Latest news with #annualleave
Daily Mail
a day ago
- Daily Mail
Brits urged to request annual leave quickly as most popular week for holidays is revealed
As the summer holidays heat up, millions of Brits preparing for last-minute getaways abroad are warned to plan ahead and request time off urgently - as the most in-demand week to book off has been revealed. By anaylsing data of more than 230,000 annual leave requests for summer 2025, a new study has found which dates during the school summer holidays are most sought after. The most popular week to book off in summer 2025 is the week commencing 4 August, with 17.51 per cent of annual leave requests submitted during this time. With this in mind, airports, roads, train stations and other transport hubs are expected to see increased passenger footfall throughout this period, so it's crucial travellers allow plenty of time to get to their destinations. The second most popular August date for holidays is the week commencing 18 August, with 16.72 per cent of annual leave requests submitted. Following in third place is the week commencing 28 July, and in fourth place, the week commencing 11 August, with 16.55 per cent and 16.53 requests of annual leave put forward respectively. The sixth most popular date is the week commencing 21 July, with 16.37 per cent of annual leave requests submitted. Finally, the data also highlighted that the final week of the school holidays - the week commencing 25 August - is the least in demand, with 16.31 per cent requests submitted. Holidaymakers are urged to book a last-minute trip around this date as requests are more likely to be approved. To avoid disappointment, Joel Beverley, co-founder at RotaCloud, who conducted the research, urges travellers to book time off for any upcoming summer holidays as soon as possible - if they've not already done so. He said: 'Our data shows that many people do plan ahead, booking in their summer annual leave many months in advance. But if you're still considering a break during the school holidays, now is the time to act!' James Lintern, co-founder at Rota Cloud, added: 'The most common reason for rejected requests is clashes with colleagues that would leave your employer short-staffed, so it is worth getting your annual leave requests in as soon as possible in future.'
News.com.au
6 days ago
- Business
- News.com.au
‘Common sense': Wild reason boss disrupted worker's holiday
A boss is going viral for picking a fight with an employee while they were on annual leave. UK workplace expert Ben Askins has garnered over 28 million likes on social media by sharing anonymous text message exchanges between workers and their managers. Mr Askins also offers his own advice, and the series has gone incredibly viral as people love getting a peek into other people's working lives. A recent anonymous exchange he shared has really got people talking. It was posted two days ago and already has 87,000 views. The exchange didn't start off great, with the boss immediately acknowledging they were contacting the worker on holidays. 'Hey, I know you're on holiday, but I thought you said you were going to leave a handover,' the boss texted. 'Hey! I did. I left a copy on your desk like you asked,' the worker replied. The anonymous boss didn't relent and kept going. 'I can't see it anywhere. You should have emailed it to me too. We are meant to be onboarding the new girl in the morning,' The boss fired back. 'Sorry. You just asked me to print it out so I didn't think. We're out atm but I can email it when I get back to the hotel,' the employee offered. 'Emailing is just common sense for these types of things, mate. I'll see if anyone else knows how to set her up on the system but send it ASAP,' the boss. Mr Askins argued that although he agreed emailing makes the most sense, the boss needs to take responsibility because he was the one who asked for a hard copy. 'This has to be your fault. I'm sorry but this has to be your fault,' he said. 'Obviously, you should be emailing instead of print. Why the boss was asking for that I've got absolutely no idea. It really is such poor management,' he said. Mr Askins said 'badgering' an employee on holidays is never ideal and seemed very preventable in this case. Online people were on the workers' side, arguing that if you're on holiday, you should be left alone to relax. 'I wouldn't have replied,' one said. 'Should he not also know how to set her up?' Another argued. Someone else said because they have 'work anxiety' they'd have emailed and printed it off to make sure their boss had it before they went away. 'Just to make sure they have it and then can't moan at me for not either sending by email or printing a hard copy,' the person said. 'No email for them when they're being rude. I mean I wouldn't answer in the first place. If they keep trying to bother me I would just block the number temporarily,' someone else said. 'I'm not checking my work email when I'm on holiday. They'll survive,' another shared. 'Some bosses are really useless when people are on holiday,' someone else said. While another argued that it shouldn't become the employee's fault just because their boss lost the document.
