When can an employer require a medical certificate for sick leave?

Section 23 of the BCEA permits an employer to require a medical certificate in two circumstances: when the employee has been absent for more than 2 consecutive working days, or when the employee has been absent on more than two occasions during an 8-week period. The certificate must be issued by a "medical practitioner" — which the BCEA defines to include a medical doctor, a traditional health practitioner registered under the Traditional Health Practitioners Act, or any other person certified to diagnose and treat patients who is registered with a professional council established under an Act of Parliament. If the employee fails to produce a required medical certificate, the employer is not obligated to pay for the sick leave days. However, the employer should exercise this right reasonably and not use it to deny legitimate sick leave.

Is maternity leave paid or unpaid in South Africa?

The BCEA does not require employers to pay employees during maternity leave — it only requires the employer to grant 4 consecutive months of leave. However, many employment contracts and company policies provide for full or partial pay during maternity leave as an enhanced benefit. Employees who are not paid by their employer during maternity leave may claim UIF maternity benefits, which provide income on a sliding scale (approximately 38-60% of salary, subject to a maximum threshold) for up to 121 days. Some employers "top up" the UIF benefit to the employee's full salary as part of their maternity leave benefit. The Leave Policy should clearly state whether maternity leave is paid, unpaid, or partially paid, and provide guidance on UIF claim procedures.

What happens to unused annual leave when an employee resigns?

Section 20(5) of the BCEA requires the employer to pay the employee for any accrued but untaken annual leave on termination of employment — whether the employee resigns, is dismissed, retrenched, or the contract expires. This payment must be calculated at the employee's normal wage rate and included in the final pay. Employers cannot forfeit, waive, or reduce accrued annual leave on termination — this is a statutory right that cannot be varied by agreement, contract, or policy. The payment should be processed as part of the employee's final salary payment and is subject to PAYE tax. Enhanced leave benefits above the BCEA minimum may be subject to different forfeiture rules as specified in the Leave Policy, but statutory leave must always be paid out.

How does parental leave differ from maternity leave in South Africa?

Maternity leave is 4 consecutive months available exclusively to the birth mother, commencing at least 4 weeks before the expected date of birth (or as agreed). It is granted by the employer, and the BCEA does not require payment (though UIF benefits are available). Parental leave, introduced by the Labour Laws Amendment Act, is 10 consecutive days available to the non-birth parent — the father, same-sex partner, or other parent — commencing from the date of birth. Parental leave benefits are funded through the UIF, not the employer. An employee who takes maternity leave for a child is not entitled to also take parental leave for the same child, and vice versa — this prevents double-claiming. Both parents must notify the employer of their intention to take leave at least one month before the expected date of birth.

Can an employee take sick leave for mental health reasons?

Yes. Sick leave under the BCEA covers any illness, injury, or health condition that renders the employee unable to work — this includes mental health conditions such as depression, anxiety, burnout, post-traumatic stress, and other psychological disorders. A medical certificate from a registered medical practitioner or psychologist confirming the employee's unfitness for work satisfies the section 23 documentation requirement. Employers should not treat mental health sick leave differently from physical health sick leave, as doing so could constitute unfair discrimination on the grounds of disability under the Employment Equity Act. Chronic mental health conditions may also engage the incapacity process under LRA Schedule 8 if they affect the employee's ability to perform their duties over an extended period.

What is the sick leave cycle and how does it work?

The sick leave cycle under section 22 of the BCEA is a period of 36 consecutive months beginning on the first day of employment or the first day of a new cycle. During each 36-month cycle, the employee is entitled to a total of 30 working days of paid sick leave (or the number of days the employee would normally work in a 6-week period, whichever is less). During the first 6 months of employment, the entitlement is limited to 1 day of paid sick leave for every 26 days worked. Unused sick leave from one cycle does not carry over to the next — the entitlement resets at the beginning of each new 36-month cycle. The employer is not required to pay out unused sick leave on termination.

Can the employer force employees to take annual leave during a company shutdown?

Yes. Many South African employers shut down operations during the December/January period and require employees to take annual leave during the shutdown. Section 20(4) of the BCEA allows the employer to determine when annual leave is taken, and a scheduled company shutdown is a legitimate exercise of this right. However, the employer must give reasonable notice of the shutdown dates (typically at least 4 months), ensure that employees have sufficient accrued leave to cover the shutdown period, and make alternative arrangements for employees who have insufficient leave (leave without pay or advance leave). New employees who have not yet accrued sufficient leave should be informed of the shutdown schedule during the recruitment process.

