Company-Sponsored Hajj and Umrah Policy

Introduction:
This comprehensive policy establishes the guidelines and procedures for employees seeking company-
sponsored support for their pilgrimage to Hajj or Umrah. The Company acknowledges the spiritual
significance of these journeys and is committed to facilitating the religious observance of its eligible
employees.

Eligibility Criteria:
1. Length of Service:
- Employees must have completed a minimum of ten (10) consecutive years of service with the
company to be eligible for sponsorship for Hajj or Umrah.

2. Performance Criteria:
- Eligible employees should consistently demonstrate exceptional performance, leadership, and
adherence to the company's values.

- Performance evaluations will be considered in the eligibility assessment.

Application Process:
1. Employees seeking sponsorship must submit a detailed application to the HR Department at least
twelve (12) months before the intended pilgrimage date.

2. The application should include:

- Comprehensive proof of eligibility (length of service, performance records).

- A personal statement expressing the employee's commitment to religious observance and adherence
to the company's values.

- Letters of recommendation from immediate supervisors and department heads.

3. The HR Department will form a review committee to thoroughly assess each application, considering
eligibility criteria and the employee's contributions to the workplace.

4. The committee will notify applicants of the status of their application within one (1) month of
submission.
Financial Assistance:
1. The Company will provide financial assistance covering the entire cost of travel, accommodation, and
related expenses for the eligible employee and an accompanying family member (spouse or dependent).

2. Financial assistance will be provided as a grant and is non-repayable.

Leave Approval:
1. Upon approval of the application, the employee will be granted an extended leave for the duration of
the pilgrimage. The leave will be considered special leave and will not impact the employee's regular
leave balance.

2. The Company may facilitate temporary replacements or redistributions of the employee's

responsibilities during their absence to ensure minimal disruption to operations.

Pre-Pilgrimage Preparation:
1. Employees sponsored for Hajj or Umrah are encouraged to participate in pre-pilgrimage workshops
organized by the Company to enhance their spiritual preparedness and awareness of the pilgrimage
logistics.

2. HR will coordinate with travel agencies to provide orientation sessions and guidance on travel,
accommodation, and safety measures during the pilgrimage.

Employee Responsibilities:
1. Employees sponsored for Hajj or Umrah are expected to:

- Maintain communication with the HR Department during their journey.

- Abide by the laws and regulations of the host country and those of the countries visited during the
pilgrimage.

- Share their spiritual experience with colleagues upon return, fostering cultural understanding.

2. Failure to adhere to these responsibilities may result in the revocation of future sponsorship
opportunities.
Documentation and Reporting:
1. Employees must provide the HR Department with proof of their pilgrimage, including travel
documents, certification of completion, and a detailed report on their spiritual experience.

2. Employees are encouraged to share their experiences through internal channels, contributing to a
supportive and inclusive workplace culture.

Confidentiality:
All information related to an employee's application for company-sponsored Hajj or Umrah will be
treated with the utmost confidentiality.

Exceptions and Discretion:

The company reserves the right to make exceptions to this policy on a case-by-case basis and retains the
discretion to amend or terminate the policy as deemed necessary.

Review and Amendments:

This policy will undergo periodic reviews to ensure its relevance and effectiveness. Any amendments will
be communicated to all employees.

Approval:
This policy is approved by the HR Department and comes into effect on [Effective Date].

Next Review Date: