Check the leave category, start date, calendar-day counting, paid status and annual-leave deduction together.
Separate statutory protection from company leave
For ordinary private-sector employment, the Labor Standards Act does not set a universal paid allowance for non-work-related sick leave or wedding and bereavement leave. Check work rules, collective agreements, contracts and applicable practice. Public-servant rules are not automatically private-company rules. Occupational injury and statutory maternity protections need separate treatment.
| Rule to locate | Check |
|---|---|
| Eligible event and family | Covered illness or event and relationships |
| Duration and start | Event date, application date and use window |
| Counting unit | Consecutive calendar days or scheduled workdays |
| Pay and attendance | Paid/unpaid status, annual leave and attendance treatment |
| Procedure | Evidence, approval and submission deadline |
Worked schedule: a Saturday wedding and five leave days
Assume Monday–Friday work with no public holiday in between. These are two hypothetical company rules, not universal entitlements.
| Hypothetical rule | Counted days | Return |
|---|---|---|
| Five consecutive days starting with the event | Saturday through Wednesday | Thursday |
| Five scheduled days starting with the next workday | Monday through Friday | Following Monday |
Confirm the rule before booking travel or deciding your return date. If the wording is unclear, ask HR for the relevant clause, prior treatment and a written explanation.
Approval is separate from pay and annual-leave accrual
An approved absence, its paid status, a deduction from annual leave and attendance treatment for future accrual are distinct questions. Ministry guidance considers company rules, purpose and practice. Neither “approved means attendance in every calculation” nor “unpaid always means absence” is a safe shortcut.
Keep a usable application record
- State the leave category, dates and expected return. For urgent events, ask what evidence may follow and by when.
- Confirm the required evidence and share only what is needed with the appropriate HR contact.
- Keep the response covering approval, pay, annual-leave deduction and attendance code.
- If recovery or the event schedule changes, confirm an extension and revised return date rather than assuming automatic approval.
A request for HR
“Please confirm when the five days start, whether weekends and holidays count, and whether the leave is paid. For sick leave, please identify the evidence, annual-leave deduction, attendance and allowance treatment, and return procedure.” This is reference information, not legal advice; occupational-injury and individual disputes require separate assessment.