Are part-time employees entitled to leave in South Africa?

Yes. Part-time employees are entitled to leave on a pro rata basis under the BCEA. Section 20(2)(b) provides that annual leave accrues at a rate of 1 day for every 17 days worked, or 1 hour for every 17 hours worked — ensuring that part-time employees receive proportionate leave. Sick leave is similarly pro-rated based on the employee's normal working hours. Family responsibility leave of 3 days applies regardless of part-time or full-time status (though the "day" is based on the employee's normal working day). Maternity leave of 4 consecutive months applies equally to part-time employees. The Leave Policy should clearly explain how leave is calculated for part-time and casual employees.

What happens if an employee is sick during annual leave?

If an employee falls ill during annual leave and obtains a medical certificate, the sick days should be deducted from sick leave rather than annual leave — effectively pausing the annual leave for the duration of the illness. This principle is supported by CCMA case law, which holds that sick leave and annual leave serve different purposes (recovery versus rest) and should not be conflated. The employee must notify the employer as soon as possible, provide a medical certificate from a registered practitioner, and the employer should credit the annual leave days back to the employee's balance. The Leave Policy should address this scenario explicitly to prevent disputes.

Can an employer deduct leave for late arrival or short days?

This practice is legally risky. The BCEA defines annual leave as full working days, not hours, and deducting fractions of leave days for late arrivals may not align with the statutory framework. Lateness is a disciplinary matter that should be addressed through the Code of Conduct and progressive discipline — verbal warning, written warning, final written warning — rather than through leave deductions. Deducting leave for lateness may also constitute an impermissible unilateral deduction from wages under BCEA section 34 if it results in the employee receiving less leave than the statutory minimum. The Leave Policy should clarify that lateness is managed through discipline, not leave deduction, unless the employee specifically requests to use leave hours for a planned short day.

Contract TemplateHR Policies

Leave Policy
Template — South Africa

An attorney-drafted Leave Policy template designed specifically for South African workplaces. This comprehensive, legally compliant document consolidates all leave entitlements — annual leave, sick leave, family responsibility leave, maternity leave, parental leave, adoption leave, and company-specific leave types — ensuring full compliance with BCEA sections 20-27, the Labour Laws Amendment Act, and UIF maternity benefit provisions.

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Drafted by qualified South African attorneys

Reviewed for compliance with current legislation · Last updated April 2026

Why It Matters

Why Your Business Needs This Agreement

Department of Labour Compliance Orders for Leave Violations

The Department of Employment and Labour actively inspects leave records during workplace visits. Employers who fail to grant the BCEA minimum leave entitlements, refuse reasonable leave requests, force employees to forfeit accrued leave, or fail to maintain leave records as required by section 33 face compliance orders, fines, and repeat inspection visits. The most common violations are failure to grant annual leave within the prescribed cycle, failure to pay out accrued leave on termination, and requiring medical certificates for single-day absences.

Massive Leave Liability on Termination

Employers who fail to manage leave accruals — allowing employees to accumulate years of untaken leave — face substantial financial liability when those employees terminate. Section 20(5) of the BCEA requires full payment of all accrued annual leave at the normal wage rate. For long-serving senior employees, this can amount to hundreds of thousands of rands in a single termination payment. A clear Leave Policy with carry-over limits and mandatory leave consumption prevents this liability from accumulating.

Sick Leave Abuse Without Documented Management Framework

Sick leave abuse — particularly Monday/Friday absences, absences following payday, and patterned absences that coincide with sporting events or social occasions — costs South African employers billions of rands annually in lost productivity. Without a Leave Policy that clearly documents medical certificate requirements, defines abuse indicators, establishes management intervention procedures, and links chronic absenteeism to the incapacity process, employers lack the tools to address the problem. The CCMA requires proof of a clear policy and consistent application before upholding discipline for sick leave abuse.

Parental and Adoption Leave Non-Compliance

Many South African employers have not updated their leave policies to include the parental, adoption, and commissioning parental leave introduced by the Labour Laws Amendment Act 10 of 2018. Refusing these leave entitlements — or treating them as discretionary — exposes the employer to unfair labour practice claims, EEA discrimination complaints (particularly where same-sex partners are denied parental leave), and Department of Labour enforcement action. The UIF claim process for these leave types also requires employer cooperation and documentation.

Religious and Cultural Leave Discrimination Claims

Employers who refuse leave requests for religious holidays, cultural observances, or traditional ceremonies without genuine operational justification face unfair discrimination claims under EEA section 6 on the grounds of religion or culture. The Constitution protects freedom of religion (section 15) and the right to participate in cultural life (section 30). A Leave Policy that provides for religious observance leave and establishes a fair process for accommodating religious and cultural needs protects the employer against discrimination claims while maintaining operational flexibility.

What is a Leave Policy?

Leave management is one of the most common sources of workplace disputes in South Africa, and the Basic Conditions of Employment Act 75 of 1997 (BCEA) sets minimum leave entitlements that no employer may reduce by agreement, sectoral determination, or employment contract. Chapter 3 of the BCEA prescribes four categories of statutory leave: annual leave (section 20 — 21 consecutive days or 15 working days per annual leave cycle), sick leave (section 22 — 30 working days per 36-month sick leave cycle), family responsibility leave (section 27 — 3 days per annual leave cycle), and maternity leave (section 25 — 4 consecutive months). The Labour Laws Amendment Act 10 of 2018 introduced additional categories: parental leave (10 consecutive days for the non-birth parent), adoption leave (10 consecutive weeks for the primary adoptive parent), and commissioning parental leave (10 consecutive weeks for the commissioning parent in a surrogacy arrangement).

These statutory entitlements represent the minimum floor — employers are free to offer more generous leave benefits, and many do so as part of their employee value proposition. Enhanced annual leave (20+ working days), extended sick leave pools, study leave, compassionate bereavement leave, sabbatical leave, religious observance leave, and volunteer or community service leave are common enhancements in the South African market. However, every enhanced benefit must be clearly documented in the Leave Policy to avoid ambiguity and disputes about whether additional leave was offered as a contractual entitlement or a discretionary benefit.

The financial implications of leave management are significant. Section 20(5) of the BCEA requires employers to pay out accrued but untaken annual leave on termination of employment at the employee's normal wage rate — this is a statutory entitlement that cannot be waived or forfeited. Employers who fail to manage leave accruals effectively can face substantial termination liabilities when long-serving employees with accumulated leave depart. Conversely, employers who force employees to forfeit accrued leave or refuse reasonable leave requests face BCEA contraventions enforced by the Department of Employment and Labour, with penalties including fines and compliance orders.

The Unemployment Insurance Fund (UIF) plays a critical role in leave management. Maternity leave benefits under the UIF Act 63 of 2001 provide income replacement (on a sliding scale based on the employee's salary) for up to 121 days. The Labour Laws Amendment Act channels parental, adoption, and commissioning parental leave benefits through the UIF rather than the employer, meaning employees claim benefits directly from the UIF during these leave periods. Employers must ensure that UIF contributions are current and that employees receive the information and documentation needed to submit UIF claims.

This attorney-drafted Leave Policy template consolidates all leave types — statutory and company-specific — into a single comprehensive document, establishes clear application and approval procedures, addresses leave accrual, carry-over, and forfeiture rules, provides for medical certificate requirements aligned with section 23 of the BCEA, documents the employer's right to refuse leave based on operational requirements, and ensures full compliance with the BCEA, the Labour Laws Amendment Act, and the UIF Act.

Who Needs This

Every South African employer — BCEA leave provisions are mandatory and cannot be reduced by agreement

HR departments standardising leave procedures and entitlements across the organisation

Small and medium businesses without a formal leave management system who need a comprehensive policy

Companies offering enhanced leave benefits beyond BCEA minimums who need to document these clearly

Employers experiencing frequent disputes over leave entitlements, approval processes, or sick leave abuse

Payroll departments responsible for calculating leave accruals, payouts on termination, and UIF claims

Organisations with shift workers, part-time employees, or compressed work week arrangements requiring tailored leave calculations

Any South African business that has received a Department of Labour compliance notice related to leave management

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BCEA section 20(5) requires employers to pay all accrued annual leave on termination — this statutory right cannot be waived, forfeited, or reduced by agreement

The 36-month sick leave cycle provides 30 working days of paid sick leave — unused sick leave does not carry over to the next cycle and is not paid out on termination

The Labour Laws Amendment Act 10 of 2018 introduced parental leave (10 days), adoption leave (10 weeks), and commissioning parental leave (10 weeks) — funded through the UIF

BCEA section 23 only permits employers to require medical certificates for absences exceeding 2 consecutive days or more than 2 absences in an 8-week period

Employers who refuse to grant annual leave within 6 months after the end of the leave cycle commit a BCEA contravention enforceable by the Department of Employment and Labour

Template Contents

Key Clauses Included

This Leave Policy template covers 12 essential sections, each drafted by South African attorneys.

Annual Leave

Entitlement of 21 consecutive days (or 15 working days, or 1 day for every 17 days worked, or 1 hour for every 17 hours worked) per annual leave cycle under section 20 of the BCEA. Covers accrual rules, the employer's right to determine leave timing in accordance with operational requirements, carry-over limits (leave must be granted within 6 months after the end of the annual leave cycle), forfeiture provisions for non-statutory enhanced leave, payment in lieu of leave on termination under section 20(5), and the prohibition on paying annual leave instead of granting actual time off during employment.

Sick Leave

Entitlement of 30 working days per 36-month sick leave cycle under section 22 of the BCEA. The first-six-months limitation (1 day for every 26 days worked). Medical certificate requirements under section 23 — a certificate is required for absences exceeding 2 consecutive days or where the employee has been absent on more than two occasions during an 8-week period. Accepted medical practitioners (medical doctor, traditional health practitioner, or registered professional). Abuse of sick leave indicators and management, and the link between chronic sick leave and incapacity procedures.

Family Responsibility Leave

Three days per annual leave cycle under section 27 of the BCEA, available for the birth of a child (for employees who do not take maternity or parental leave), illness of a child, or death of a spouse, life partner, parent, adoptive parent, grandparent, child, adopted child, grandchild, or sibling. Documentation requirements (birth certificate, medical certificate, or death certificate), the non-accumulative nature of unused days (they do not carry over), and the distinction between family responsibility leave and compassionate leave.

Maternity Leave

Four consecutive months of maternity leave under section 25 of the BCEA. Commencement at least 4 weeks before the expected due date (or as agreed with the employer), the prohibition on requiring an employee to work within 6 weeks after the birth unless a medical practitioner certifies fitness, UIF maternity benefit claims and the employer's obligation to provide the necessary documentation, return-to-work provisions, the prohibition on dismissal or disadvantage due to pregnancy under section 187(1)(e) of the LRA, and the right to return to the same or an equivalent position.

Parental Leave

Ten consecutive days of parental leave under the Labour Laws Amendment Act for the non-birth parent following the birth of a child, commencing from the date of birth. Covers same-sex partners' entitlements, UIF parental leave benefit claims, the application and notification process, the interaction with family responsibility leave (the employee cannot claim both for the same child's birth), and the employer's obligation not to refuse parental leave or subject the employee to any detriment for taking it.

Adoption & Commissioning Parental Leave

Ten consecutive weeks of adoption leave for the primary adoptive parent and ten consecutive weeks of commissioning parental leave for the commissioning parent in a surrogacy arrangement, both introduced by the Labour Laws Amendment Act. Covers the designation of primary and secondary adoptive parents (the secondary parent receives 10 days parental leave), UIF benefit claims, the commencement date (from the date the child is placed with the adoptive parent or born through surrogacy), and documentation requirements.

Study Leave & Educational Support

Company-offered study leave for approved qualifications aligned with the organisation's skills development objectives. Covers paid versus unpaid study leave, examination leave (typically 1-2 days per examination), study loan or bursary conditions, service commitment obligations (payback clauses for employer-funded study), part-time versus full-time study arrangements, and the interaction with the Skills Development Policy and SETA-registered qualifications.

Special Leave Categories

Additional leave types offered at the employer's discretion — compassionate or bereavement leave (typically 3-5 days for the death of an immediate family member, in addition to family responsibility leave), religious observance leave, volunteer or community service leave, sabbatical leave (for long-serving employees), sports representative leave, and leave for traditional or cultural events. Establishes whether each type is paid or unpaid and any qualifying criteria.

Leave Application, Approval & Recording

The formal leave application process — required notice periods (typically 2 weeks for annual leave, as soon as practicable for sick leave), approval authority levels, the employer's right to decline leave requests based on operational requirements under section 20(4) of the BCEA, documentation and proof requirements, leave recording systems (manual or electronic), and the dispute resolution process for leave disagreements. Addresses the prohibition on retrospective leave applications except for emergency sick leave.

Leave Accrual, Carry-Over & Forfeiture

Rules governing the accumulation of annual leave, the employer's carry-over policy (BCEA requires leave to be granted within 6 months after the end of the cycle), the forfeiture of enhanced leave benefits (statutory leave cannot be forfeited during employment), the impact of leave on probation periods, and the calculation and payment of accrued leave on termination of employment. Addresses the interaction between leave accrual and notice periods.

Public Holidays & Religious Observance

Treatment of public holidays under the Public Holidays Act 36 of 1994, the employee's entitlement to paid leave on public holidays, payment for work performed on a public holiday (double the normal daily wage or the normal daily wage plus a paid day off), and the accommodation of religious holidays not listed as public holidays — including the process for requesting leave for religious observance and the employer's obligation to consider such requests in good faith.

Leave Without Pay

Circumstances under which leave without pay may be granted — exhaustion of statutory leave entitlements, extended personal matters, extended study, or travel. The application and approval process, the impact of unpaid leave on benefits (medical aid, pension, UIF contributions), the maximum duration of unpaid leave, and the employer's right to refuse unpaid leave requests based on operational requirements.

Legal Compliance

South African Law Compliance

BCEA

Basic Conditions of Employment Act 75 of 1997 (Chapter 3)

Chapter 3 prescribes the minimum leave entitlements that employers must provide and may not reduce: section 20 (annual leave — 21 consecutive days or 15 working days), section 22 (sick leave — 30 days per 36-month cycle), section 23 (medical certificate requirements), section 25 (maternity leave — 4 consecutive months), and section 27 (family responsibility leave — 3 days per year). Section 20(5) requires payment of accrued but untaken annual leave on termination. Section 33 requires the employer to keep records of leave taken. These are minimum standards — employers may offer more but never less.

Labour Laws Amendment Act

Labour Laws Amendment Act 10 of 2018

Introduced parental leave (10 consecutive days for the non-birth parent), adoption leave (10 consecutive weeks for the primary adoptive parent), and commissioning parental leave (10 consecutive weeks for the commissioning parent in surrogacy). These leave types are funded through the UIF rather than the employer. The Act amended the BCEA to include these leave categories and amended the UIF Act to provide benefit funding. An employee who takes maternity leave is not entitled to also take parental leave for the same child.

UIF Act

Unemployment Insurance Fund Act 63 of 2001

Provides income replacement benefits for maternity leave (up to 121 days), parental leave (10 days), and adoption/commissioning parental leave (10 weeks), funded through employer and employee UIF contributions. Benefits are calculated on a sliding scale based on the employee's salary, with maximum thresholds. Employers must ensure UIF contributions are current and provide employees with the documentation needed for UIF claims, including the UI-4 maternity form.

Public Holidays Act

Public Holidays Act 36 of 1994

Establishes 12 official public holidays in South Africa on which employees are entitled to paid leave. Section 2 provides that if a public holiday falls on a Sunday, the following Monday is a public holiday. The BCEA section 18 requires that employees who work on a public holiday be paid at double the normal daily wage, or at the normal daily wage plus a paid day off within 30 days. The Leave Policy must align with public holiday provisions and address the interaction between public holidays and shift schedules.

EEA

Employment Equity Act 55 of 1998

Section 6 prohibits unfair discrimination, which is relevant to leave management in several contexts: refusing leave to pregnant employees (pregnancy discrimination), failing to accommodate religious leave (religion discrimination), and applying leave policies differently based on race, gender, or other protected grounds. The Leave Policy must be applied consistently and accommodate genuine religious and cultural leave needs without unfair discrimination.

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Our guided wizard walks you through every clause — no legal knowledge required. Attorney-drafted, South African law compliant.

Audit current leave entitlements against BCEA minimums

Review your existing leave provisions in employment contracts and policies against the BCEA minimum entitlements for annual, sick, family responsibility, maternity, parental, and adoption leave. Identify any gaps — particularly the parental and adoption leave introduced by the Labour Laws Amendment Act, which many employers have not yet incorporated.

