Manfaat & Kompensasi • 8 BACAAN MENIT
Cuti Tahunan Tanpa Batas: Apakah Benar-Benar Berfungsi?
APR 25, 2026
Cuti tanpa batas terdengar seperti tunjangan impian. Namun kenyataannya lebih rumit. Berikut penilaian jujur yang dibutuhkan para pemimpin HR.
Daya tarik cuti tanpa batas
Unlimited annual leave policies, where employees take as much time off as they need provided their work is done and performance remains strong, have become a staple of tech company benefits packages. The logic is appealing: treat employees as adults, trust them to manage their own time, and avoid the administrative overhead of tracking accrual. For candidates from traditional environments, it signals a progressive, high-trust culture.
Mengapa sering kali berbalik merugikan
The research on unlimited leave is mixed at best. Several studies have found that employees with unlimited leave policies take, on average, fewer days off than those with fixed entitlements. The reason is social: without a clear entitlement, employees are unsure what is acceptable and default to caution. Senior leaders who rarely take leave set an implicit norm. The result is a benefit that sounds generous but actually delivers less rest and recovery than a conventional 25-day policy.
Cara membuatnya berhasil
If you want to offer unlimited leave, set a minimum rather than just a maximum. State explicitly that employees are expected to take at least 20 days per year. Track leave-taking data and flag anyone consistently taking fewer than 15 days for a conversation with their manager. Require senior leaders to take and publicly communicate their own leave, modelling the behaviour you want. Pair the policy with a clear performance framework so employees know their work output is what is measured, not the hours they are present.
Dimensi hukum
Di UK, semua pekerja tetap memiliki hak statutory atas 5.6 minggu cuti tahunan terlepas dari kebijakan tanpa batas apa pun. Implikasi praktisnya adalah Anda tidak dapat memberlakukan ketentuan 'gunakan atau hilangkan' pada cuti statutory tanpa pemberitahuan yang tepat dan kesempatan untuk mengambilnya. Pastikan kebijakan cuti tanpa batas Anda secara eksplisit mempertahankan hak statutory dan bahwa Anda memiliki proses untuk membayarkan cuti statutory yang tidak terpakai saat pemutusan hubungan kerja.
