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Annual Leave and Sick Leave

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Annual and Sick Leave Management System

We can assist your company to reduce absenteeism and leave liability by managing their leave records accurately using our real-time online leave management system. Leave liability can have a negative impact on a company’s finances.

Pay Solutions will manage your leave, by maintaining all your records,  entering all leave taken and accruing monthly entitlements.

Provision: – this is the movement for the month. On 15 days per annum, an employee will accrue 1.25 days per month. The leave provision for the month is 1.25 multiplied by and employee’s daily rate of pay. (As per BCEA – the leave is calculated on basic salary, any permanent allowance, Overtime & Commission over a 13 week period and company contributions to Medical Aid or Retirement Fund).

Leave Liability: This is the actual value of the leave for an employee. For example if an employee has 10 days vocation- then the leave liability is the value of the daily rate of pay multiplied by the 10 days due.

Failure to maintain leave records could cost an employer dearly

Sick Leave: A five day worker is entitled to 30 days over a three year cycle and a six day worker is entitled to 36 days over a three year period.

The following leave types do not alter the balances but a control needs to be kept.

Family Responsibility – only for death of spouse, child, grandparents, adoptive parents, parent, siblings – ill health of a child that is fully dependent on the employee

Sports – 2 days provincial (must have confirmation from the necessary sporting body) – 3 days for National (must have confirmation from the necessary sporting body)

Study – has to be in the field of work

Union – in certain cases Shops Stewards are entitled to this in the case of Union business

Unpaid – this will impact on the salary and records of the days need to be kept.THIS ADDENDUM SERVES TO INFORM YOU ABOUT THE ADDITIONAL
FORMS OF LEAVEPARENTAL LEAVE: SECTION 25A
An employee, who is a parent of a child, is entitled to at least to ten consecutive days’
parental leave when the employee’s child is born or adoption is granted; or the child is placed
in the care of a prospective adoptive parent by a competent court, pending finalisation of
adoption order. ADOPTION LEAVE: SECTION 25B
An employee who is an adoptive parent of a child who is below the age of two, is subject to
section 25(6), entitled to ten weeks’ consecutive adoption leave; or ten consecutive days’
parental leave when adoption is finalised, or the child is placed in the care of a prospective
adoptive parent by a competent court, pending finalisation of adoption order. COMMISSIONING PARENTAL LEAVE: SECTION 25(C)
An employee, who is a commissioning parent in a surrogate motherhood agreement, is
subject to section 25(6), entitled to ten weeks’ consecutive commissioning parental leave; or
ten consecutive days’ parental leave when his/her child is born as a result of a surrogate
agreement.

FAMILY RESPONSIBILITY LEAVE SECTION 27 (2) An employer must grant an employee, during each annual leave cycle at the request of the
employee three days’ paid leave which the employee is entitled to
(a) when the employee’s child is born;
(b) when the employee’s child is sick; or
(c) in the event of the death
employee’s spouse or life partner; or the employee’s parent, adoptive parent, grandparent,
child, adopted child, grandchild or sibling.

Need help with your leave management? Contact Pay Solutions now!