Overview
Within Talexio, Leave Types can be set to pro rata the entitlements. When it comes to Sick Leave entitlements, there are specific rules that apply. This article explains how these rules are applied in Talexio.
While Talexio is designed to cater for different leave types, any questions about the leave type in general, business application and cases or related Legislations/WROs, should be directed to the relevant authorities.
You should contact Talexio support for support in applying the authority's direction in the system.
What is Sick Leave?
According to S.L. 452.101 – Minimum Special Leave Entitlement Regulations, Sick Leave is defined as:
Leave granted to the employee whenever an employee presents a medical certificate certifying incapacity for work.
For more information on Sick Leave, you should refer to official resources from the relevant authorities.
When should Sick Leave entitlements be prorated?
Sick Leave is prorated in the following scenarios:
- Non-Full-Time employees
- Definite Contract employees
- Employees engaged mid-year
Non-Full-Time employees
For those employees not working Full-Time, their Sick Leave entitlement is given on a pro-rata basis relative to Full-Time employees. A Full-Time employee is considered an employee who works 40 hours/week on 8-hour days.
Calculation
An employee who works 20 hours/week on 4-hour days would have their pro-rated Sick Leave entitlements calculated as:
(Full-Time Annual Sick Leave Entitlements / (Full-Time Weekly Hours * 52 Weeks)) * (Non-Full-Time Weekly Hours *52 Weeks)
(80 Hours / (40 Hours * 52 Weeks)) * (20 Hours * 52 Weeks) = 40 Hours Annual Sick Leave Entitlements
Definite Contract employees
For those employees whose employment has a known end date due to a defined contract period, their Sick Leave entitlement is given on a pro-rata basis relative to Full-Time employees based on employment duration.
Employees engaged mid-year
For those employees engaged mid-year, their Sick Leave entitlement is given on a pro-rata basis relative to Full-Time employees based on employment duration.
Calculation
An employee who is engaged mid-year, or employed for less than a full year on a definite contract, would have their pro-rated Sick Leave entitlements calculated as:
(Full-Time Annual Sick Leave Entitlements / Annual Calendar Days) * Employed Calendar Days
(80 Hours / 365 Days) * 180 Days = 39.45 Hours Annual Sick Leave Entitlements
Are entitlements prorated if an employee leaves mid-year?
If an employee leaves mid-year, their entitlements are not prorated. They are entitled to the full amount regardless.
Case Scenarios
- A Full-Time employee with 80 hours of Sick Leave entitlement from 1st January is entitled to all 80 hours if they leave in June.
- A Non-Full-Time employee with 40 hours of Sick Leave entitlement from 1st January is entitled to all 40 hours if they leave in June.
- A Non-Full-Time employee engaged on 1st July with 40.55 hours of Sick Leave entitlement, is entitled to all 40.55 hours if they leave in November.
Does unpaid Sick Leave affect an employee's Vacation entitlements?
If an employee takes unpaid Sick Leave, their vacation leave entitlements will continue to accrue. However, other rights, such as Government Bonuses and Public Holidays, do not.