TimeTec Blog: Product

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The fact is 90% organizations don’t have proper Data Governance in place. Data Governance department or unit is to handle requirements from regulatory bodies but at the same time, data governance is also keeping balance between Data Asset and Liabilities.

Data governance framework creates a single set of rules and processes for collecting, storing, and using data. In details, it consists of the policies, rules, processes, organizational structures, and technologies that are put in place as part of a governance program throughout the organization.

It’s also considering as a set of principles and practices that ensure high quality through the complete lifecycle, it’s more to business rather than technology. To implement Data Governance in an organization, normally involves the following steps:

- Identify roles and responsibilities

- Define your data domains

- Establish data workflows

- Establish data controls

- Identify authoritative data sources

- Establish policies and standards

Without a robust Data Governance or information security measures within an organization, your business is at a higher risk of security incidents, such as data breaches, cyberattacks, or insider threats, which can result in financial losses, reputational damage, and legal repercussions.

To ensure the data governance that compliance to certain recognizable standards, organizations can incorporate ISO27001 international standard that specifies the requirements for an Information Security Management System (ISMS). Because an ISMS is a framework of policies, procedures, and controls that helps you protect your data from various risks and threats. How can you integrate ISO 27001 into your Data Governance program?

1. Assess your current data state

Before adopting ISO 27001, you can understand your current data landscape and identify the gaps and weaknesses in the data security practices by using data governance maturity model to evaluate your data capabilities and performance across different dimensions, such as data quality, data architecture, data governance roles, data policies, and data ethics. Or you can also conduct a risk assessment to identify the potential sources and impacts of data breaches, leaks, or losses.

2. Define your scope and objectives

The scope defines the boundaries of your ISMS, such as the data types, data sources, data processes, data stakeholders, and data systems that are covered by your ISMS. The objectives are to define the expected outcomes and benefits of your ISMS, such as the level of data protection, compliance, and trust that you want to achieve.

3. Implement your Information Security Management System (ISMS)

After defining your scope and objectives, you need to implement your ISMS according to the ISO 27001 requirements. This involves developing and documenting your data security policies, procedures, and controls that address the specific risks and challenges that you might encounter. You also need to assign roles and responsibilities for data security to your data governance team and other data stakeholders. Moreover, you need to establish mechanisms for monitoring, measuring, and reporting on your data security performance and compliance.

4. Certify and improve your ISMS

The final step is to certify and improve your ISMS. Certification is an optional but recommended process that involves an external audit by an accredited body that verifies that your ISMS meets the ISO 27001 standards. Certification can help you demonstrate your commitment and credibility to your customers, partners, regulators, and other stakeholders. Improvement is an ongoing process that involves reviewing and updating your ISMS based on the feedback, lessons learned, and best practices that you collect from your data security activities.

Data Governance for HR Analytics

Nowadays, organizations tend to subscribe applications from SaaS (Software as a Service) providers, the SaaS become the production plant for inputting raw data and generating meaningful data output. It is preferable that the solution provider provides extended DaaS (Data as a Service). It would be a plus point if the solution provider complies with ISO27001 certification to ensure data quality and data governance for the particular solutions, allowing you to focus on business value and organizational outcomes.

Subscribing to SaaS & DaaS and ensuring data governance compliance can mitigate the risk management and data breaches, which inherently core governance components. These compliances will cover the scope related to the applications that you have subscribed to, such as TimeTec HR Suite which related human resources department of an organization.

For your information, TimeTec has been ISO27001 certified organization since 2018 and enhanced with ISO 27017 and ISO 27018 in early 2024. The ISO 27017 certification demonstrates cloud service security to users, while the ISO 27018 certification ensures that personal data is processed securely, further boosting customers confidence. Additionally, 2-factor authentication can be implemented as option, and our yearly penetration test added as extra bonus for customers.

HR analytics is the collection and application of talent data is to improve critical talent and business outcomes. TimeTec HR Analytics enable business owners to develop data-driven insights of their talent pool, improve workforce processes and promote positive employee experience.

