Absence and Lateness Deduction Calculator
Calculate the deduction for lateness, early departure and absence, and their penalties under the Work Regulation or your company policy.
Absence and Lateness Deductions: Common Questions
1. What is the penalty for arriving late?
The penalty depends on how late the employee is, how often it happens, and whether it held up other workers. For example, lateness of up to 15 minutes that holds up no one: a written warning the first time, then 5%, 10% and 20% of the daily wage (the Violations and Penalties Schedule of the Work Regulation).
2. What is the penalty for one day of absence without an excuse?
50% of the daily wage the first time, then one day's wage the second time, two days the third time, and three days the fourth time, within the same contract year (the Violations and Penalties Schedule).
3. When can an employee be dismissed for absence?
If the employee is absent without a valid reason for more than 15 consecutive days, or more than 30 non-consecutive days within the contract year. Dismissal must be preceded by a written warning after 10 days in the first case and after 20 days in the second (Article 80 of the Labor Law).
4. Is there a cap on deductions?
Yes, there are three limits:
- Per violation: a fine may not exceed 5 days' wage.
- Per month: no more than 5 days' wage may be deducted for fines, and the rest is carried over to the following month (Article 63 of the Work Regulation).
- Total deductions: may not exceed half of the wage due (Article 93 of the Labor Law).
5. When does a repeated violation stop counting as a repeat?
If 180 days have passed since the employee was notified of the previous penalty, the penalty is not increased and the new violation is treated as a first offence (Article 61).
6. Is the penalty applied straight away?
- A penalty heavier than one day's wage may only be applied after the employee is notified in writing, heard, and their defence investigated (Article 64).
- No penalty may be imposed once more than 30 days have passed since the violation was established (Article 67).
7. Can the employee object to a penalty?
Yes. The employee submits a written objection within 30 days of being notified, excluding public holidays, and is told the outcome within 15 days. If the objection is rejected, the employee may appeal to the Labor Court (Article 71).