A Quick Guide to an Effective Employee Leave Management

Employee leave is an inevitable scene in every work setting. At some point, employees

will have to request for a paid time off when they experience emergencies aside from

the fact that they are entitled to it. As an HR manager or a company administrator, this

could be a nightmare that the company will have to go through especially when many

employee leave requests fall on a similar timeframe. However, with a clear leave

policies being laid out during work orientations coupled with a strategic advance

planning, this problem can be easily solved.

As an HR manager or administrator, you must accept that not everyone will be pleased

on whatever implementations you will do in the work setting especially when it comes to

disapproving and accepting employee leaves. As mentioned above, you must discuss

everything about employee leave policies during the work orientation phase, and hand

each of them a copy of the policies for a thorough understanding of the company’s

stand on leaves. Might as well highlight the period where work demand is at its peak

and bar any possibility for leaves. In addition, you must have everything clarified to the

employees especially the management’s right to reschedule or rearrange paid time off

requests especially for those on vacation purposes to serve both the unstable market

conditions and the demands in-house.

With regards to the company leave policies, it must clearly point out that requests for

vacation should be submitted within the prescribed deadline. This is to further your role

as an HR manager in effectively projecting absences that might jeopardise company

productivity. With an advance paid time off request submission, you can also readjust

schedule of the leave and talk with the employee as necessary to avoid conflicts and

gaps between you and the employees. Once an employee leave request has been

approved already, might as well be prepare for it and let the employee who will be

taking time off to deliver his work progress, responsibilities, and key access information

to facilitate the person who will be taking his post.

During the absence of an employee, might as well parcel out the duties and

responsibilities of that person to many of present employees. This way, everyone

contributes to the performance while the burden is not just thrown into only one person.

For effective employee leave management, you might as well allow employee leave

trade-off, which they can discuss among themselves. With that, you can keep a healthy

work setting without you being too tight with leaves.

Basically, knowing these things about your role in managing employee leaves and

absences is one way to characterise your role as an HR manager or administrator.

Implementing and executing these highlighted points in an effective manner is another.

Keep in mind that paid time off creates a substantial impact on the company finances

considering a recent research that shows companies actually spend about 14.6% on

payroll for privileges related to leaves and absences. Hence, an effective employee

leave management should be executed. To facilitate your role in employee leave

management, might as well visit www.leavemonitor.com and keep things much easier

for you.