Is Leave being Questioned?

When a staff applies for leave, most companies in Singapore could ask him or her to provide a valid reason in the leave application. What happens then if you find out, subsequently, that the reason given for the leave application was untrue? Is the employee's dishonesty a case of misconduct?

Leave is a common benefit provided for all employees. However, HR practitioners in the HRSINGAPORE Community warn that there is abuse of this benefit. The abuse can take several forms such as dishonesty in the leave application for instance, especially urgent leave.

What can you do and is it justified?

Your organization reserves the right to investigate the reasons that employees provide for taking leave to verify their applications; especially if you suspect that there is deception. If your investigations reveal that there was trickery, disciplinary action can be taken. Deceit in leave applications is very severe and can be the basis for dismissal or termination of employment.

Take a recent case in Australia for example. There was an employee who applied for annual leave and was denied as it might disrupt production. That employee then applied for parental care leave claiming to be “accompanying his daughter for her checkups”, using a medical certificate as proof. The renewed leave application was approved by the management. In actual fact the employee had gone on a trip with his family for the weekend. With evidence gathered from an investigator engaged by the company, he was dismissed without notice due to his false leave application, despite his pleas and explanations.

Doing it beyond reproach

It is important to note that suspecting an employee of dishonesty when applying for leave does not bear a negative connotation. It is your responsibility to investigate potential dishonesty by providing tangible and credible evidence. This is a necessary process to secure the organization’s credibility and reliability. The method of investigation matters as well. Consider the consequences before initiating the process as it may impact the employer-employee relationship.

Finally, the policy and procedures governing benefits such as leave needs to be reviewed periodically. This is to ensure that HR policies, procedures and rules are well-implemented and not abused. At the same time, ensure that a good balance of mutual trust and good faith prevails.

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If you are still unsure, speak with Anthony Peck at (65) 6337-8016 or (65) 8268-9316.