Customise the template with your enhanced leave benefits

Complete the template with your organisation's specific enhanced leave benefits (study leave, compassionate leave, sabbatical, religious observance), company shutdown dates, carry-over and forfeiture rules for enhanced leave, and any industry-specific leave requirements. Clearly distinguish between statutory entitlements (which cannot be reduced) and discretionary benefits (which can be modified).

Establish the leave application and recording system

Implement a leave management system — whether electronic or manual — that captures leave applications, approvals, balances, and accruals. Configure the system to track the 36-month sick leave cycle, calculate pro rata leave for part-time employees, and generate reports for payroll and compliance purposes. Ensure the system meets the BCEA section 33 record-keeping requirements.

Communicate to all employees and integrate with onboarding

Distribute the Leave Policy to all employees and obtain signed acknowledgements. Incorporate the policy into the employee induction process, providing new employees with a clear explanation of their leave entitlements, application procedures, and the UIF claim process for maternity and parental leave. Train line managers on leave approval responsibilities.

Monitor compliance and review annually

Run quarterly reports on leave accruals to prevent excessive accumulation, monitor sick leave patterns for abuse indicators, ensure leave is granted within the prescribed cycles, and review the policy annually for legislative changes (particularly amendments to the BCEA or UIF Act) and alignment with the organisation's employee value proposition.

Your Leave Policy is ready

Common Questions

Frequently Asked Questions

Yes, but with limitations. Section 20(4) of the BCEA allows the employer to determine the timing of annual leave by agreement with the employee, or in the absence of agreement, by the employer in accordance with operational requirements. The employer can refuse a specific leave date if genuine operational reasons exist — such as peak season, critical project deadlines, or insufficient staff coverage. However, the employer cannot indefinitely refuse leave or allow annual leave to accumulate beyond the prescribed cycle. Section 20(3) requires that annual leave be granted not later than 6 months after the end of the annual leave cycle. An employer who consistently refuses leave requests without legitimate operational reasons may face a BCEA contravention and Department of Labour enforcement action.

Why This Template

What You Get With This Template

Drafted specifically for South African law — fully aligned with BCEA sections 20-27, the Labour Laws Amendment Act, UIF Act, and Public Holidays Act

Consolidates all leave types — statutory and company-specific — into a single comprehensive reference document

Includes the parental, adoption, and commissioning parental leave introduced by the 2018 Labour Laws Amendment Act

Clear carry-over and forfeiture rules that prevent excessive leave liability accumulation while respecting BCEA minimums

Medical certificate requirements aligned with BCEA section 23 with practical guidance on managing sick leave abuse

Pro rata leave calculations for part-time employees, shift workers, and compressed work week arrangements

UIF claim guidance for maternity, parental, and adoption leave to ensure employees receive their benefits

Customisable template with clearly marked statutory versus discretionary entitlements for easy policy management

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Leave PolicyTemplate — South Africa

Why Your Business Needs This Agreement

Department of Labour Compliance Orders for Leave Violations

Massive Leave Liability on Termination

Sick Leave Abuse Without Documented Management Framework

Parental and Adoption Leave Non-Compliance

Religious and Cultural Leave Discrimination Claims

What is a Leave Policy?

Who Needs This

Key Clauses Included

Annual Leave

Sick Leave

Family Responsibility Leave

Maternity Leave

Parental Leave

Adoption & Commissioning Parental Leave

Study Leave & Educational Support

Special Leave Categories

Leave Application, Approval & Recording

Leave Accrual, Carry-Over & Forfeiture

Public Holidays & Religious Observance

Leave Without Pay

South African Law Compliance

Create Your Leave Policy in Minutes

Audit current leave entitlements against BCEA minimums

Customise the template with your enhanced leave benefits

Establish the leave application and recording system

Communicate to all employees and integrate with onboarding

Monitor compliance and review annually

Frequently Asked Questions

Can an employer refuse annual leave requests in South Africa?

When can an employer require a medical certificate for sick leave?

Is maternity leave paid or unpaid in South Africa?

What happens to unused annual leave when an employee resigns?

How does parental leave differ from maternity leave in South Africa?

Can an employee take sick leave for mental health reasons?

What is the sick leave cycle and how does it work?

Can the employer force employees to take annual leave during a company shutdown?

Are part-time employees entitled to leave in South Africa?

What happens if an employee is sick during annual leave?

Can an employer deduct leave for late arrival or short days?

What You Get With This Template

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