Sandwich Leave Policy Explained for HR

Q: "What is a sandwich leave policy in HR?"

"\u003cp\u003eA sandwich leave policy means that if an employee takes leave on days adjacent to weekends or public holidays, all the days, including the holidays and weekends, are deducted from their leave balance. For example, taking leave on Friday and Monday would result in four days being counted as leave, not just the two working days.\u003c/p\u003e"

Q: "Why do companies implement a sandwich leave policy?"

"\u003cp\u003eCompanies use sandwich leave policies to maintain productivity and discourage extended absences that disrupt workflow. The policy originated in factories to manage man-hours and is now common in various sectors. In my experience, it helps HR teams manage staffing levels, especially during peak business periods or around major holidays.\u003c/p\u003e"

Q: "Is the sandwich leave policy legal?"

"\u003cp\u003eThere are no specific legal restrictions on sandwich leave policies. Employers can include this policy in employment contracts or HR handbooks. If the policy is clearly communicated and agreed upon, it is considered valid. Employees should review their contracts or consult HR if they have concerns about how their leave is calculated.\u003c/p\u003e"

Q: "How does a sandwich leave policy affect annual leave calculations?"

"\u003cp\u003eUnder a sandwich leave policy, any leave taken before and after a weekend or public holiday results in all consecutive days being deducted from the annual leave quota. This can significantly reduce available leave days, so employees should plan time off carefully and discuss options with HR if needed.\u003c/p\u003e"

Q: "Can employees negotiate the sandwich leave policy with HR?"

"\u003cp\u003eYes, employees can discuss the sandwich leave policy with HR, especially if it is not mentioned in their employment contract. In my practice, open communication often leads to flexible solutions, such as exceptions for medical emergencies or special circumstances. Always clarify leave policies during onboarding or contract renewal.\u003c/p\u003e"

Author
khushi
Read time
2 minutes
Published
November 4, 2021

Sandwich Leave Policy Explained for HR

A sandwich leave policy may feel like a strange term, but it is quickly gaining traction in many companies worldwide. But how does it work? What does it mean? We’ve got all the answers for you.

What is a Sandwich Leave Policy?

Picture this.

There is a public holiday on Monday next week. And you’re in desperate need of a break from work.

You think to yourself, “It’s time for a quick getaway. I’ll take a day off from my annual leave on Friday and use the other three days over the weekend to have a nice mini-vacation.”

With that plan in mind, you go to your boss and ask them for a leave. Or even better, you submit a leave request directly from your workspace through Vacation Tracker.

Your leave gets approved, but on one condition — all those 4 days of leave from work get taken out of your annual leave quota.

Yeah, you read that right. Your leaves have been sandwiched.

If you’re wondering why that happened, it’s because your company is following a sandwich leave policy. This type of leave policy allows HR teams to take time-off used around a public holiday (such as a Saturday, Sunday, or national holiday) and deduct the entirety of vacation taken from your annual leave quota. We all love sandwiches, don’t we? And if you leave work just before and after a holiday, you get all the days taken off your quota. That’s the sandwich leave policy for you.

How did the Sandwich Leave Policy start?

The sandwich leave policy was developed for factory workers whose overall productivity depended mostly on their man-hours spent at work. A large number of workers taking leave at the same time lowers productivity. Hence, to overcome this potential issue, floor managers of these factories implemented a sandwich leave policy to ensure their productivity remained intact.

At first, the sandwich leave policy was also primarily used as a means to reduce employee turnover in factory jobs. Now, however, this method is becoming increasingly popular. While the sandwich leave policy was originally designed for factory workers, many companies have implemented it to keep their overall productivity at a high level, despite its criticism of violating a work/life balance.

Is this practice legal?

The policy is free of legal restrictions and provisions and can be followed by any employer or company in accordance with the terms discussed with the employee.

With that being said, if there is a mention of the sandwich leave policy in your employment contract, your employer can force you to club your time-off and public holidays to deduct it from your annual leave. However, if there is no mention of the policy in your employment contract, you can talk to the HR department of your company and negotiate the terms.

How Vacation Tracker can help

If your HR team needs help tracking and managing your company’s time-off, look no further.

Vacation Tracker is a leave tracking software that lets you create multiple leave types (yes, including a sandwich leave policy!), set up different locations, filter users by labels, send reports, get daily/weekly notifications regarding leaves, and much much more.

Furthermore, our tool works directly from Slack, Google Workspace, and Microsoft Teams to ensure your team has a smooth leave tracking experience from the comfort of their workspace. We also offer a 7-day free trial to all our users so that they can experience all that our leave tracking tool has to offer, without any commitment. So, what are you waiting for? Sign up today!

P.S. You don’t need a credit card to sign up either.

Frequently asked questions

What is a sandwich leave policy in HR?

A sandwich leave policy means that if an employee takes leave on days adjacent to weekends or public holidays, all the days, including the holidays and weekends, are deducted from their leave balance. For example, taking leave on Friday and Monday would result in four days being counted as leave, not just the two working days.

Why do companies implement a sandwich leave policy?

Companies use sandwich leave policies to maintain productivity and discourage extended absences that disrupt workflow. The policy originated in factories to manage man-hours and is now common in various sectors. In my experience, it helps HR teams manage staffing levels, especially during peak business periods or around major holidays.

Is the sandwich leave policy legal?

There are no specific legal restrictions on sandwich leave policies. Employers can include this policy in employment contracts or HR handbooks. If the policy is clearly communicated and agreed upon, it is considered valid. Employees should review their contracts or consult HR if they have concerns about how their leave is calculated.

How does a sandwich leave policy affect annual leave calculations?

Under a sandwich leave policy, any leave taken before and after a weekend or public holiday results in all consecutive days being deducted from the annual leave quota. This can significantly reduce available leave days, so employees should plan time off carefully and discuss options with HR if needed.

Can employees negotiate the sandwich leave policy with HR?

Yes, employees can discuss the sandwich leave policy with HR, especially if it is not mentioned in their employment contract. In my practice, open communication often leads to flexible solutions, such as exceptions for medical emergencies or special circumstances. Always clarify leave policies during onboarding or contract renewal.