Swingvy’s Post

“Understanding Annual Leave in Korea: A Guide for Global Businesses” One of the most frequent questions I get from international clients is about annual leave policies in Korea. The system here can feel unfamiliar, but understanding it is essential for businesses managing employees in Korea or collaborating with Korean partners. For example, did you know that under Korean labor law, employees are entitled to 15 days of paid leave after one year of continuous service, with additional days added based on tenure? It’s a system designed to promote work-life balance and employee well-being. To help our foreign clients navigate these policies, I’ve found this link to be a great resource: https://lnkd.in/gwreXQ_n I believe understanding local labor laws like these not only ensures compliance but also strengthens relationships with teams and partners. If you have any questions about this or other aspects of doing business in Korea, feel free to reach out—I’m here to help! #KoreanLaborLaw #AnnualLeaveinkorea #BusinessInsights #GlobalHR

✏️ Work Environment Trend in Thailand #2 ✏️ Are you curious about other companies' annual leave policies? 📍 Insights on Average Annual Leave Growth 💻 Steady Beginnings (1-3 Years): Employees in their initial years experience a gradual increase in leave entitlement, starting from 7 days and reaching close to 9 days by year 3. It’s a solid baseline that supports early retention. 💻 Mid-Career Momentum (4-7 Years): From year 4 onward, leave entitlement accelerates notably, climbing from around 9.7 days to nearly 11 days by year 7. This period marks a key milestone for recognizing loyalty and sustaining employee satisfaction. 💻 Long-Term Appreciation (8-10 Years): Long-serving employees enjoy steady increases, receiving up to 12 days of leave by year 10. This progressive structure highlights the value of tenure and provides an effective incentive for long-term retention. 📩 Need more data and information about Salary and Benefit? Please contact to me. shimizu.c@keystone.co.th We will send full version of the report. ＊The copyright belongs to Keystone Recruitment

Just Sharing on behalf another Hr Leader😌 Many Questions & Doubts come from employee for Hari Raya Aidilfitri Leave. Example:- For Hari Raya Aidilfitri holidays follow the company, only take 2 days which are on the 10th April(Wednesday) & 11th April(Thursday). It's just that the company has a request for all staff to take Annual Leave for the 12th April (Friday) & 13th April(Saturday) because the company is operating on Fridays and Saturdays. Can the company oblige the satff use the Annual leave🙄 Answer 👉 Refer to the Company's Rules and Policies, usually the company cannot force employee to take Annual leave. Annual leave based on the employee's willingness. If the employee does not want to take Annual Leave, they have to come to work on the 12th and 13th April.

The Importance of Effective Leave Management in Malaysian Workplaces. Get the full story here, https://lnkd.in/ghJTRNf8

🌟 Maximise Your Team’s Well-Being and Productivity! 🌟 Are unused leave days piling up in your organisation? Managing annual leave effectively is crucial for maintaining a healthy work-life balance and ensuring your employees stay motivated and productive. 🔍 In our latest blog post, we delve into: ✅ Best Practices for encouraging employees to take their deserved time off ✅ Legal Insights from The Working Time Regulations 1998 ✅ What Employers Must Avoid when handling unused leave ✅ Strategies to seamlessly manage and carry over leave entitlements Don’t let unused leave become a headache for your business. Empower your team and stay compliant with essential guidelines! 👉 Read the full blog here: https://lnkd.in/epr82-An #HR #EmployeeWellbeing #WorkLifeBalance #Payroll #HumanResources #BusinessGrowth #Leadership #Compliance #EmployeeEngagement

Vacation to Fight unhappiness. by ALI Alshuraymi 21-05-2024 According to the South China Morning Post, Yu Donglai, founder and chairman of Bang Dong Lai, which owns a chain of food stores in the country, announced that employees can request an additional 10 days of leave annually if they feel unhappy. "Everyone has times when they are not happy," Donglai said in a statement to his employees. "If you are not happy, don't come to work." They added: We want our employees to enjoy a healthy and comfortable life so that the company can also do so. It is nice to think outside the box and try various ways to gain employees' loyalty to the company. In such ways, companies can attract their employees, not alienate them. At present, some companies are suffering from a large number of employees resigning in search of alternative opportunities and more luxurious benefits than those. To gain employees' loyalty, we must focus on several important aspects that enhance their satisfaction, happiness, and desire to work by providing a positive work environment and providing appreciation and rewards annually, each according to their performance. This produces a kind of competition among employees, and this benefits the company. Not only that, but when companies provide opportunities for training and professional development, it helps employees improve their skills and feel their growth within the facility, this in itself creates a lot of belonging and loyalty. In addition to maintaining open communication channels between management and employees, listening to employees’ comments and paying attention to their feelings and thoughts creates a kind of satisfaction with the company’s decisions and goals. #Artical #HR #companies

