As every employer would be aware, the Basic Conditions of Employment Act (BCEA) prescribes a minimum number of leave days that an employee is entitled to in a 12-month or yearly cycle. When writing about leave and leave entitlement, the focus tends to rest on the legalities of leave, such as when it can be used or when it is forfeited, for instance.
While the BCEA provides for the legalities pertaining to leave and the minimum entitlement of employees, in a dynamic world of work and ever-evolving work environment, leave is becoming so much more than just a legal imperative. In the modern working environment, encouraging the meaningful use of leave, even beyond the statutory requirements, can be an essential component of employee wellness and maintaining employee productivity.
The importance of Leave
Burnout, stress and chronic fatigue are all too common in a fast-paced and pressurised working environment where the pressures of work and everyday life simultaneously exert themselves on employees. The taking of leave, therefore, is so much more than just a legal requirement; it is also a break from work and the pressures that the work environment exerts. The non-taking of leave is often glorified and seen as a remarkable achievement of stamina and willpower. In the long term, however, this practice may prove more detrimental than the glory that comes with the accolade of taking the fewest leave days.
Leave not only provides employees with a much-needed opportunity to recharge their proverbial batteries but also plays a crucial role in preserving physical and mental well-being. By employers prioritising employee well-being, employees are more inclined to be creative, productive, and engaged. Engaged employees are valuable employees, and valuable employees play a significant role in ensuring organisational success.
How can employers utilise leave more effectively?
As a starting point, employers should ensure that employees utilise their statutory leave entitlement and that very few, if any, leave days are carried over into the next cycle. In reality, this is sometimes easier said than done, but a conscious effort should be taken to ensure that leave is properly utilised.
In addition to statutory requirements, where the opportunity exists or allows, employers should adopt progressive and flexible leave policies. Not all working environments may be conducive to flexible leave arrangements, but where employers can be flexible in allowing additional paid days here and there, or allowing flexibility as far as personal days or personal time needed is concerned, allowance should be made for such time.
This practice will demonstrate to employees that employers are genuinely invested in their well-being and will concurrently create an environment where employees feel more valued. This practice can lead to employees being more productive and will assist in attracting and retaining top talent, which plays an integral role in organisational success.
The concept of leave, while rooted in a statutory foundation, should start to be seen as a valuable tool in fostering employee wellbeing, which will in turn translate into a thriving organisation. The practice of utilising leave beyond just a statutory requirement, and when utilised appropriately, can be a highly effective tool in ensuring a happy and healthy workforce.
Article by Daniel van der Merwe
National Collective bargaining coordinator at Consolidated Employers’ Organisation (CEO SA)