In this series, business correspondent Timothy Goh offers practical answers to candid questions on navigating workplace challenges and getting ahead in your career. Get more tips by signing up to The Straits Times’ Headstart newsletter.
Q: Can employees claim time off in lieu if they work to meet a deadline while they are on leave?
Working during annual leave does not necessarily mean “one day worked equals one day off”.
It is more helpful to look at the situation from both sides – what needed to be delivered and why the deadline was missed, and whether working during leave was genuinely necessary, said Tong Liu, a certified senior professional at the Institute for Human Resource Professionals.
“For the employee, it is reasonable to discuss time off in lieu with the manager, especially if the work was required because of an urgent business need,” she said.
At the same time, the employee should also “take ownership” if it was within the person’s power to deliver the work before going on leave, she added.
For managers, Liu said, the question is whether the situation was genuinely unavoidable or whether the work could have been reprioritised, delegated or communicated earlier.
“Ultimately, the focus should be less on counting hours and more on balancing accountability with sustainable performance.
“If working during leave becomes a pattern, it may point to broader issues around workload, planning or resourcing.
“The goal is to deliver what matters while allowing employees to genuinely disconnect and recharge.”
Larson Ong, co-founder of creative agency Visual Studio Singapore, said it is “absolutely reasonable” to ask for time off in lieu after using annual leave to meet a deadline.
However, employees should not assume their request will be granted.
He noted that deadlines in some industries – such as MICE (meetings, incentives, conventions and exhibitions), food and beverage, and emergency services – can be non-negotiable.
“For instance, a live event will not wait because the team is tired or a task remains undone,” he said.
He added that workers in certain industries should expect occasional overtime and weekend work.
But, even if the nature of the work requires quick turnarounds, exceptionally urgent work should be recognised.
Ong said: “Time off in lieu can be one way for employers to recognise the additional time employees have put into a project and give them an opportunity to recover.”
He added that employees still have a role to play by flagging potential delays early, communicating when a deadline is at risk and taking responsibility when the problem is within their control.
If they know they will need to work during approved leave, they should discuss the situation with their manager, rather than simply assuming they can claim time off later.
“Employers should also look at whether the need for additional work was genuinely unavoidable or whether it points to a recurring problem with workload, staffing or project planning,” said Ong.
“Clients can also contribute by setting realistic deadlines, responding promptly and avoiding unnecessary last-minute changes.
“The goal should be to get the work done without making employees pay for poor planning with their personal time,” he added.
