How a lease agreement is handled in the event of an absence or terminated employment depends on whether the interruption is temporary or more permanent. Here, we explain the options available to you as an employer and to the employee in different situations.
Shorter employment interruptions (e.g., shorter sick leave or leave of absence)
For temporary interruptions that are not covered by our Take-back guarantee, the leasing cost continues to be invoiced every month. Which option you choose to regulate the cost depends entirely on your internal procedures. Here are four common solutions:
Outstanding debt: You continue to pay the invoice but pause the gross salary deduction. When the employee returns to work, a retroactive deduction is made for the outstanding debt.
Advance deduction: If the absence is planned in advance, you can make an extra payroll deduction before the leave to cover the upcoming months.
Adjusted allocation: You divide the cost by making a partial deduction before the absence and the remaining deduction when the person returns, to avoid a single large deduction.
Private invoicing: You choose to invoice the employee privately for the cost during the absence period instead of making a gross salary deduction.
Longer interruptions or terminated employment (e.g., resignation, long-term sick leave)
If an employee leaves or is absent for a longer period, this must be reported to us. An administrator at the company reports the matter under the Early termination category in the portal. We recommend that you first check with the employee to see which of the following solutions they prefer:
Transfer to a new employer: If the employee changes to a company that also offers Lease a Bike, the lease agreement can be transferred there, provided that all parties agree.
Transfer to a colleague: If someone else at your company wants to take over the bike, the individual agreement can be transferred to that person, and the lease will then continue as usual.
Early buyout: In special circumstances, the employee may be given the opportunity to buy out the benefit bike early.
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Use our Take-back guarantee: In the event of termination (by either party), long-term sick leave, or extended parental leave, we can take back the bike.
Important: This guarantee applies only after the agreement has been in effect for 6 months (i.e., starting in month 7). If the employment ends earlier, you as the employer can settle the remaining months through the employee’s final paycheck until the guarantee comes into effect.
Special exceptions
Should the tragic event occur that an employee passes away or suffers a medical disability that means the bike can no longer be used, we will of course take back the bike immediately and completely free of charge for you or the employee.
Which option you choose depends entirely on your internal procedures and what best suits your business.