Leave For Marriage - CiteHR
Hr-manager, Trainer, Writer
Hr Specialist - Policy,compehsation &
Hr Executive
Hr Manager
Anuradha Singh
Human Resource
Chief Manager(hr)
Hr Manager
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Dear Seniors,
There is a female employee who has joined us 5 months back. She is asking for leave for 45 days for her marriage in the month of Nov. We have no policy for marriage leave. We have only 29 leaves annually. Now wot should we do? We do not want to grant her leave for these many days & moreover we have doubt that she would leave the co. after her marriage as her husband is in abroad & she has already applied for visa. plz suggest wot to do?

When there is no policy for marriage leave. Deduct the number of leave she would take from the leave available till date and if it goes in negative then consider it has LOP. 45 days is too long a period. Do not approve more than 15 days of leave or if she persist then ask her to resign the job when u sure that she might even quit after marriage.
Well, going on leave for 45 days is too much. The concerned manager may want to ask her to reduce by a few days.
The person has joined only 5 months ago. Which means that she is not entitled to all 29 days of paid leave. This will be a prorata calculation.
Deduct the paid leaves she is entitled to and the remaining shall be leave without pay. Her salary shall be deducted for the # of LWPs.
As for going abroad, you cannot force her to stay back if she wants to quit and join him -:)

If an employee who has not completed 6 months in a company is asking for 45 days leave,then HR should REJECT that leave application for 45 days and ask her to reduce the no. of leaves.if she don't cut down leaves then the company can take any disciplinary action/termination against her for going on unauthorised leave.Companies should be strict with probationers when it comes to leave.
Hi every one,

I read with great interest all reply but to my dismay I am not convinced with two aspects.
1. Our administrative system may not permits HR Executives to approve
something beyond defined company norms and employees are also do
not ask for undue fevours. We are dealing with absence and
dependency on employee.
2. Emlployees are human being and has all the right to have freedom to
discharge his/her social responsibilities for women marriage and
maternity are two important issues in life.
A man can curb his socializing activities and customes in spare time but not women in indian society.

You could shown sympathy towards your employees and requested her to reduce leave period and if not possible, you can further ask same employee to help you in recruiting someone whom she knows willing to work temporarily and shall be trained by her before proceeding on leave in her place as temporary vacancy even if she didnot turn up after leave period you have subsitute to fill this temporary vacancy permanently.

We as HR professional should not be so harsh on our employees if you adopt this method you and your company will be appreciated as employee friendly brand and employer of choice image. Even in case of maternity apply same principle to support employees and recommend such solutions to the managements with some special initiatives.

We in India sometines act like typical conservative old fashion personnel and administrative managers who used to suppress workmen by this tendancies which is still continue. Our Indian managements are very cynical and sceptical about their employees on their discipline and absenteesm tendancies.
Our Indian mangements don't extra money for hard work nor they reward honestly to employee for working beyond norman working hours but our Indian employees donot mind overstaying in office if required. We should always site to the management this good examples of our employees to defend employees.

To be franck and without any prejudice to our employees and management we must promote good healthy atmosphere people respond positively if your organizations are treating well to your employees it will become better place in the world to work and people enjoy working such organizations.

We must show respects to our employees first because this prime requirement for the success of HR professional.



Durga, ur dooomed, that employee will leave u soon,,,
and u r thinking of refusing her leave, and hurting her personal sentiments. Coz if an employee wants leave, u give it as LOP, dont think ur POLICE , coz even if u refuse her application, u cant stop her from taking leave, n she gonna take leave as she pleases, and after marriage she might even go to abroad, even if ur unmarried, n get married n go abroad, ur HR will reject ur leave kya....
Dear HR professionals lets use our emotions with a mix of common sense while dealing with such issues.
Coz merely rejecting and giving warning on paper will be of no use.. I SAY IT TODAY n TOMORROW U WILL REALISE IT..

Very simple. Adjust all her available leave days on hand. Later for the short fall, apply loss of pay. 45 days period is bit too high. At the max, she can avail two weeks that includes wedding, post-wedding rituals, honeymoon and intro at new home.
Else interview appropriate candidates and keep ready shortlisted. Once her result is known, the new comers can be inducted. Please have in mind that this lady may go on maternity leave very soon? Hahah.....
Manager-HR, Chennai

Dear All,

The issue can be approached from 2 angles:

1. From the point of view of leave rules.
" Leave is not a matter of right. It can not be availed unless approved. Each type of leave has a specific purpose and reasonable time frame to it. In case employee has no adequate leave to his /her credit, leave on loss of pay can be permitted at the discretion of sanctioning authority. Leave can be refused on grounds of exigency of work. Leave can not be refused on grounds of inadequacy of leave at credit. etc..."

2. From the point of view of Talent Management:
" Do you really look forward to that employee continuing in your organisation? Do you consider her as an asset / valuable employee? Do you think grant of leave-not-due would encourage her to stay with you. If so, go ahead and grant leave. Grant of leave is a small decision point, if you consider talent retention. Organisations are bending backwards to please valuable employees."
"Do you think disregarding your decision on granting of leave, she would quit. or she has not been able to prove her worth earlier; or it is not clear if her continuance would add value; or you are looking for opportunities to help her in a better placement else-where, this is a good opportunity. Encourage her to quit. or precipitate the matter."

I feel bringing in human-angle is a bit mis-placed in this case, as asking 45 days leave for marriage is unheard of these days. Human / emotional feelings are reserved for instances where employees need some kind of support when they are feeling low.

One primary concern or point of referance is the work demands of organisation.


ks murthy

Marriage leave provides only Five days, If she need 45 days leave, it count as loss of pay in 40days.
We provide the benefits for enjoying, not for playing.
if there is no seriosity in work procedure, the employee will be change Head ache for company.

‘He who amongst you sees something abominable should modify it with the help of his hand;
and if he has not strength enough to do that, then he should do it with his tongue;
and if he has not strength enough to do even that, then he should (at least abhor it) from his heart; and that is the least of faith.”

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