How to Approach Forced Annual Leave
While you do have the authority to require an employee to take annual leave in some situations, it's important to handle this matter with sensitivity and thoughtfulness. Here’s how to broach the topic of forced annual leave:Â
1. Initiate a Conversation
Before resorting to enforcing leave, it's good to have a conversation with the employee. Discuss their excessive leave balance and try to understand the reasons behind it. Often, a friendly and open discussion can lead to mutual understanding and resolution.
2. Provide Written Instructions
If the conversation doesn't result in a satisfactory outcome and you need to proceed with enforcing annual leave, make sure to provide written instructions. This notice should clearly state the period during which the employee is required to take their leave.
3. Comply with Industry Regulations
Ensure that any directive regarding annual leave aligns with the rules laid out by Fair Work. This includes adhering to the required notice period and ensuring that the duration of the holiday aligns.
4. Consider TimingÂ
The notice should state when the employee's leave should start. For example, within a minimum of eight weeks and a maximum of twelve months after the notice is provided.
5. Maintaining Consistency
Make sure that the instructions provided do not conflict with any other previously agreed-upon leave arrangements between you and your employee.Â