You know the type? Workaholic. Always working, never takes any leave.

Well here is the thing…

Not taking regular leave is actually a Work, Health & Safety issue and can have a very negative effect not only on your worker, but on your whole organisation.

It can lead to demotivation, fatigue and an increase in accidents at work. It can also have financial implications in regards to accruing leave entitlements.

Managers can be a positive influence in working with team members who do not take regular leave.

Consultation is always the first step – have a good talk with your employee and try to find out what is happening in regards to reasons they are not taking leave.

It is always good to come at this discussion from the ‘duty of care’ perspective, in that as their employer, you have a duty of care towards them while they are at work, and you are concerned about their health and wellbeing.

Of course, no worker has to engage with you on any personal issues they do not want to divulge, but open, honest and caring communication is a great start.

• You could ask if there is anything you could do to assist them to take leave?
• Do they need to be reassured in regards to their role, or how the organisation will manage without them?
• Do they want to talk to someone about any personal issues affecting their desire to take leave?

If after these communications, your employee decides to apply for some leave, great job well done!

If the employee is still not engaged to take their leave, you should investigate legal requirements for an employer to request an employee to take leave. You can start by viewing Fair Work’s advice.

Start by reviewing the legal instrument, they are employed under such as an Award or Enterprise Agreement.

These documents generally have terms that relate to excessive leave and provide parameters, in regards to under what circumstances an employer can direct an employee to take excessive leave.

They often detail the amount of leave that can be taken, when it needs to be taken by and how much leave must be remaining after the leave has been taken.

If you are unable to undertake these types of directions, but have strong safety concerns in regards to your worker, these would need to be addressed through a number of possibilities on a case by case basis.

As employers, we do all have a duty of care over the health and wellbeing of those who work for us.

This includes not only physical health, but mental health and healthy conversations with your team members is always the first step forward!

Worried about the behaviour of one of your employees? Book in a free 15 minute zoom and have a chat with one of our consultants.

For more HR or staffing help contact CIRCLE Recruitment & HR or call 1300 923 000

Important Note: These articles have been prepared for general circulation and are circulated for general informational purposes only; these articles should not be regarded as business or investment advice. The articles represent the views of the writers and are subject to change without notice. Additionally, while every care has been taken in the preparation of the articles no representation or warranty as to accuracy or completeness of any statement is given. An individual or organisation should, before any business or investment decision is made, consider the appropriateness of the information in this document, and seek professional advice, having regard to objectives, situation and needs. This document is solely for the use of the party to whom it is provided.