During election periods, you may face situations where one of your employees participates as a member of a vote counting committee. Here’s what you need to know to handle this correctly and in compliance with the law.
When is the employee exempt from work?
According to applicable legislation, members of vote counting committees are exempt from their work obligations:
- on the day of the voting, and
- on the following day
In certain cases (e.g. counting votes from abroad or transferred voters), the exemption may extend to additional days.
What compensation is the employee entitled to?
During this period, the employee is entitled to an absentee fee (paid leave compensation), which you, as the employer, must pay.
This is not unpaid leave, but a legally mandated exemption with compensation.
Can the employer reclaim the cost?
Yes. You can reclaim:
- the paid absentee fee and related contributions
- within 5 days after vote counting
- from the local election office
This is an important factor when planning payroll and HR costs.
What should you pay attention to as an HR professional?
To properly manage both the exemption and reimbursement, make sure to request official documentation from the employee, including:
- confirmation of vote counting committee membership
- the exact dates of exemption
- instructions regarding reimbursement claims
This documentation is essential for both compliance and financial recovery.
In summary
As an HR professional, you should:
- grant the legally required exemption
- pay the absentee fee
- submit the reimbursement request on time
- ensure proper documentation
With these steps in place, you can handle this recurring but special situation smoothly and compliantly.
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