Instantaneous Data Crunching & Data Visualization to provide 360° on:

- Employee statistics and profiles

- Turnover & Retention Rate

- Salary and career path history

- Staff Performance

- Demographic data

- Attendance

- Absenteeism

- Leave pattern

- Claim pattern

The Benefits of TimeTec HR Analytics:

1. Improve talent acquisition

2. Increases talent retention

3. Prevent workplace misconduct

4. Increase productivity

5. Uncover skill gaps

6. Improve employee experience

7. Build highly engaged workplace

8. Reduce attrition rate

9. Machine learning spots the patterns that you might miss

Why TimeTec HR Analytics?

Strong Data Governance with ISO27001, ISO 27017 & ISO27018

• 2-Factor authentication & yearly Pentest for further data security

• Assurance of Data Quality

• Available Web & App visualization

• Affordable DaaS model, no setup cost

• Fast deployment with ready templates

• Detect HR anomalies fast and efficient

• Complete HR consolidation from all sources

• Extendable analytics to next activities for data enrichment

• Achieve data-driven HR strategy

• Prepare for the future: Smart HR + AI

Interested to find out more on TimeTec HR Suite and TimeTec HR Analytics, together its data governance compliances? Request your Free Demo of TimeTec HR solutions now.

03-8070 9933 | Email | www.timeteccloud.com | Interest Form

The quality of data is a prerequisite for a meaningful data analytics deployment. Characteristics of Data Quality are accuracy, completeness, consistency, uniqueness, and timeliness. Without Data Quality, data analytics process might paint a false picture and risking the companies to make wrong decision.

The few elements contribute to Data Quality:

Accuracy: a company has to cross-check data with the source. If there is no data lineage, the accuracy is always questionable.

Completeness: It doesn’t mean all data source, but it must adhere to the business requirements, especially those data is used for KPI measurement.

Consistency: If data is flowed to multiple applications, it must have the same properties and not conflicting each other. For example, if the date format is DDMMYYYY, make sure it should be the same across all applications.

Validity: It should follow the business rules and parameters. For example, if the amount rounds up after 2 decimals, then it should.

Uniqueness: There must be no duplication of data.

Timelines: Data must be available when promised.

There are quite some methods suggested by data experts to improve Data Quality, among them: Data Profiling, Data Standardization, Data Geocoding, Data Matching and Linking, and Data Quality Monitoring.

To ensure Data Quality is kept, organizations have to maintain a Data Life Cycle, which involves the processes:

1. Find data through root cause analysis

2. Investigate data

3. Find potential causes

4. Perform root cause analysis

5. Apply correction

6. Monitor by continuous improvement monitoring

7. Sustain by applying fixes on sources or closest to source

Hence, to achieve Data Driven Organization is easier said than done. Since data itself generates further data, especially when raw data go into applications generate and regenerate much meaningful data, solution providers who have the capability to provide data analytics services should be the better choices for companies that take data seriously and have the plan for data transformation.

TimeTec HR Analytics comes as an option module for TimeTec HR suite, for companies to continue to complete the data journey to save cost and time, without the pains and the needs of hassle and data life cycle measures as mentioned above to upkeep the data quality. The data quality flows intuitively in a lineage form along with the applications to readily prepared templates for easy visualization and benchmarks reference.

HR analytics is the collection and application of talent data is to improve critical talent and business outcomes. TimeTec HR analytics enable business owners to develop data-driven insights of their talent pool, improve workforce processes and promote positive employee experience.

Instantaneous Data Crunching & Data Visualization to provide 360° on:

- Employee statistics and profiles

- Turnover & Retention Rate

- Salary and career path history

- Staff Performance

- Demographic data

- Attendance

- Absenteeism

- Leave pattern

- Claim pattern

The Benefits of TimeTec HR Analytics:

1. Improve talent acquisition

2. Increases talent retention

3. Prevent workplace misconduct

4. Increase productivity

5. Uncover skill gaps

6. Improve employee experience

7. Build highly engaged workplace

8. Reduce attrition rate

9. Machine learning spots the patterns that you might miss

Interested to know more about TimeTec HR Analytics and TimeTec HR Suite? Request your Free Demo of TimeTec HR solutions now.

03-8070 9933 | Email | www.timeteccloud.com | Interest Form

Lots of solution providers use the system dashboard that comes along with their solutions as data analytics module to deceive customers. In fact, data analytics is much more than that.

In brief, a dashboard is a visual display of key performance indicators (KPIs) and other relevant information, presented in a consolidated and easy-to-understand format. It provides a real-time snapshot of data and helps users monitor and make decisions based on that data. In short, dashboard is more for operational.

