Leave Policy for Employees

Leave means “To go away for something for a short time”. An employee is supposed to fulfil
both professional and personal commitment, so one is supposed to take short time duration
off to fulfil personal commitments. Such offs must be duly approved by reporting manager
then only an employee proceed further.

Why Leave Policy

People are the most valuable asset of an organization. Lack of proper leave management
can lead to unauthorized absence of employees from duty, lower productivity, fall in
productivity hours, missing of important targets and so on. These types of issues can be
resolved with a proper Leave Policy Manual for employees in workplace. Leave Policy when
implemented in the company it provides a common understanding between the employer
and employee that how leave can be taken while in service.

In the below policy we will get to know what are various types of leave. What are the
guidelines to be followed for availing leave? Under what circumstances employee can avail
casual leave, Sick leave, and Privilege leave. What is leave of absence policy? What are Paid
and Unpaid Leave? When can an employee take Leave with pay or Leave without pay?
These details have been covered in Leave policy below.

Objective: The objective of the Leave Policy is to give provision to the employees to
balance their personal as well as professional life. This Company HR Leave Policy is also
meant to fulfil the statutory requirement regarding leave and holidays.

Purpose: The purpose of leave policy for employees is to lay guidelines regarding when to
avail leave and the process to take leave with pay, leave without pay, Leave of absence
policy and so on

Eligibility: The Leave policy is applicable to all the regular employees of the company
Guidelines for Leave Policy: - A Company HR Leave
Policy for Employees

 Leave cannot be claimed as a matter of right. Any kind of leave can be granted or
refused depending upon the business demands.

 The Calendar year for leave is from 1st April to 31st March.

 All leave records of the employee should be maintained in EazeWork portal.

 Leave will credit to employee’s account at the beginning of every month. It will be
credited at the rate of 1 Privilege Leave and 1 Sick Leave.

 Three types of leaves employee can opt for :

 Quarter Day Leave

 Half Day Leave

 Full Day Leave

 Maximum of 10 Privilege Leaves can be carry forward to next year and Sick leave
can’t be carried forward.
Types of Leaves
There are different types of leaves given and listed in Company HR Annual Leave policy.

Privilege Leave - Privileged Leave is the leave that an employee gets annually for
planned long leaves for the vacation, festival, travel & leisure purposes. If an employee is
unable to use all of his accrued PL during the financial year, he/she can carry forward it the
next year.

 Privilege leave is a paid leave

 Employee joining during the course of year will be entitled for Privilege leave on a
Pro-rata basis.
 Privilege Leave can be taken for minimum quarter day and maximum full day.
 Privilege leave can be carried forward to next year.
 No leaves can be taken during the notice period as taking any leave will extend your
notice period with the same number of days. All the earned PL will be en-cashed at
the time of relieving.

Some of the guidelines for its usage is provided below –

 PL has to be applied 3 days in advance on the EazeWork portal and the leave is
subject to Manager’s approval.
 PL leave balance can only be utilized for the purpose defined above and not for any
other reason.
 PL balance cannot be utilized for any last moment leaves (that are not informed 3
days in advance) and will be treated as LWP.

Sick Leave - Sick Leave is the leave that is provided or availed on medical ground and
are not carry forwarded in the next financial year.

 Sick leave is a paid leave

 Employee joining during the course of year will be entitled for sick leave on a Pro-
rata basis.
 Sick Leave can be taken for minimum quarter day and maximum full day.
 Sick Leave cannot be carried forward to next year.
 Some of the guidelines for its usage is provided below –

 SL can only be opted due to medical exigency and can be availed during
unplanned situations. SL balance can’t be utilized for vacations, festival,
travel & leisure purpose.
 For an SL entitlement, the team member needs to intimate the HR and
reporting manager before 8.00 AM in the morning. Any request for SL leave
received mid-day or beyond 8.00 AM will be considered as LWP. If the team
member is not well mid-day and logged out before the usual shift time, such
scenario will not be entitled for SL.
 An SL request for 3 consecutive days or beyond needs to be supported with a
medical documents or a medical certificate from a qualified medical
practitioner.

Maternity Leave
 To be eligible for maternity benefit, a woman employee must have been working in
an organization for a period of at least one year after the Probation ends.
 Leave taken for prenatal treatment for the first 7 months of pregnancy will be
considered as normal leave not maternity leave.
 A women employee can take maternity leave earliest 8 weeks before the expected
date of delivery.
 Payment during the leave period is based on the average daily wage for the period of
actual absence.
 If a female employee separates herself from the organization after taking the
maternity benefit, then the organization reserves the right to dissolve the benefit for
the employee.

Paternity Leave
 To be eligible for Paternity benefit, male employee must have completed the
probation period.
 A maximum of 5 days of Paternity leave can be availed by an employee.
 A paternity leave must be taken within 15 days of child birth, failing which the leaves
will lapse.
 The leaves must be taken at a stretch.
Compensatory Off
 An employee is eligible for compensatory off when he/she has worked on an
important assignment on any of the national/festival/declared off day.
 Approval to work on any such day i.e. national/festival/declared off day must be
taken by senior management.
 Compensatory off must be availed within a period of 90 days else it will lapse.
 All granted compensatory off will be lapsed during the notice period and the same
cannot be utilized or en-cashed.

Restricted Holidays
 An employee is eligible to take 2 restricted holidays in a year over and above the
compulsory holidays
 Restricted holiday has to be applied 15 days in advance at the EazeWork Portal and
the leave is subject to Manager’s approval.
 An employee on probation period/internship is not entitled to take restricted holidays
 An employee serving notice period is not entitled to take any restricted holiday

Leave Without Pay

 An employee can avail leave without pay in case existing leave balance is exhausted
and employee is in need of leave due to unforeseen circumstances.
 In case no approval taken for leave without pay, such absence of employee will be
considered as Leave of Absence from work.
 If an employee takes a leave during six months of internship, it would be treated as
Leave without Pay
 No salary would be given to the employee for the days leave without pay is availed.

Revision of the Policy

The company reserves the right to revise, modify any or all clauses of this policy depending
upon demand of business.
Last updated on 21/3/22