Some employers policy is to grant annual leave after an employee has successfully underwent the probation period and confirmed her employment. This is to say, they are allowed to take paid leave/annual leave right after the confirmation date without waiting for the 12 month cycle as mentioned in the Employment Act 1955.
If we look at the provisions regarding annual leave under the act, the interpretation is, from the start the employee joined the employment until the 12 month cycle is completed he is not entitled to take the annual leave. Even the word annual mean year or the 12 months cycle. During this 12 months, an employee is actually earning the leave and after the 12 months shall have the right to take the leave in any working days of the succeeding 12 months. This is the 24 month rule. Earn your leaves on the first 12 months of service and take those leaves on the second 12 months.
The question is whether granting annual leave after confirmation is against the act, personally admin would say even though it seems contradicting with the principle of "annual", giving an employee paid leave after three months (usual probation period) is way batter than waiting for 12 months to enjoy paid leave. Granting paid leave after completing the probation period is a norm and well accepted practice and even being put inside the letter of offer and written contract of service in this country. Furthermore I don't think employers will be penalized for doing so.
This is one of those isolated areas that the written law is no better than an industrial practice.
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