Each November, employers should begin planning how to meet their obligations following the end of the calendar year. It's worth preparing for this in advance, as while reporting obligations don't arise until the following month, some requirements require time to implement and plan accordingly.
Holidays
First and foremost, employers should check employees' outstanding vacation entitlements and potentially send them back to take any outstanding vacation time. This is because, as a rule, vacation time is only available for a specific year. Of course, labor law allows for vacation time to be used until September 30th of the following year, but each employer should consider how they plan to allocate vacation time in the following year and, if necessary, use the approaching end of the year to grant employees "forced" time off.
In addition, employers should begin working to establish a vacation plan for the following calendar year (if the employer implements one). Because employers are obligated to consider employee requests for vacation time, they should begin accumulating vacation time as early as possible. It's worth keeping this in mind when planning the coming weeks, especially considering holiday seasons.
Settlement obligations
HR and accounting professionals will undoubtedly be very busy at the turn of the year – with the new year upon them, they are required to complete and submit numerous declarations and information. Therefore, it's worth starting data collection and preparing for this incredibly demanding time now.
It's also recommended to verify work time records, depending on the employer's working time systems and settlement periods. The end of the year is a very good time to conduct all types of checks.
Changes
Employers must also prepare for changes in labor law – the most important, and one that occurs annually, is the change in the minimum wage. It's worth remembering this and preparing any reserves for this purpose. We will keep you updated on other changes in labor law that may occur next year.
This article is for informational purposes only and does not constitute legal advice.
Legal status as of November 7, 2024.
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