On the other hand, data analytics involves the process of examining raw data to extract insights, identify patterns, and make informed conclusions. It goes beyond visualization to explore data trends, correlations, and anomalies, often using statistical and machine learning techniques. In short, data analytics is more for management to understand in-depth situation and to enhance operation, but more importantly to make strategical decision that would affect the future of the organization.

In terms of benefits, Dashboards may deliver the followings:

1. Real-time Monitoring:
Dashboards provide a real-time overview of key metrics, enabling quick and informed decision-making as you can track operational performance instantly.

2. Visual Representation:
Visual elements like charts and graphs make it easier to comprehend complex data. Dashboards condense large amounts of information into a visually digestible format.

3. User-Friendly:
Dashboards are designed for ease of use, making them accessible to a broad audience within an organization. Users can quickly grasp trends and performance without needing in-depth data analysis skills.

4. Efficiency:

Dashboards save time by providing a consolidated view, eliminating the need to sift through extensive reports. This promotes efficiency in operational decision-making processes.

And for Data Analytics, it delivers different types and more impactful benefits to the businesses:

1. In-Depth Analysis:

Data analytics allows for a deeper exploration of data, uncovering patterns, trends, and insights that might not be immediately apparent on a dashboard.

2. Predictive Modeling:

Advanced analytics, including machine learning, enables predictive modeling. Organizations can forecast future trends and make proactive decisions based on these predictions.

3. Data-driven Decision Making:

Analytics provides a robust foundation for making strategic decisions. By relying on data rather than intuition, organizations can enhance decision accuracy when planning the future moves.

4. Identification of Opportunities and Risks:

Analytics helps in identifying both opportunities for growth and potential risks by analyzing historical and current data. This proactive approach supports better risk management.

5. Continuous Improvement:

Analytics fosters a culture of continuous improvement. By regularly analyzing data, organizations can refine strategies, optimize processes, and stay agile in response to changing conditions.

In summary, they complement each other; dashboards are excellent for quick, visual insights and monitoring, while data analytics requires more expertise to offer an in-depth exploration of data, supporting strategic decision-making and long-term planning.

TimeTec solutions, be it HR suite, property management, smart security, and smart parking, the applications all come with dashboards on their own to help customers in quick visual performance for operation. While we provide TimeTec Analytics modules across platforms, customizable and consolidated in an ecosystem, it allows management to access anytime, anywhere on the web or on the app without the need to log into their individual operation system, to obtain deeper analysis and interpretation of data for actionable insights.

About TimeTec:

TimeTec Group was established in 2000. Over the past 20 years, the Group has developed three homegrown, globally recognized IT brands: FingerTec, TimeTec, and iNeighbour. These brands specialize in workforce management, security, smart parking, smart office, smart residential, and smart township solutions, harnessing the power of biometrics, cloud and edge computing, IoT, and AI technologies. All these solutions connect and reshape the landscape of work life and home life within a larger ecosystem.

Through an extensive network, TimeTec Group distributes its biometric hardware products and 18 cloud applications, including IoT devices, to more than 150 countries worldwide. Visit our company websites at TimeTec Cloud, FingerTec, iNeighbour, and TimeTec Building.

Various renowned clients have subscribed to TimeTec's solutions, including IOI Properties, Putrajaya Holdings, Ibraco, Binastra, Thriven, Hock Seng Lee, QSR Brands, Central Sugars Refinery (CSR), Sunway Constructions, Mamee, Yakult, Nano Malaysia Berhad, and many more. The versatility and feasibility of TimeTec products also attract international customers from around the world, including Hong Kong, Dubai, Australia, South Africa, and beyond.

03-8070 9933 | Email | www.timeteccloud.com | Interest Form

The largest big data company in Malaysia, Fusionex, is set to be liquidated by its new buyer Hitachi through a court order. Financial data analysis from a YouTuber, Learnabee video reveals that despite "steady growth" in performance and profits, Fusionex is experiencing a precipitous decline in cash flow. Additionally, since Fusionex's revenue is primarily driven by projects, resorting to the strategy of capitalizing expenses to artificially enhance the financial outlook is not advisable. Instead of reporting profits, it would be more realistic to acknowledge losses in each of the three years following the acquisition by Hitachi.