Independent Singapore
19-07-2025
- Business
- Independent Singapore
‘What are you busy with?': Employee 'irked' after boss mocks her for not doing work during annual leave
SINGAPORE: An employee was caught off guard when her boss asked, 'What are you busy with?' shortly after she returned to work from her annual leave — apparently because she had not completed the tasks he had sent her during her time off. In a post on Reddit's 'AskSingapore' forum on Friday (July 18), the employee shared that she had taken two days of approved annual leave, which had been signed off by her supervisors, including the boss in question. Despite this, she said she received a message from her boss on the first day of leave, asking her to look into suppliers for 'Item A, B, and C' via her work phone. 'I didn't respond as I wanted to disconnect from work,' she said. 'It's not something that I can sort within five minutes, researching requires time and minimally three hours in my case.' On the second day, her boss followed up again with a message that read, 'Please let me know, thanks.' She then responded, 'Allow me to follow up tomorrow,' making it clear that she would only be able to address the matter once she was back at work. However, the following morning, she was met with immediate pressure. 'Less than a minute after I arrived back at work the next morning, he asked if I had any updates yet. I replied that I was starting to look into it now, and he responded sarcastically, 'Wah, so busy ah? What are you busy with?' (gave a fake laugh,) which kinda irked me,' she explained. Hoping to set healthier boundaries between work and personal time, she turned to the community for advice on how to approach the situation. 'How can I respectfully and professionally bring up to my boss that I'd prefer to keep work matters separate on my off days, without sounding uncooperative or guilty?' She added, 'I'd also like to express that expecting immediate updates the moment I return doesn't feel very reasonable, especially when I haven't had a chance to properly settle back in.' 'Ignore that snarky comment.' In the comments, one Singaporean Redditor recommended that the employee simply switch off her work phone the next time she goes on leave. 'Just turn off your work phone when you're on leave and don't reply. Sometimes, before going on leave or in the handover doc, I'll put 'will have intermittent wifi and not bring work phone overseas. For anything urgent, please reach out to XX'. If your contract doesn't mandate you to be on call on your work phone, you don't need to reply.' Another Redditor suggested, 'I think you should always say you are travelling overseas and may not have internet connection, etc. If he texts you, then you reply slowly and say you are overseas now and will look into this when you are back from leave.' A third said, 'Either you don't respond to him at all, or just respond to him again the same, that you will follow up when you're back in office. Ignore that snarky comment. The more you respond, the more BS they will say.' They added that their own manager and colleague used to do something similar when they were new on the job. '[They] did something similar during my lunch break when I first started. But I kept my boundaries, and they didn't like it. But I just continue to do so. They finally get the idea that I won't do any work during my break time.' Are employees expected to respond to their bosses while on leave? This question has been raised before on HRSingapore's community forum, where several HR professionals shared their insights. The general consensus is that employees are not obligated to respond to work-related matters while on approved leave. One HR professional explained that unless the situation is truly urgent, companies should refrain from calling or messaging staff who are on break. If an employee chooses not to reply, they should not be held accountable or penalised, as they are entitled to fully disconnect during their time off. However, not everyone agreed that the lines are always so clear. Some HR professionals noted that expectations can vary depending on the circumstances. For example, if someone in senior management reaches out about something critical, it's generally expected that the employee at least acknowledges the message or offers help if they can. Read also: 34 yo mum shares she's starting over with just S$2k after husband allegedly took most of her money Featured image by freepik (for illustration purposes only)
Khaleej Times
14-07-2025
- Business
- Khaleej Times
From FOMO to FOFB: Over 50% of UAE employees check work emails during leave, says survey
More than half of the professionals in the UAE and Middle East said they check their work emails during annual leave, while only 2 out of 10 feel refreshed after a long holiday due to back-to-work anxiety. According to a survey released by global recruitment firm Robert Walters, more than half – 54 per cent – of employees also find it challenging to reduce the backlog of work when they return after the annual leave, hence implementing firefighting tactics. Around 54 per cent of employees said they check their work emails during annual leave to reduce the backlog they'll face upon returning. While 41 per cent do so to stay on top of urgent matters. Nearly two-thirds – 65 per cent – of employees in the UAE and Middle East feel nervous and anxious when they return to work after annual leave. The study comes at a time when a large number of UAE professionals take annual leave during the summer break. The majority of them take breaks for less than – or around – a month as they travel to their home countries or cooler climes. 'Professionals suffering with 'annual leave anxiety' not only threaten to lower already historically low engagement rates, but it could have major implications for productivity rates for workplaces across the region,' said Jason Grundy, managing director of Robert Walters Middle East. Grundy suggested that apps like Slack and MS Teams are useful, but they can result in professionals feeling obligated to 'check in' during their holidays. FOMO to FOFB The study by Robert Walters revealed that approximately only two out of 10 –22 per cent- of employees in the region feel refreshed and ready to work after a long holiday due to back-to-work anxiety. 'Returning to work can trigger many anxieties for professionals, falling behind on important projects, missing major updates, or even being handed much heavier workloads. Annual leave should provide professionals respite and a chance to reset – it shouldn't cause them to become more stressed than before they went away,' said Grundy. The study found that a new phenomenon FOFB, the fear of falling behind, seems to be rife in workplaces as nearly two-thirds, 63 per cent – of professionals across the Middle East state that it's much easier to relax on annual leave when their teams are also off. 'Not only are professionals resorting to inbox-watching during annual leave, but some are even putting off booking it altogether due to fears of how it may make them look at work,' said Grundy.
