Siti had worked diligently in her company for four years. She was known for her punctuality, her commitment to deadlines, and her willingness to cover for colleagues when the team was short-staffed. After months of endless projects, she planned a week-long trip with her family. It was not extravagant—just a short break to recharge. With her leave application submitted a month in advance, she felt confident.

But as the days passed, her manager kept delaying approval. First, he said the department was too busy. Then, he hinted that her absence might be viewed as a lack of commitment. Finally, when she approached again, he sighed and asked, “Do you really have to take leave now? Can’t you wait until we’re less busy?”

Siti felt humiliated. She was not asking for charity. She was requesting what she believed was her right. Sitting at her desk, staring at the denied form, she asked herself: Why do I need to beg for something that belongs to me by law?

What the Law Says

The Employment Act 1955 (Act 265) provides clear entitlements for annual leave. Section 60E specifies that every employee is entitled to paid annual leave:

• At least 8 days for employees who have worked for 1–2 years,
• At least 12 days for those with 2–5 years of service, and
• At least 16 days for those with more than 5 years of service.

This leave is not a favour granted by the employer; it is a statutory right. Employers cannot contract out of this obligation, as Section 7 states that any term of employment less favourable than the Act is void.

The Act also makes clear that leave cannot be unreasonably denied. Employers are permitted to schedule leave according to business needs, but they must not arbitrarily withhold or discourage employees from taking what they are entitled to. Denying leave without valid grounds may amount to an unfair labour practice, potentially leading to disputes under the Industrial Relations Act 1967.

Furthermore, if an employer fails to grant annual leave, they may be subject to penalties under Section 100 of the Act, which imposes fines for non-compliance with leave, overtime, and holiday provisions.

The Lessons

For Employees:
Employees must understand that annual leave is not a luxury to be begged for—it is a legal right. By keeping proper employment records and leave applications, employees protect themselves should a dispute arise. Silence may allow unfair practices to continue; asserting one’s rights respectfully is both necessary and legitimate.

For Employers:
Employers should recognise that respecting leave entitlements is not merely compliance—it is good management practice. Denying leave sends a message of disregard for employee well-being, which can lead to burnout, disengagement, and even turnover. The law compels employers to grant annual leave, but the moral imperative is stronger: a rested employee is a more productive and loyal one. Employers who ignore this risk both legal action and reputational damage.

Conclusion

Siti’s story is not unique. Many employees feel pressured to “beg” for what is legally guaranteed. Yet, the law is clear: annual leave is a right, not a privilege.

The Employment Act 1955 ensures that employees have paid time off, and any attempt to deny it without justification is unlawful. For employees, the lesson is to know and exercise their rights. For employers, the lesson is to respect and facilitate these entitlements, not only to comply with the law but also to build a fair and sustainable workplace culture.

So, when an employee asks, “Why do I need to beg for my annual leave when it’s my right?”—the honest answer is: they should not have to. The law protects them, and fairness demands it.