Leave Policy

1. Objective:

……believes that employees should have opportunities to enjoy time away from

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work to help balance their professional and personal lives. The Company

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encourages all employees to spend time with family for leisure, taking care of

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personal work, or rest due to medical reasons.

2. Scope:
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This policy is applicable to all the employees of …………..
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3. Leaves/Holidays
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1. Annual Leaves
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The Company’s holiday year runs from 1st January to 31st December. The
Employee is entitled to twelve (12) days leave in first year of service and twenty
(20) days leave from second year onwards, along with ten (10) national/festival
holidays. When an employee serves the Company for a part of year, he/she is
entitled to annual leaves on a pro-rata basis calculated for every completed month
of service.

Revised: April, 2017

Grant of leave shall depend upon the exigencies of the work and shall be at the
discretion of the manager/management.

The purpose of leave is to enable an employee to attend to some urgent or

unforeseen contingencies. For availing leave the employee shall require prior
approval of his/her Line Manager.

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Any leave taken beyond 3 days for health relates issues requires submission of

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proper medical certificates to the Human Resource Department. Where the
return date is not known, the employee must call again to update their Line

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Manager and Human Resource Department as often as possible. If the employee
is unable to manage this, they must arrange for someone else to carry this out on
their behalf.
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Miscellaneous Provisions:
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a) If an employee remains absent without approval or overstays more than five

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consecutive days, from the day till which leave was originally granted, and
subsequently extended period of leave (if any) expires, he would
automatically lose his lien on the employment and would be deemed to have
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voluntarily abandoned his service. In such case, the name of the employee
will be struck off from the master rolls.

b) No leave, whatsoever, will normally be allowed during the notice period.

Any unauthorized absence during the Notice Period will be treated as
shortfall in the Notice Period and Employee has to pay compensation for
such shortfall.

Revised: April, 2017

 c) An employee, who has proceeded on leave and does not resume duties
thereafter or submits resignation thereafter, is treated to have voluntarily
abandoned the service. The employee will lose right to leave and his lien on
the job. The resignation, at the discretion of the Company, may be accepted
from last working day in the Company notwithstanding the leave granted
earlier.

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d) Intervening holidays including weekend closures shall be treated as leave.

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e) The company also observes 5 days a week. All the employees are expected

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to complete at least 8.50 hrs a day in the office. If they fall short 3 times in a
month, then half day pay would be deducted. Any day the employee
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completes less than 5 hours, would be paid only for half day.
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Public Holidays
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Every employee shall be entitled/ allowed to have eight (8) national/festival

holidays along with two (2) restricted holidays. The list of restricted holidays
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would be shared with the employees and they are entitled to maximum two (2)
restricted holidays in a year from the list of holidays shared.

2. Maternity Leave

Maternity Leave of 26 weeks will be available to the female employee with less
than two children, and a woman with two or more children is entitled to 12 weeks’
maternity leave. In case of miscarriage or medical termination of pregnancy, a

Revised: April, 2017

worker is entitled to six weeks of paid maternity leave. Employees are also entitled
to one additional month of paid leave in case of complications arising due to
pregnancy, delivery, premature birth, miscarriage, medical termination or a
tubectomy operation (two weeks in this case).

The maternity leave is awarded with full pay on completion of at least 80 days in
an establishment in the 12 months prior to her expected date of delivery.

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3. Paternity Leave

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This is granted to a male employee subject to his working a minimum of 160 days
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in the 12 months immediately preceding the date of expected delivery of the child.
The leave is for fifteen (15) working days and must be availed at or around the
time of the delivery. Paternity leave is not debited to the leave account. It is
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granted on full pay. It may be combined with any leave of any other kind.
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4. Extraordinary Leave (Discretionary)

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Under special circumstances such as critical illness or contingencies beyond

reasonable control, the management may, at its discretion, grant extraordinary
leave to a permanent employee, when there is no leave at his/her credit. If an
employee who is granted extraordinary leave resigns from service or voluntarily
retires without returning to duty the leave shall be cancelled. In such cases, the
resignation or retirement will take effect from the date on which leave
commenced and the excess leave salary paid shall be recovered.

Revised: April, 2017

 4. Disciplinary action

Failure to comply with leave policy without good cause may have the effect of
disqualifying the employee from entitlement to leaves and may also render the
employee liable to disciplinary action.

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Revised: April, 2017