Plan Your Leave: Part 2 - this time with long weekends that require you to take 1 day of annual leave. Save this post for future reference and share it around. Full list of all public holidays in Malaysia for 2025> https://lnkd.in/g8bee4C9 #humanresources #hrconsulting #hrsolutions #hrservices #hroutsourcing

𝘜𝘯𝘱𝘢𝘪𝘥 𝘓𝘦𝘢𝘷𝘦 𝘙𝘦𝘨𝘶𝘭𝘢𝘵𝘪𝘰𝘯𝘴 𝘢𝘯𝘥 𝘊𝘗𝘍 𝘊𝘰𝘯𝘵𝘳𝘪𝘣𝘶𝘵𝘪𝘰𝘯𝘴 Learn about the regulations and obligations of employers in Singapore regarding the imposition of unpaid leave. Understanding these guidelines is crucial for both employers and employees to ensure compliance and maintain a fair workplace environment. Employers must navigate the implications of unpaid leave on Central Provident Fund (CPF) contributions, as certain periods of unpaid leave can affect the calculation of contributions. It’s important to stay informed about how unpaid leave may impact employee benefits and entitlements. Stay tuned for insights into best practices for managing unpaid leave, including communication strategies and documentation requirements, to foster a transparent workplace culture. For more detailed information on the subject, check out our latest article and share your thoughts in the comments! HRSINGAPORE is the first Human Resource Forum in Singapore and organises HR Workshops and provides HR Services. Visit www.hrsingapore.org #hr #Singapore

Managing employee leave is essential for staying compliant with the law and keeping your team happy. Poor leave management can lead to costly mistakes and disrupt business operations. Learn more about why accurate leave management matters in our latest article below. https://lnkd.in/gBhAkXcJ #annualleave #business #Accounting #bonerath #australia

"Carry Forward Leave in Malaysia: A Guide for Employers and Employees" In Malaysia, "carry forward leave" provides employees the flexibility to roll over unused annual leave to the next year, helping them balance personal and professional commitments effectively. Here’s what both employers and employees need to understand under the Employment Act 1955 (EA): What is Carry Forward Leave? This term refers to unused annual leave that employees are allowed to "carry forward" and utilize in the subsequent year, though it is not explicitly mentioned in the EA. Legal Obligation for Employers: Section 60E(2) of the EA requires employers to permit employees to take their annual leave within 12 months after it is earned. Forfeiture can only occur if leave remains unused beyond this legally specified period. Simplifying Leave Expiry Dates: Managing individual leave expiry dates can be complex, especially for companies that accrue leave on a pro-rata basis. Many employers simplify this by setting a standard expiry date at the end of the following year, providing more flexibility than the EA mandates. Capping Carry Forward Leave: Employers may impose a cap on how many days can be carried forward, but any policy limiting employees from using leave within the 12-month period stipulated in the EA would be non-compliant. Payment in Lieu of Leave: Unused leave can be replaced by payment, provided the employee agrees in writing to forgo their entitlement. This allows for flexibility while respecting employee rights. Policy Reviews Are Key: With the EA's expanded coverage to all employees from 1 January 2023, it is crucial for employers to review and update their annual leave policies. Outdated policies could lead to non-compliance and unnecessary risks. Quote to Reflect On: As John Maxwell said, "A leader is one who knows the way, goes the way, and shows the way." Similarly, proactive leadership involves creating leave policies that balance employee needs with organizational objectives. By ensuring fair and compliant leave practices, employers not only uphold the law but also build a motivated and engaged workforce. #LeavePolicyInsights #EmployeeRightsMalaysia #CarryForwardLeave #WorkplaceCompliance #HRBestPractices #EmploymentActMalaysia #AnnualLeaveGuidelines #sidimo #sidimoHR