Employee leaves are a necessary evil. It offers humane working conditions for employees that improve employee engagement and benefit the organization in the long run. However, HR Professionals are often left in limbo when they attempt to navigate the choppy seas of leave management, especially without a well-defined leave management policy. Sanctioning the number of admissible leaves and practicing compassion, while also managing the payroll according to their attendance sounds like the perfect recipe for an HR nightmare!
Hence, leave management occupies a crucial role in striking the perfect balance to accommodate employee leave requests and seamless business operations. This post explores everything that you need to know about leave management and leave management systems.
Table of Contents
- What is leave management?
- Benefits of a leave management process
- Challenges of a leave management process
- Guide to Develop an effective leave management process
- Choosing a Leave Management System: Features and Considerations
What is leave management?
In simple terms, leave management is the process of:
- Handling various types of leave requests,
- Tracking and maintaining a record of leaves,
- Managing staff requirements in case of absenteeism, and
- Maintaining business continuity.
In the event that the time off is an incentive, then leave management would also involve the calculation of the compensation that is due for the absent employee, and capture this in the employee payroll records. For long, extended leaves, leave management could track the time away and appoint a suitable substitute for the position.
The primary purpose of a leave management policy is to handle leave requests in a fair and just manner so that all employees can enjoy the benefits they are entitled to without impacting the business performance.
Benefits of a leave management process
While it may appear counterintuitive to grant leave rights and associated benefits to your employees, time off can boost your business in several ways. However, it all boils down to your leave management policy and the HR team’s capabilities to handle such requests while meeting business and personnel requirements.
A thoroughly defined and well-documented leave management process can benefit your organization in the following ways:
Better Work Culture
Employees may apply for leave for a variety of reasons. Accordingly, workplaces offer sick leave, maternity/paternity leave, casual leave, paid leave, unpaid leave, long-term leave, short-term leave, etc. These leaves ensure that employees can take time off to relax and recuperate. Having a defined leave structure and leave management policy increases employee satisfaction, which, in turn, boosts retention and eliminates churn.
Any company is a cluster of varied individuals with different work ethics. On the one hand, you will have the truants who need to be pushed to work, while on the other hand, you will have the workaholics who refuse to take a vacation. With a leave management policy, you can extend similar benefits to all your employees throughout the organization. Hence, it impartially propagates the company’s value of employee care and consideration.
Legal and Regulatory Compliance
As a business with a reputation to uphold, you would naturally wish to be on the right side of the law. And while a leave management policy ensures legal and regulatory compliance, it also safeguards the company’s interests. For instance, you can grant extended leaves to an employee in dire need of the same, without the fear of being sued. On the other hand, you could also let go of an employee that rarely shows up to work for no justifiable reason.
Better Workforce Management
Leave management can reduce management errors as it improves communication and employee visibility. Hence, when managers are in the loop regarding the absence of an employee, they will be well-prepared to plan the project or redirect tasks and keep to deadlines.
Having an employee-friendly, nurturing ecosystem can positively impact your company’s performance. For starters, you will notice fewer unreported absenteeism. Overworked employees are normally unproductive, which can be taken care of with some time off. Finally, greater employee satisfaction will drive them to work harder and deliver their best performance for improved results.
Challenges of a leave management process
Even though leave management may appear very straightforward, it is anything but so in practice.
HR professionals are left crunching numbers, updating spreadsheets, looking up labor laws, and scrambling to find suitable replacements. With several moving parts, leave management can throw your projects and business off the track when implemented and executed incorrectly.
Here are some of the roadblocks that you may encounter while developing a leave management system project:
Tracking employee leaves is the primary function of leave management. It is also one of the greatest challenges. Managers need to have a granular level understanding of the time-offs, the process for it, and when employees can avail them. Leave tracking is also crucial for decisions regarding budgeting, project timelines, and staffing requirements.
However, if you are operating a dated leave management system that does not go by the internal policies and local/state regulations or reflects this data in real-time, you will run into trouble. Additionally, keeping tabs on who is available and who is on time-off, the duration, and nature of leave, staffing shortage, etc. are all pressing matters requiring immediate attention and action.
There exists a close relation between leave management and payroll calculation. Any miscalculation in the leave balance or record will also reflect in the compensation offered to the employee. The problem becomes a lot more complicated when you cannot track whether the leave was paid or unpaid in nature. Hence, it will give rise to payroll errors.
Leave management requires the manager to proactively seek a replacement for the absent employee for the entire leave duration, especially when the project’s success rests on the individual. Sanctioning leaves may also be possible after checking the availability of other team members to balance the workforce.
Incorrect Leave Entries
It can be tough for HR professionals to manage and update an employee’s leave record in real-time. You could have someone who decided to cancel their approved leave. Similarly, you may have an employee extending their leave. Managing such dynamic requests can be tricky. For this reason, the tracker may be riddled with incorrect balance, double entries, false entries, and so on.
Lack of Awareness
Sometimes, simple ignorance may be a major issue plaguing the leave management process. Employees, managers, and every stakeholder must be educated on the prevailing leave management policies so that they are all on the same page. It prevents any unpleasant surprises and empowers them as they know about their benefits.
Guide to Develop an effective leave management process
If you plan on kickstarting your leave management system project, you will be treading the fine line to balance employee welfare and business requirements. Here is a step-by-step guide to creating a fair and robust policy:
Understand the Legal Angle
Before you get started with the internal policies, start by getting a hold of the bare minimum. Go over the federal, state, and local labor laws to understand what these dictate. These are the basics that your policy must cover at all costs to avoid attracting any legal or regulatory complications.
Your leave management policies must be documented and comply with the laws and regulations. As a result, managers can consistently and appropriately implement employee leave management policies throughout the organization without any discrimination.
Draft the Leave Policies
Once you have worked out the foundations for building the company’s leave policy, it is time to outline them and commit them to paper. Start by listing out the types of leaves that you will extend to the employees. Follow it up by noting all the holidays and days where leave rules will not be applicable. Next, formulate a policy on how time is accrued and the procedure for requesting time off. Finally, create a leave approval workflow for all employees and define the level at which the leave can be authorized.
Communicate the Leave Management Policy
When everything is written and documented, it is time to update it in the employee manual. Additionally, information regarding leave and leave management should also be a part of the employee onboarding process, so that everyone is aware of their rights and benefits right from day one. Companies must also make an effort to train and sensitize the managers to empower their team members.
If there are any changes to your leave policies, the same must also be communicated to the employees so that nobody is left behind.
Choosing a Leave Management System: Features and Considerations
Digital leave management systems have a clear advantage over their manual counterparts. They are less susceptible to errors and can handle real-time requests and updates.
Here are some basic leave management system requirements that businesses must consider:
- Centralized Dashboard
- Customizable Fields
- Cloud-Based Application
- Automatic Leave Updates
- Configurable Leave Approval Workflow
- Integration and Reporting
The leave management system fee is subject to change depending on the leave management system features, level of customization, and business requirements. Fortunately, these services are often available on a subscription basis, making leave management systems more affordable and value for money.
At a time when the workforce determines the success of a business, leave management can offer your business a competitive advantage that attracts and retains talent. It forms the core principles governing your business values and how you perceive your employees. Additionally, it is the key to forging strong employee-employer relationships while upholding business productivity. With an employee-friendly workplace, you are laying the foundation for your business’s long-term growth.
Most importantly, it saves your operations from landing in any legal or regulatory hot waters!