Leave and holidays are a rightful entitlement of a worker. In the current context, the government has made the labor laws very strict. Holidays and paid time off are rights of employees.
In the current circumstance, the government has tightened labor laws.
Even with all of these laws and regulations, some areas are still difficult to understand, thus it is necessary to engage a firm with experience in labor law.
If you want to run your business successfully in Bangladesh, you must choose a reputable Dhaka-based law firm or skilled labor lawyers. They should have a top-notch team in place to manage labor laws with the utmost promptness and thoroughness.
Types of Leave and Holiday Labor Law
Employees are qualified for one of three types of leave, per the Labor Law of 2006:
- Casual leave
- Sick leave
- Annual leave
Each employee is granted the right to ten (10) days of paid casual time each year. Such leave cannot build up and be carried over to the following year.
Every employee shall be entitled to 14 (fourteen) days of paid sick leave each calendar year. Such a leave cannot be granted without a registered medical professional doing an examination. Additionally, the doctor must certify this. Such time off cannot be accrued and carried over to the following year.
Annual Leave With Wages
Every adult employee who has worked continuously for one year at an establishment after the competition is over is eligible to request yearly leave. An employee may request annual leave during the following twelve-month period. A day of paid time off will be deducted from your annual leave balance for every 18 working days.
If a worker does not take the above-mentioned leave, he may still claim it within the subsequent twelve-month term.
The Types of holidays Under Labour Law
According to the statute, employees may take one of two types of holidays:
- Festival holidays
- Weekly holidays
Every employee will receive 11 (eleven) days of paid holiday for holidays throughout the year. A worker will receive two additional compensatory holidays with full pay in addition to a replacement holiday if they work on a festival holiday.
An adult worker may submit a claim once each week-
If a worker is employed by a factory, commercial establishment, or industrial facility, they are entitled to one and a half days of paid time off per week. If they are employed by a road transportation company, they are entitled to one day of paid time off per week that is twenty-four hours long. No such worker’s pay will be withheld on account of these holidays.
Salary Calculation for Time off or a Leave and Holiday
A worker is entitled to reimbursement for any leaves of absence or vacations granted under this Act at a rate equal to the daily average of his full-time salary. Any ad hoc or temporary remuneration for days worked during the month before the vacation will also be included in the salary, along with any depreciation allowances. However, it won’t include any overtime pay or bonuses.
After you have decided the types of leaves an employee is permitted to take, you must set distinct guidelines for each type of leave.
- Entitlement: The amount of leave that will be provided, how often it will be granted, and when it will be awarded.
- Applicable laws: Rules for taking time off include restrictions, caps, and how frequently an employee may do so.
- Clubbing & Covering: Different regulations apply on holidays or intervening weekends. Finding out whether sorts of leaves are cash convertible, together with any limits and pay components that may apply, is part of cashing out.
Additional records must be kept for leaves such as sick leave and maternity leave, etc. HR must guarantee that all documents are accessible.
The many choices that must be made while designing the policy rely on the particular requirements and culture.
The days that employees may take their weekly vacation are specified in a weekend policy. Again, the minimum standards are mandated by labor regulations. Paid weekly off-time is relevant for calculating leave.
- Saturday and Sunday are off throughout a 5-day week.
- Only Sunday is off during a 6-day workweek.
- 2nd Saturday off (apart from Sunday).
- Saturdays off alternately.
Every company must publish a list of holidays for a specific calendar year. This list may vary depending on the area, and an organization may have different lists for its personnel in various locations. Once more, the holiday list is important for calculating leave.
What is a Good Leave Policy?
The features listed below are included in a well-designed leave policy:
- It includes version tracking data such as the revision date, revision number.
- It has numbered sections and is rationally divided.
- Each page of it is printed with the name of the policy.
- It has well-defined terms that guarantee there will be no ambiguity.
- It protects the business from conceivable lawsuits.
- Employees are required to disclose their contact information while on leave.
- It communicates to the employee and clarifies.
The process of requesting leaves, rather than the types and quantity of breaks, impacts how “friendly” the leave policy is seen by the workforce.
It’s important to keep in mind that a well-written HR policy can be used to convey the company’s values and expectations. The purpose of a leave policy is to help employees understand their rights and to make it simple for them to take advantage of those rights.
The results that a successful leave policy generates happy, engaged workers with a healthy work-life balance are what matter most.