Employee on Leave for Marriage: Should We Include Her in the April Salary Hike Process?

Hello Seniors, please clarify the following statement for me: One of our employees is going on leave for marriage in June, and we have a salary hike process in April. We are unsure of her rejoining. Should we include her in the process or not? Please advise.

Regards

Hello Syed Hussain, please be fair in handling your employees. Are the salary hikes being given for the actual performance up to April or for the anticipated performance from April? I am sure I don't need to answer that - since you know it.

A Technical Head may be more concerned with the present performance/response of an employee. But, as HR, you need to be more concerned with both the present and future. Let the employee go in a happy frame of mind.

Also, the fact that you posted this thread makes me presume that you do want her to rejoin - please correct me if I'm wrong (whether she actually does or not is a different issue).

Another way of looking at the situation is from the employee's perspective: you aren't sure if she will join back - which means that she might also rejoin. Given the human mental mindset, if you were her, if and when you are in two minds whether to rejoin this company or join another company, would you rejoin if you are left out of the salary review process - even if you like the company in all other ways?

Another angle to this issue: I am sure you know that such actions in a company never remain a secret. The employees who are still present and would continue to work would definitely know about what transpired - and more importantly why. What's the unsaid message that you - as HR - wish to send to them? Hope you get the point I am making.

Hope you have the answer to your query by now - at least my take on it.

All the best.

Regards,
TS

Performance Appraisal and Employee Retention

Performance appraisal is conducted based on the employee's performance over the past 12 or 6 months. In modern India, only a small percentage of women leave their jobs after marriage due to location changes. This situation mostly occurs after childbirth rather than marriage.

You cannot prevent an employee from resigning if they choose to do so. Consider the scenario where another employee, dissatisfied with the performance rating they received, decides to resign. Therefore, it is crucial to give equal importance to all employees during performance evaluations.

Thank you.

Further to all that TS has mentioned—and I agree—how you respond to this situation will give your employees a clear view of their expected future conduct and behavior. What I mean by this is that this employee has indicated her marriage plans, and you "may reward this with"—no increment.

Next behavior: do not inform these guys in advance. They will draw negative conclusions. Consider this: If you prepare her increment letter and hand it to her along with her wedding gift check or keep it ready for her return—I presume you do something like this for employees' weddings—imagine the discussion and talk time this would generate in two families. All very positive talk about the values in your organization. So what do you, as the HR, wish for your organization? Accordingly, convince those involved in the decision.

Regards, Richard

If the person is not rejoining, what do you lose by giving her an increment? At worst, you have two months in which your payroll is slightly higher. She will definitely be a brand ambassador for your company even if she does not join back. If you want, you can call her HR when giving the increment letter and, while handing it over, ask her frankly whether she is planning to rejoin or quit after marriage. She will most likely give you the correct answer, which will allow you to plan properly.

Regards

I have one more suggestion that I feel even your management will consider. You can keep her appraisal on hold until she rejoins and also inform the employee that the increment is not denied to her; however, it will be released upon her rejoining the organization.

Mr. Syed,

It may not be possible to withhold her appraisal in April when she is expected to go on leave in June only. Especially, I believe she has not submitted her resignation yet. With what reason will you exclude her from the appraisal? In all fairness, you should give her the appraisal in April as she would be on duty for at least two months thereafter, and then on leave. What explanation would you provide if she is excluded in April while still on duty, leading her to believe the company is pushing her out?

Please avoid such actions. Alternatively, complete the formality and inform her that the salary hike would be implemented after she rejoins.

Kumar S.

In my opinion, you should not decrease her salary because she decided not to join after marriage. Perhaps her location has changed, and maybe her husband, along with his parents, does not want her to work. Please confirm with her; she will definitely come for the job, so you may consider increasing her salary.