Nevertheless, why did Fusionex collapse? Is the big data industry failing? Wasn't it said that AI is built on the foundation of big data? How did big data companies decline just as Large Language Model (LLM) gained popularity? Where does this logic fit?

Based on my personal understanding and observations of the industry, I'll outline the reasons behind Fusionex's closure.

The popularity of big data arises from the increasing volume of data produced by individuals and businesses every day. Previously, data generation was inconvenient and costly. For instance, writing a diary used to be a rare habit, and it was done manually in a book with limited circulation. Now, diary writing is a common practice, especially on social media platforms. Previously, people used cash, making it difficult to track transactions. Now, with the rise of ewallets, every transaction leaves a trace. Similarly, businesses produce more data due to digitalization, and those who understand how to convert it into valuable insights and actions can add significant value to their operations. Companies lacking in-house data talent seek external assistance, giving rise to big data firms like Fusionex.

If big data is so crucial, why did Fusionex's prospects deteriorate to the point of the owner selling it off? While selling a company may be due to a favorable offer rather than concerns about its future, incidents that exposed three years later for Fusionex suggest otherwise. While this might be seen as a case of poor management, my view is different; I see it as an inherent flaw in the industry.

Firstly, internet giants, the pioneers where the concept of big data originated, are the best equipped to engage in discussions about big data, treating data as their most valuable asset. They establish internal data teams ranging from dozens to thousands of professionals who continuously analyze, utilize, and cultivate data. Occasional consultations with external experts are the exception, as these companies rarely seek outsourcing for big data services. Can you imagine Google, Facebook, Alibaba, or JD outsourcing their big data analytics to external firms?

Secondly, even if traditional large enterprises lack the expertise in big data and initially rely on services from companies like Fusionex, this is usually temporary. Data is a trade secret, and once these enterprises establish their own data teams after gaining experience, they tend to recruit the talent responsible for their projects from the outsourcing company. I believe Fusionex's primary clients were these traditional enterprises or government departments, and they are prone to being phased out, especially after a change in government.

Thirdly, to achieve data-driven decision-making, digitization must precede datafication, and this relies on application systems. More and more system providers are contemplating integrating data analysis modules into their systems as part of their products, assisting clients in transitioning seamlessly from digitization to datafication. System providers with data analytics capability have an extra advantage of industry know-how over big data companies. This advantage reduces costs and time for enterprises, sidelining specialized big data companies. TimeTec, which launched the data analytics modules for all its solutions last year after two years of development, was one of the moves to prove such a trend.

In essence, what was once exclusive to a few has now become commonplace. While big data's importance continues to grow, the significance of big data companies appears to be diminishing.

About Author:

Teh Hon Seng is the Founder and Group CEO of TimeTec Group of Companies. Prior to founding TimeTec, Teh led his former company to be listed on the MESDAQ (ACE) market of Bursa Malaysia in 2002. In 2000, Teh initiated research and development in fingerprint technology, which later evolved into a renowned global brand for commercial fingerprint products known as FingerTec. In 2008, he foresaw the trends of cloud computing and mobile technology. Over the years, he strategically diversified and transformed his biometric-focused products into a suite of cloud solutions aimed at workforce management and security industries, including smart communities and digital building systems centered around the cloud ecosystem. Teh holds more than 20 patents, and he has also been a columnist in a local newspaper and the author of several books.

About TimeTec:

03-8070 9933 | Email | www.timeteccloud.com | Interest Form

Have you ever heard of a 'digital twin'? It might sound complex, but it's essentially a fancy term for creating a digital version of a real thing—whether it's a building, a person, or a process. This digital twin helps organizations simulate different scenarios, making it easier for them to make smart decisions.

Let's focus on buildings. You might think of a digital twin as something similar to virtual reality (VR), where developers create a 3D simulation of a property to give potential buyers a cool preview. But a digital twin goes beyond just a VR show.

Imagine every step of a building's life, from planning to construction and beyond, being captured in digital form. This ongoing process shapes the digital lifestyle of people living or working in those buildings.

Unlike a digital twin of a person, where data might not be directly useful to the individual, a building's digital twin is entirely controlled by developers or property management companies. It's like a behind-the-scenes look at the building's entire journey, from design to smart home features.

So, what's the value of having a digital twin for a building? Well, it's not just about selling properties. It's about transforming businesses and ensuring sustainability. Even after a physical property is sold, its digital twin can keep generating income through things like EV charging, home services, and many more.

