Here’s a situation. Two months ago, an employee applied for a week of leave, and his request was approved because, at that time, there was no reason to reject it.
However, one month later, the employee tendered his resignation, with a notice period of only one month. The situation has now changed, and the employer needs him to serve the full notice period to ensure a proper handover, especially since his roles and responsibilities are complex. If the company had known he would be resigning two months ago, the leave request would likely have been rejected due to the anticipated lack of manpower.
The question is… Can the employer cancel the leave approval because the circumstances have changed since the time the annual leave was applied for?
After consulting with the labour department, the answer is clear – No, the company cannot cancel the approved leave. The leave remains valid, regardless of the change in circumstances. If the company needs the employee to work during that period, the employee must agree to cancel their leave voluntarily.
I know, it seemed so unfair to the employer, right? But here’s the thing…
This highlights the importance of careful planning and open communication when managing leave, especially in situations involving resignations. Also, I’ve learned over my years that no one is indispensable – business can and will go on with or without any single employee. It’s a good opportunity to test the business’s resilience and adaptability.
So, let’s not be overly dramatic – nasi sudah jadi bubur. Shift the focus to our business continuity plan. The show must go on!
Gitu.
xoxoxo, AuntyHR
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