Annual Leave – Questions, Tips, and Initial Advice

Annual Leave – Questions, Tips, and Initial Advice

Annual Leave – Questions, Tips, and Initial Advice

Summary

Employees are entitled to paid annual leave under the National Employment Standards and their applicable Award or Enterprise Agreement. Leave is generally taken by agreement, considering operational requirements. Common issues include refusals, excessive leave accruals, and disputes about timing or policy compliance.

Key Questions

  • Application date and leave dates requested; how was the decision communicated?
  • Reason provided for refusal (seek specifics if ‘operational requirements’).
  • Policy settings (lead times/blackout periods) and whether followed.
  • Roster status; alternatives offered; others on leave.

Preliminary Advice

  • Request written reasons for refusal; ask for objective criteria (coverage, skill mix, peaks). Management will frequently plead "operational reasons", and this is not sufficient.
  • Make the request in writing to avoid issues down the line.
  • Consider escalating internally if a request is rejected and you think it is unreasonable.
  • Grievance/Victimisation pathway is available in certain circumstances e.g. rejection appears targeted.
  • Excessive balances should attract flexibility and genuine discussions about how it is to be used should be held with management before any direction to take leave is made.
  • Encourage early applications and record‑keeping.
  • Encourage the safe practice of not booking trips (accommodation/travel etc.) until leave is approved formally.

Evidence & Common Pitfalls

  • Evidence: Application screenshots, emails, roster, policy extracts, EBA or Award Clause, medical evidence if using AL in lieu of no Sick Leave.
  • Pitfalls: Verbal requests or refusals without reasons; ignoring policy timeframes; blanket blackouts without policy basis.

Escalation/Referral

  • Supervisor/MSD Manager: Patterns of unreasonable refusals or misapplied policy.
  • Organiser: Collective disputes regarding issues with Annual Leave approval.
  • Industrial Officer: When a matter is likely to be disputed or for specific claims such as Victimisation/General Protections.

Copy–Paste Email Templates

Request Reason/Alternatives (Member to Manager)

Subject: Annual Leave Application – Request for Reasons/Alternatives

Dear [Manager],

Please provide the written reason for the rejection of my annual leave request for [dates]. If the decision is based on 'operational requirements', could you please outline the specific factors considered and whether alternative dates are available?

Kind regards,
[Name]
[Role]

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