In summer, most conflicts are caused by the issuance of leave between the employee and the employer.
Occupational psychologists and HR professionals are of the unanimous opinion that an employee would need at least two weeks of uninterrupted leave a year to perform their duties effectively when rested and recharged. However, the planning of longer vacations, the replacement, requires organization. The first week is about relaxation and stress relief, the second is about recharging.
The Labor Code sets the number of days off in relation to age. Under the age of 25, you are entitled to 20 days of leave a year, increasing by an additional day every 3 years. Furthermore, the fundamental freedom can be increased by the additional freedoms. These include days off for children, days off for people with disabilities, those with disabilities or those raising people with disabilities, and those working underground or in high-risk work, according to the Profession.
However, an employee is not free to “manage” all of his or her days off because the employer has more than 75% of the annual leave. However, it is important to know that the employer must notify your employees 30 days in advance of the release. In practice, while employees are on leave, in most cases it is up to the employees to settle the replacement, so you always have to adapt to the holidays of your colleagues as well. When coordinating freedoms, everyone should take a proactive approach to the problem.
Workers together should keep a calendar on who is planning to take their annual leave, and this table will also make it easier for management to arrange a replacement during the summer. Not only because of the legal requirements but also for the sake of the smooth running of the team and the business, it is worth predicting our long absence.
Thus, the manager has time to reorganize the tasks, inform the replacement colleague, and share all the necessary information so that the leave can really be a rest. Plannability is also facilitated if the employer thinks well in advance about the tasks to be performed during the summer and assesses their professional and time requirements. With this knowledge, you don’t have to wait until the last minute to release your leave.
Of course, there may be times when life overrides even the plans of the most well-intentioned, flexible employer. This may be the case if the company is forced to reinstate its employees on leave. Indeed, you can do this if there is an emergency situation that you can only solve and prove. It is important to know that in such a situation, the company is obliged to reimburse all costs incurred for the failed holiday, be it a canceled hotel room, a booked flight, petrol, but it may also include the babysitter’s daycare for our child during the re-booking.