Being on time is important in any business. Being late can disrupt teamwork and generate frustration. Clarifying the rules on compensation for lateness is essential to maintain productivity and the well-being of the team.
As an employer, you can be confronted with delays from your employees, whether due to parental duties, traffic problems or other unforeseen circumstances. These late arrivals, however small and unintentional, can cause considerable disruption to the optimal running of your business. They are all the more problematic if you have to respect precise opening times, early morning meetings or if the team has to wait for a latecomer before starting work. What's more, these delays can generate frustration not only on your part, but also on the part of your colleagues, who may be forced to temporarily compensate for the worker who is late.
Entitlement to payment for being late at work: what rules apply?
As an employer, employee punctuality can be a challenge, especially when faced with family commitments or the unpredictable nature of traffic. Let's take a look at your options in the event of frequent lateness and the actions that can be taken.
Actions to be taken in the event of unjustified lateness
1. Written warning: it is advisable to issue a warning to the worker to remind him of the regulations and give him the opportunity to rectify his behaviour. Work regulations may provide for fines, deductions from pay or even disciplinary suspension.
2. Non-payment for hours not worked: the employer is not required to pay for hours not worked in the event of unjustified lateness, unless the employee makes up the hours at a later time.
3. Dismissal: repeated lateness may be a valid reason for dismissal, but it is necessary to have issued several prior warnings to justify the measure.
Conditions for entitlement to payment in the event of lateness
By law, employees are entitled to full pay if they can provide the following evidence:
1. Being physically and mentally fit for work at the time of departure.
2. Coming to work under normal conditions.
3. The delay is due to an unforeseen circumstance on the commute.
4. The circumstance is beyond his control.
5. The employee did everything possible to arrive at work despite the circumstance..
Penalties for repeat lateness
If there is insufficient proof, the employer may withhold pay. Warnings and even dismissal may be considered if the situation persists.
How to prevent lateness
• Implement a home-working policy.
• Adopt flexible working hours.
Communication with the employee is essential if we are to understand the reasons for lateness and find appropriate solutions. Punctuality is a shared responsibility that impacts the efficiency and well-being of the whole team.
| ➤ This article may also be of interest to you: https://www.beci.be/incapacite-de-travail-pendant-les-vacances-nouvelles-regles-des-2024/ |