Arabian Business
25-06-2025
- Business
- Arabian Business
UAE Leave Guide 2025: Every type of holiday you're entitled to explained
UAE workers will enjoy a public holiday on Friday, June 27, to mark the Islamic New Year — giving many a long weekend. But did you know there are nine official types of leave you're entitled to in the UAE? From annual holidays and sick leave to study breaks and maternity support, here's your full guide to every type of leave under UAE Labour Law in 2025. Annual leave in the UAE Every employee in the UAE is entitled to an annual leave if they have completed six months of service. The annual leaves are granted in accordance with the Federal Decree Law No. 33 of 2021 on the Regulation of Labour Relations in the Private Sector, the 'UAE Labour Law'. According the official rules, employees are entitled to a fully paid annual leave of: 30 days, if they have completed one year of service Two days per month, if they have completed six months of service, but not one year In the event of an employee's service ending before they use up annual leave balance, they will get leave for the fraction of the last year of service. Part-time employees are also entitled to annual leave, which is calculated according to the actual working hours they spent at work, as specified in the employment contract, and in accordance with the 'Executive Regulations of the Labour Law' More rules regarding using annual leave in the UAE Employees must use their leave in the year of entitlement. The employer may, in agreement with the employee set the dates of leave according to the work requirements. Employer must notify the employee of the date of the leave at least one month in advance The employee may, with the consent of the employer, and in accordance with company's regulations, carry over his annual leave balance to the next year. In this case, the employee will be entitled to be paid for the days he/she worked during the annual leave. The payment is calculated according to the basic salary The employer may not prevent the employee from using his accrued annual leave for more than two years. On termination of employment, any accrued leaves will be calculated on basic salary only The calculation of the duration of annual leave will include official holidays specified by law or by agreement, and any other leaves caused by sickness if they fall within the annual leave unless the employment contract or the company's regulations have other provisions UAE national holidays As per Article 21 of the UAE Labour Law, employees of the private sector are entitled to at least, one day of paid rest per week as specified in the employment contract or work regulations of the company. The company may increase the number of weekly rest days. Additionally, employees are entitled to a paid leave on public holidays. If an employee is required to work during holidays or leaves, he will be compensated with another rest day or be paid for that day, a wage as he would be paid on a normal day plus an addition of at least 50 per cent on his basic wage. Expected dates for public holidays remaining this year are: Islamic New Year 2025: Muharram 1 Prophet Muhammad's (PBUH) birthday: Rabi Al Awwal 12 Eid Al Etihad 2025: December 2-3 Sick leave in the UAE Nobody wants to be sick, or plan absences in advance, but the UAE makes provisions for sick leave for private sector workers, recognising illnesses can happen The official UAE government portal says: 'An employee is entitled to a sick leave of not more than 90 days per year, only after the end of probationary period. The 90 days' sick leave can be continuous or intermittent, and the salary is paid as follows: Full pay for the first 15 days Half pay for the next 30 days No pay for the rest 45 days. 'However, during the probationary period, the employee may get a sick leave without pay, subject to the approval of the employer and based on a medical report issued by the medical entity that stipulates the necessity of the leave'. The above provisions are subject to conditions and do not apply to sick leave because of occupational illness. Employees are ineligible for a paid sick leave in the following situations: During probation period If the illness directly arises from the misconduct of the worker, such as the consumption of alcohol or narcotics If the worker violated the safety instructions in accordance with the effective legislations in the UAE, and the rules set out in the firm's regulations, which the employee was informed of According to Article 31 of the UAE Labour Law, the employee must notify the employer about their sickness within maximum three days and submit a medical report on his condition, issued by the medical entity. An employer may not dismiss an employee or give a termination notice while the employee is on sick leave. If, however, the employee uses all of their 90 days' sick leave and have not been able to report to work afterwards, the employer may terminate their services. In such a case, the employee shall be entitled to the end of service benefits in accordance with the provisions of the labour law. Maternity leave in the UAE Women in the UAE are entitled to up to 60 days of paid maternity, which can be taken in part before and after the expected delivery date. Female workers are entitled to a maternity leave of 60 days, out of which: 45 days will be fully-paid leave 15 days will be half-paid leave Women may apply for maternity leave up to 30 days prior to the expected date of delivery. The government web portal says: 'In addition to the basic maternity leave above, women may take additional 45 without pay, if she has an illness as a result of pregnancy or childbirth, and is unable to resume work. 