Some additional days off work expire at the end of the calendar year, meaning that they cannot be transferred to the next period. Employers who do not guarantee that their employees benefit from these days may be fined, which can amount to up to PLN 30 000.
One might wonder if there is simply a way to improve the strategy of these additional days off. Can a more flexible approach be developed to their use, which will let workers to plan their holidays more efficiently and at the same time let employers to better manage their work calendars? possibly it would be worth developing a strategy that would let these days to be utilized more in a way that meets the needs of workers, while not disrupting the liquidity of work in the company? This is simply a question of the balance between compliance and adaptation to changing needs and expectations of workers and employers.
Extra 2 days off. crucial information for working parents
According to Article 188 of the Labour Code, working parents are entitled to additional paid leave in connection with the care of a healthy kid under 14 years of age. This additional leave can be chosen in 2 forms: either as 16 hours of free work or as 2 days off in 1 calendar year. However, if the worker does not make usage of this right by the end of December, it shall expire in a given year and may not be transferred to another year.
Of course, in order to take this additional leave, it is essential to submit an appropriate application to the employer – it may be in paper or electronic form. It is crucial to plan the usage of this leave in accordance with the needs of the household and the wellness situation of the child.
Is it worth considering the anticipation of a more flexible approach to specified holidays? possibly there is simply a way to let workers to choose a more convenient time for taking this leave, according to their needs and work schedule? It would besides be worth considering facilitating the application process to make it more accessible and convenient for workers. This is not only a question of access to rights, but besides of facilitating their implementation in a applicable and effective way for both parties – employees and employers.
Does an employer gotta give a day off?
The Chief should not refuse an worker to request dismissal unless there are solid and nonsubjective reasons for this action. This is reminded by the specialist website infor.pl, pointing out that denying a individual the right to leave during the period erstwhile he is entitled to leave is simply a violation of the rules concerning the rights of workers active in raising children. specified conduct is considered to be a violation of the law and is subject to fines, which may be between PLN 1 1000 and PLN 30 thousand.
It is worth considering how to increase employers' awareness of the needs of workers with families. Are there ways to educate management staff in companies to better realize the importance and necessity of taking account of the household needs of employees? Could it besides be worth promoting a flexible approach to leave in the context of childcare to minimise misunderstandings and conflicts between employees and employers? It is not only a substance of compliance but besides of creating an atmosphere of respect and knowing for the private life of workers.
Can you get 2 days off for all child?
A individual taking care of 3 children under the age of 14 is entitled to only 2 extra days off to take care of his offspring. This regulation applies even to those who are at the head of a large family. Moreover, if the partner besides works, there is no separate free day pool to use. Both factors make parents request to consider carefully how to divide these days among themselves.
That is not all – if individual does not work full-time, the childcare days are adjusted in proportion to the employment dimension. Even a half hr off work is rounded up to a full hour. This means that flexibility in work can be limited erstwhile it comes to the usage of days off due to childcare.
One could consider whether this strategy should be more flexible, peculiarly given the diversity of household needs and situations. In another words, is there a way to better adapt this strategy to the individual requirements of workers, especially those obliged to care for children? possibly it is worth looking for another solutions that will let parents to find a balance between work and household responsibilities, without limiting their professional flexibility?
This is from
You only have until December 31. Then the extra 2 days off will be gone.:
