An HR columnist critiques a company policy that converts hourly tardiness into hourly deductions from annual leave entitlements, arguing this conflates disciplinary matters with statutory leave rights. Under Thai labour law (Section 30), annual leave is an unconditional right that must be scheduled in advance—not a penalty tool. Mixing tardiness with leave deduction risks legal exposure; proper approach should address lateness through graduated discipline (warnings, performance reviews) while safeguarding leave rights. The author warns this policy is a legal landmine if challenged in court.