Many of Indonesia's holidays are related to religion. In particular, Islamic holidays are judged based on the phases of the moon, so the actual dates are often decided at the last minute. On the other hand, the government decides and announces one year's worth of holidays as the next year's holidays around August every year, so the holidays change. Particularly regarding Idul Fitri, one of the most cherished holidays in Islam, the fasting date is announced several days in advance, and the date sometimes even differs depending on the sect. This is a big difference from Japan, where there is no such judgment.

[Change of the day when all paid leave is encouraged to be taken at once]

As the holiday changes, the cuti bersama days that were set before and after the holiday to encourage employees to take paid leave all at once may also change. The same thing happened during the holidays related to the Great Breaking of the Fast this year. You may have thought, ``Oh, that's not going to happen all of a sudden.'' As a private company, what should we do about this? First of all, the basic understanding is that ``Paid Leave Encouragement Day'' is ``a day on which all employees are encouraged to take their paid leave on the same day.'' It's not a holiday. It is an employee's right to take paid vacation. It is the company's right to propose a date for all acquisitions in consideration of company efficiency and ease of acquisition for employees, but the company cannot decide on its own. Therefore, companies with labor unions make decisions after obtaining agreement with the labor union, and companies without labor unions make decisions at the initiative of the company, but it is necessary to make the decision known in advance by seeking opinions through the organization and sharing information at bipartite councils, and in the unlikely event that there is opposition from employees, it is necessary to respond to it.

[Deduction of paid vacation rights]

Since this is a day when paid leave is taken all at once, it is natural to deduct the paid leave rights held by employees. However, even though the name is "Paid vacation entitlement all at once", there are companies that do not deduct paid vacation rights and make it a company public holiday. One reason seems to be that new employees do not yet have the right to paid leave, so they cannot deduct it. There are several ways to deal with this, but if you do not have the right to paid leave, it will be an unpaid leave, so the logically correct way is to deduct one day's wages. Some employees may not want to take time off if their wages are deducted. It is inefficient if only new employees come to work when the majority of employees are on vacation. Therefore, some companies deduct the amount when the entitlement to paid leave occurs the following year, but do not deduct wages until then. In the unlikely event that the employment relationship ends before the entitlement to paid leave arises, there is a method of offsetting it with severance pay or honoraria. Therefore, there are actually appropriate measures to be taken against employees who do not have the right to leave or who have already exhausted their paid leave rights.
If that's the case, managers usually want to make deductions in the future, but once employees have gained their rights, they don't want to give up that easily. Although it seems logical and easy at first glance, there are many companies that are not successful. Some companies gradually approach the deduction of the entire schedule. You will need to have close conversations with your employees and explore the best way to do things.