Leave and holiday
General information on leave can be found below. For more detailed information on different types of leave, see the left-hand margin.
Leave can be granted for many different reasons. Certain types of leave are regulated in acts or ordinances (Educational Leave Act, Parental Leave Act, etc.) Others are regulated in the central Terms and Conditions Agreement, such as pay during parental leave Chapter 8 and pay during other forms of leave Chapter 9. SLU has however concluded a local agreement concerning parental leave compensation (for children born after 1 April 2007).
Applications for leave must be made via the web in good time.
For leave in connection with union work, leave in accordance with the job security agreement and partial pension, the following form is used: "Special leave". The form can be obtained and printed out via the web. The head of department/equivalent issues statements on these types of leave, whilst the Human Resources Division or Vice-Chancellor makes decisions on matters of leave and salary deduction.
In most cases, the head of department/equivalent makes decisions regarding leave.
In the following cases, decisions are made by the Human Resources Division:
- union work
- leave in accordance with the job security agreement
- partial pension
Where the head of department/equivalent does not make the decision on a matter concerning leave (see above), the head of department/equivalent shall recommend or object to the leave. In the event of an objection, the reason for this must be given.
Decisions on salary deductions can only be made in accordance with applicable acts/agreements.
For leave that entails lasting changes to staffing conditions, a new staff schedule shall be sent to the Human Resource Division. “Lasting” is considered to be leave of 4 weeks or longer. Negotiations on the staff schedule are held at the department.
A decision to reject an application for leave may not be appealed in most cases (exception: leave in accordance with certain special provisions). Under normal circumstances, an employer who wishes to reject an application for leave must inform the employee's trade union (if he/she is registered with one) before the decision is made. The union may request negotiations on the matter. Information/negotiation in connection with the rejection of the application for leave is handled on an departmental level. For further information, please contact the Human Resources Division.
Counting non-working days as leave
For leave separated by one or more non-working days (for example days off, Saturdays, Sundays), where the two separate periods are for the same reason: the later period of leave will also cover days in-between such as Sundays, public holidays and days off.
The period of parental leave for the birth of a child applied for runs up until Friday and new applications for parental leave run from the Monday. This means that salary deductions are also made for Saturday and Sunday.
If on the other hand the leave has different reasons, the days in-between are not covered
Holiday leave applied for runs up until Friday and leave for isolated emergencies applied for run from Monday. Full salary is paid out for Saturday and Sunday.
Leave may however not be interspersed with holiday so that Saturdays, Sundays, etc. are not counted as leave with salary deduction.
Questions regarding scheduling of leave with full salary deduction
Leave must be scheduled in consultation with the department/equivalent and the employee. Naturally, the work situation at the department should be taken into consideration at this point.
Leave is normally not approved in connection with holiday if the employee has holiday entitlement left.
Exception: the remaining holiday is already planned (according to the holiday timetable) to be utilised at a certain point in time.
The following guidelines apply to partial leave: The reconciliation period for taking out working hours is a maximum two weeks for personnel with “office hours”.