involved into any discussions regarding extra leaves. Post COVID-19 there have been situations where an employee may need extra leaves than the proposed ones, and its up to company's management to take further call on leave policy updates as per the state/local laws

已翻译

赞

3 Review and verify the leave requests carefully

The third step to handle leave requests from ineligible employees is to review and verify the leave requests carefully. You should check the employee's leave balance, eligibility, and history, and compare them with the leave type, reason, and duration that they are requesting. You should also ask for any supporting documents or evidence that may be required or requested, such as medical certificates, court summons, or military orders. By reviewing and verifying the leave requests carefully, you can avoid errors, fraud, and abuse, and ensure that the leave requests are valid and justified.

添加您的观点

4 Respond to the leave requests promptly and respectfully

The fourth step to handle leave requests from ineligible employees is to respond to the leave requests promptly and respectfully. You should acknowledge the receipt of the leave request as soon as possible, and inform the employee of the status and outcome of their request within a reasonable time frame. You should also explain the reasons why their request was denied or modified, and refer them to the leave policy and procedures for more information. You should also be respectful and empathetic to the employee's situation, and avoid being rude, dismissive, or discriminatory. By responding to the leave requests promptly and respectfully, you can maintain a positive and professional relationship with the employee, and reduce the risk of complaints or grievances.

添加您的观点

5 Explore alternative options or accommodations if possible

The fifth step to handle leave requests from ineligible employees is to explore alternative options or accommodations if possible. You may be able to offer the employee some flexibility or discretion in granting their leave request, depending on the circumstances and the impact on the business. For example, you may allow the employee to use other types of leave, such as paid time off (PTO), or to adjust their work schedule, work location, or work duties. You may also consider providing reasonable accommodations to the employee if they have a disability or a serious health condition that affects their ability to work, as required by law or by company policy. By exploring alternative options or accommodations if possible, you can show your support and care for the employee, and enhance their engagement and loyalty.

添加您的观点

Reetika Arora

Founder | Curating Luxury Fragrance Experience | Business Strategist & Consultant
举报内容
Handling leave requests from employees who aren't eligible for leaves can be challenging. In my professional experience, exploring alternative options or accommodations is a viable approach. This may include offering flexible work hours, unpaid leave options, or a work-from-home arrangement, if feasible. These alternatives demonstrate empathy and a willingness to find mutually beneficial solutions, maintaining morale and employee trust. It's about balancing company policies with compassion and flexibility, fostering a supportive work environment.

已翻译

赞

6 Document and track the leave requests and actions

The sixth and final step to handle leave requests from ineligible employees is to document and track the leave requests and actions. You should keep a record of the leave request form, the supporting documents, the approval or denial decision, the communication with the employee and the manager, and any alternative options or accommodations that were offered or provided. You should also update the employee's leave balance, attendance, and performance records accordingly. By documenting and tracking the leave requests and actions, you can ensure compliance, accountability, and transparency, and facilitate reporting and auditing.

添加您的观点

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

添加您的观点

HR Operations

+ 关注

给文章评分

我们借助人工智能创建了此文章。您认为这篇文章怎么样？

很棒不太好

举报此文章

查看全部

How can HR Operations handle leave requests from employees who are not eligible for leave?

1

2

3

4

5

6

7

1 Know the leave types and eligibility criteria

2 Communicate the leave policy and procedures clearly

3 Review and verify the leave requests carefully

4 Respond to the leave requests promptly and respectfully

5 Explore alternative options or accommodations if possible

6 Document and track the leave requests and actions

7 Here’s what else to consider

HR Operations

给文章评分

感谢您的反馈

更多HR Operations相关文章

更多相关阅读内容

How can HR Operations handle leave requests from employees who are not eligible for leave?

1

2

3

4

5

6

7

1 Know the leave types and eligibility criteria

2 Communicate the leave policy and procedures clearly

3 Review and verify the leave requests carefully

4 Respond to the leave requests promptly and respectfully

5 Explore alternative options or accommodations if possible

6 Document and track the leave requests and actions

7 Here’s what else to consider

HR Operations

给文章评分

感谢您的反馈

查看其他技能