For developers managing entire townships, digital twins offer even more benefits. They can connect multiple buildings and activities within them, creating a vibrant ecosystem. Just like how social media uses user behavior to push ads, developers or property management can monetize by promoting activities for example facility booking within the buildings or increase revenue by helping tenants to promote their products and services or improve parking income by allowing season parking for multiple buildings or enhance on-premises ads on digital signage and targeted ads on the apps.

Now, how do you build a valuable digital twin? One approach is to use an AI-powered super app that engages users in various building activities. This app generates a ton of data, and a built-in analytics module helps developers make informed decisions.

But nurturing a digital twin requires careful consideration. Where are you in your digital journey, and where do you want to go? External expertise, like TimeTec, can play a crucial role in this process.

TimeTec's Cloud City Ecosystem is designed to meet digital and data transformation needs. With 18 core modules, it covers everything from residential to commercial buildings, from construction to post-development. The goal is to create a complete digital lifestyle, and TimeTec even provides APIs for developers to integrate with other solutions.

So, building a digital twin isn't just about fancy tech terms—it's about bringing your building to life in the digital world and reaping the benefits of a connected, smart, and sustainable future.

For further information, please contact Leo Teh leo@timeteccloud.com (018-371 8698) or write to info@timeteccloud.com.

About TimeTec:

03-8070 9933 | Email | www.timeteccloud.com | Interest Form

As we all know, annual leaves are something that we as the Malaysian workforce are entitled to. And as Malaysians, it’s like second nature for us to try our best to utilise our leaves to create long and peaceful holidays or trips.

So, if you’re wondering how to spend your annual leaves more effectively, look no further as we’ll let you know which days to apply for!

Now, before we dive into the nitty-gritty details, let’s first start with the list of 2024 holidays that Malaysians can enjoy.

Here is a list of all the available holidays for the Klang Valley in Malaysia.

*Do take note that the list above is based on the Klang Valley. These holidays might be different based on your location.

So if you’re someone who likes to plan ahead or even required to do so to secure your leave days, here are the days that you can apply now to make your holidays a longer one.

Total Annual leaves required: 11

As you can see, planning your leave is never a daunting task for employees.
If you’re in a rush to apply for leaves, here’s a TLDR list of days you can take your leaves if you trust us with your leaves:

• 26 Jan (Friday)
• 02 Feb (Friday)
• 09 Feb (Friday)
• 13 Feb (Tuesday)
• 29 Mar (Friday)
• 12 April (Friday)
• 14 June (Friday)
• 05 Jul (Friday)
• 01 Nov (Friday)

• 26 Dec (Thursday)
• 27 Dec (Friday)

While employees applying for leave can be an easy task, the same might not be the same for HR professionals.

Is your company still keeping track of employee leaves with Excel sheets or manually using physical books? If so, why not give our TimeTec Leave module a try? If you’re interested, don’t hesitate to contact us! We can’t wait to hear from you.

So, since 2023 is coming to an end, here’s to the remainder of 2023 and the surprises and challenges 2024 withholds.

We at TimeTec can’t wait to see you achieve flying colours!

03-8070 9933 | Email | www.timeteccloud.com | Interest Form

Attendees of this year's largest security exhibition in China, CPSE, held in Shenzhen, expressed a common sentiment: a noticeable absence of groundbreaking technological innovations. This observation isn't surprising.

Presently, there is a burgeoning trend advocating for the integration of artificial intelligence (AI) into all products. Regrettably, the AI surge within the realm of security industry predominantly centers on visual or image processing technology. This surge had its zenith during the era of China's AI Four Little Dragons: SenseTime, Megvii, Yitu, and CloudWalk. However, developments in image processing for CCTV monitoring, license plate recognition, fingerprints, and facial recognition have reached a maturity stage, with subsequent innovations being incremental.

The upcoming AI trend is pivoting towards text-based technologies, exemplified by systems like ChatGPT and large-scale language models (LLM). Yet, this transition encounters a hurdle in the security industry due to its reliance on big data, with the valuable data primarily derived from images rather than text. Scenarios demanding substantial amounts of text are rare in the security sector.