'The illness must be proved via a medical certificate issued from the respective medical authority. These leave days can be consecutive or intermittent'. Furthermore, if the baby is sick or suffers from a disability, the female worker may take additional leaves of 30 days fully-paid. This leave can be extended for additional 30 days without pay. The illness or the disability of the child must be proved via a medical certificate issued from the respective medical authority. After mothers resume work, they are entitled to one or two additional breaks each day for nursing their child. The duration of the two breaks must not exceed one hour. The woman is entitled to such breaks for six months following the date of delivery. Such breaks are fully paid for. Parental leave in the UAE As well as provisions for maternity leave, both mothers and fathers are entitled to parental leave in the UAE. The government portal explains: 'Employees of the private sector are entitled to a parental leave of five working days from the day of the birth of their child to six months. The parental leave is a paid leave that can be applied for by both mother and father of the baby. 'It was introduced after the late H. H. Sheikh Khalifa bin Zayed Al Nahyan, the then President of the UAE, approved the amendments to the Labour Law in August 2020'. The UAE is the first Arab country to grant parental leave to employees in the private sector. Hajj and Umrah leave in the UAE Employees in the UAE may be granted a special leave for the performance of Hajj. The following provisions are made: Hajj leave is given without pay It may not exceed 30 days Hajj leave is granted only once during the employment duration with the company The UAE Labour Law does not have any provisions which entitle the employee for Umrah leave. If the employee requests a Umrah leave, it is up to the employer to consent and deduct from the employee's annual leave or consider unpaid leave. Bereavement leave in the UAE In the unfortunate event of a family bereavement, employees in the UAE are entitled to a paid bereavement leave of up to five days, depending on the relation. An employee of the private sector is entitled to: A paid leave of five days in the event of the death of spouse A paid leave of three days in the event of the death of a parent, child, sibling, grandchild or grandparent Employers may offer further time at their discretion. Study leave in the UAE Perhaps a lesser known provision for private sector employees in the UAE, is an official study leave. Employees who have completed at least two years of service with an employer, are entitled to a paid leave of 10 days per year to sit for examinations. An employee, who is studying in one of the UAE's certified educational institutions is entitled to the paid leave of 10 days per year to sit for examinations. Sabbatical leave in the UAE As per UAE Labour Law, Emiratis working in the private sector are entitled to a paid sabbatical leave (extended break from work) to perform national service. UAE Leave entitlements at a glance Type of leave Duration Paid/unpaid Who is eligible Key notes Annual Leave 30 days after 1 year 2 days/month (6–12 months) Paid Private sector employees Must be used within the year unless carried over by agreement Public Holidays As declared by UAE Government Paid All employees If required to work, employees get extra pay or compensatory time off Sick Leave Up to 90 days/year First 15 days: full pay Next 30: half pay Final 45: unpaid Paid and unpaid (tiered) Employees post-probation Requires medical certificate and employer notification within 3 days Maternity Leave 60 days (45 fully paid + 15 half paid) Paid Female employees Additional 45 days unpaid if medically necessary Parental Leave 5 working days Paid Mothers and fathers in private sector Must be used within 6 months of child's birth Hajj Leave Up to 30 days (once during employment) Unpaid Muslim employees Subject to employer approval Umrah Leave No formal entitlement Employer's discretion All employees Can be taken from annual leave or as unpaid leave if employer permits Bereavement Leave 3–5 days 3 for close relatives 5 for spouse Paid All private sector employees Subject to relationship and documentation Study Leave 10 days/year Paid Employees with 2+ years of service Studying at accredited UAE institution For exams only, must be documented Sabbatical (National Service) As required by military service Paid Emirati employees in private sector For performing national service duties
