Faedah & Pampasan • 11 MIN BACAAN
15 Jenis Cuti dalam HR yang Perlu Diketahui oleh Setiap Pengurus
MAY 2, 2026
From maternity leave to bereavement and everything in between, here is a comprehensive guide to the types of employee leave HR must manage.
Cuti statutori: perkara yang tidak boleh dirunding
Cuti statutori diwajibkan oleh undang-undang dan tidak boleh dikecualikan daripada kontrak pekerjaan. Di UK, ini termasuk: cuti tahunan (5.6 minggu), cuti bersalin (sehingga 52 minggu), cuti bapa (sehingga 2 minggu), cuti ibu bapa berkongsi (sehingga 50 minggu antara ibu bapa), cuti pengambilan anak, cuti berkaitan kematian ibu bapa (2 minggu untuk kematian anak di bawah 18 tahun atau kelahiran mati selepas 24 minggu), dan cuti ibu bapa tanpa gaji (18 minggu bagi setiap anak, sehingga 4 minggu setahun). Cuti penjaga (satu minggu tanpa gaji setahun) ditambah mulai April 2024.
Cuti dipertingkat: melangkaui minimum
Many employers choose to enhance statutory leave with more generous terms: full pay during maternity leave rather than just statutory maternity pay, extended paternity leave of four weeks, or additional parental bereavement leave. Enhanced leave policies are a powerful recruitment and retention tool, particularly for roles where dual-income households are common. They also signal that the organisation genuinely supports working parents rather than simply complying with the minimum.
Jenis cuti budi bicara
Beyond statutory entitlements, organisations often offer additional leave types on a discretionary basis: compassionate leave for the death of a close friend or colleague, study leave for employees undertaking professional qualifications, volunteer leave for charity work, fertility treatment leave, and leave for public duties such as jury service or reserve forces service. Document each discretionary leave type clearly in your policy, including eligibility, duration, and whether it is paid or unpaid.
Mengurus permintaan cuti secara konsisten
With so many leave types in play, consistency is paramount. Use a single HRIS to record all leave types with the correct statutory or contractual terms applied automatically. Train managers to recognise the different types of leave and to refer complex requests to HR rather than improvising. An employee who is denied bereavement leave because their manager did not know it existed is likely to raise a grievance that will cost far more in management time than the leave itself.