Moreover, security products, despite their breadth, inherently possess limitations—they operate at the periphery and cannot infiltrate a client's core operations. For instance, surveillance, access control, smart lock and other security measures provide peripheral defense, ensuring safety but not delving into the client's core business operations. The data generated by security systems is, therefore, not inherently valuable to the businesses they serve. Consequently, the next AI trend appears to be outside the purview of the security industry.

Unless the security industry is willing to dismantle its barriers, draw lessons from tech giants, and transcend its traditional boundaries during the era of digital transformation, it will struggle to create significant development space. This is exemplified by the conspicuous absence of the world's largest surveillance manufacturer, Hikvision, from the exhibition. Internal sources revealed that the security content was insufficient to cover its existing product portfolio.

The digital age offers a unique opportunity for industries: the flow of data across various scenarios, activities, and fields. As FingerTec, our flagship product, initially emphasized security through irreplaceable fingerprints, we evolved in the TimeTec era into a comprehensive HR ecosystem. Similarly, FingerTec, initially focused on fingerprint-based access control systems replacing RFID cards, has transformed into a smart township ecosystem covering core aspects of property management. The extracted data is now invaluable to businesses, enabling them to analyze and enhance processes and services, thereby boosting productivity.

As the security exhibition progresses, mirroring the industry's trajectory, it is poised to enter a contraction stage. Only by capitalizing on the opportunities presented by digitization can industry players break through the deadlock and usher in the next era of brilliance.

About Author:

Teh Hon Seng, Group CEO of TimeTec Group of Companies. Prior to forming TimeTec, Teh led PUC Founder (MSC) Bhd to be listed on MESDAQ (ACE) market of Bursa Malaysia in 2002. Teh initiated the R&D in fingerprint technology in 2000, which later developed into a renowned global brand for commercial fingerprint product known as FingerTec. In 2008, he foresaw the trend of cloud computing and mobile technology, and over the years, he had strategically diversified and transformed its biometric-focused products into a suite of cloud solutions that aimed at workforce management and security industries including smart communities and digital building system that centered around the cloud ecosystem. Teh has more than 20 patents to his name, and he is also a columnist in a local newspaper and a writer of several books.

About TimeTec

TimeTec Group was established in 2000. Over 20 years, the Group had developed three homegrown globally recognized IT brands, FingerTec, TimeTec and iNeighbour, for workforce management, security, smart office, smart residential and smart township solutions unleashing the power of biometrics, cloud & edge computing, IoT and AI technologies. All these solutions connect and change the landscape of work life and home life in a larger ecosystem. Through a vast network, TimeTec Group distributes its biometric hardware products and 16 cloud applications, including IoT devices, to more than 150 countries worldwide. Visit our company websites: TimeTec Cloud, TimeTec Building, TimeTec Parking.

Various renowned clients have subscribed to TimeTec various solutions, including Technology Park Malaysia, IOI Properties, Putrajaya Holdings, Ibraco, Binastra, Thriven, Hock Seng Lee, QSR Brands, Central Sugars Refinery CSR, Sunway Constructions, Mamee, Yakult, Nano Malaysia Berhad, and many more. The versatility and feasibility of TimeTec products also attract various international customers from all over the world, including Hong Kong, Dubai, Australia, Qatar, South Africa etc.

03-8070 9933 | Email | www.timeteccloud.com | Interest Form

Employment laws in South Africa are designed to ensure that employees are treated fairly in the workplace. The Basic Conditions of Employment Act (BCEA) sets out regulations and requirements that employers must comply with.

Working Hours

Maximum Working Hours Per Week = 45 hours

Lunch Breaks
• Compulsory Break after 5 hours of consecutive work
• Lunch Break is unpaid and personal time
• 1-hour minimum by statutory
• An employee is to be compensated if required to work on lunch breaks and within valid reason

An employer may have an agreement with the employees to reduce the break to 30 minutes if working hours are not meeting the respective threshold.

Overtime
Overtime shall only be performed in the voluntary agreement between employees and employers. An employer is not allowed to force an employee to perform overtime or demand overtime to be non-compensated.

Overtime Remuneration
For employees working on the ordinary schedule:

For employees working on Sunday as ordinary schedule:

An employee may in a written agreement choose to have paid time off instead of wages or in a combination of both.

Public Holidays

Annual Leave

Annual Leave Entitlement = 21 consecutive days of paid leave per annual leave cycle

Employees who work for 24 hours or more per month are entitled to paid annual leave for every 12 months cycle working for the same employer.

An employee may accumulate leave and take it in consecutive days while the employer must grant it within 6 months from the end of the annual leave cycle.

If both the employer and the employee agree, the employee may instead choose:
• 1 day of annual leave for every 17 days worked or;
• 1 hour of annual leave for every 17 hours worked

Employers should also be mindful that:
• Annual leave not taken during the annual leave cycle is automatically carried to the next cycle.
• In the event that public holidays fall on the day of an employee’s annual leave, the employee will then be entitled to an additional day of paid annual leave.
• During termination of employment, employers must pay for any unused annual leave to the employee.

Sick Leave

Sick Leave Entitlement = 30 days of paid leave in the period of a 3 years cycle

An employer is not allowed to limit an employee to take only 10 days per year.

However, an employer may demand an employee for a medical certificate provided by a professional before paying an employee who is:
• Absent from duty for 3 consecutive days or more. If the employee does not provide the medical certificate, the employer is entitled to treat the absence as unpaid leave.
• Absent for more than 2 individual days within the span of an eight-week period. For any further absence, the employer is entitled to treat that absence as unpaid leave if a medical certificate is not provided.

The said employee is not entitled to request that the absence be taken as paid annual leave.

New employees who have worked less than 6 months of employment are entitled to:
• 1 day of sick leave for every 26 days worked
• After serving the company for a 6 months period, the employee will then be entitled to 30 days of sick leave and deduct any balance taken during the first 6 months.
• This balance will then last for the remaining 2 years and 6 months of the 3 years period.

Maternity Leave
Maternity Leave = 4 consecutive months of paid leave

An employee is allowed to start her maternity leave four weeks before the expected date of birth with compulsory prior written notice to the employer. Otherwise, the maternity leave will start from the date that the medical professional certifies.

A mother may not return to work for 6 six after giving birth unless a medical professional certifies that she is fit enough to return.

In the event of a miscarriage during the period of an employee’s third trimester or bears a stillborn child, she is entitled to six weeks of maternity leave after the miscarriage.

An employer has the obligation to keep the employee’s job and is also not allowed to dismiss the employee due to pregnancy or any reason in relation to pregnancy.

Paternity Leave
Paternity Leave = 10 days of paid leave

A father of a child/adoptive child under the age of 2 is entitled to paternity leave which is expected to be taken within the 4 months of a child’s birth or adoption.

Parental Leave
Parental Leave = 10 consecutive days of unpaid leave

An employee is entitled to take parental leave during the birth of a child, adoption of a child or when a child is placed in the care of the respective employee by the court.

Bereavement Leave
Bereavement Leave = 3 days of paid leave

In the event of a death of a close family member such as spouse/life partner, parent/adoptive parent, grandparent, child/adopted child, grandchild or sibling, an employee is entitled to bereavement leave.

Adoption Leave
Adoption Leave = 10 weeks consecutively of unpaid leave

Adoption leave is only entitled to one of the parents. When one of the adoptive parents has taken the adoption leave, the other may only take parental leave.

Family Responsibility Leave

Family Responsibility Leave = 3 days paid leave annually

Employees who served in the company more than 4 months and work at leave 4 days per week are eligible for family responsibility leave.

Family responsibility leave can be taken by the employees for family emergencies such as:
• Employee’s child is born
• Attending illness of their child, spouse, family member or dependent
• Death of an employee's close family member
• Any family-related responsibilities as agreed by the employer

Struggling to juggle your employees' workload and schedules? Want to boost productivity with a comprehensive solution to manage their leave entitlements? Look no further than TimeTec! Experience the benefits for yourself with a free demo - get in touch with us today!

*Disclaimer: The above article is meant for general information only and is not intended to be used as legal advice. TimeTec has no obligation or responsibility concerning any actions taken based on the provided information.

03-8070 9933 | Email | www.timeteccloud.com | Interest Form

Data Governance Inherently comes along with TimeTec HR Analytics

Data Quality Intuitively comes along with TimeTec HR Analytics

Differentiating Dashboards and Analytics for Informed Business Decisions

Fusionex’s Downfall: The End of the Big Data Era?

Building a Digital Twin: Bringing Your Building to Life in the Digital World

Applying Leaves in Malaysia? Here’s Your Cheat Sheet To Do So in 2024

The Dead End in the Security Industry

South Africa Employment Act

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