Sr.manager-human Resources
E-hr, Digital Hr, Hris, Training & Development,
Sadiq Waseer
Group Manager, Hr
Hr Manager
Hr Executive
Payroll Executive
Hr Manager
+3 Others

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Please suggest me that in case an employee resigns and the resignation period being one month and the employee has also applied for his privilege/ earned leaves for a week or two (during his notice period as well) and still has left with leaves in his leave bank.
Kindly guide me whether we shall include or exclude leave period from his notice period and take the effect date of the notice period after his leaves are over (as there is no mentioning in the leave policy that the leaves if granted during the resignation period shall be included/ excluded in the resignation period).
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Dear Rupa:
Actually it depends. Depends on your company's standard policy that you currently have. If you don't have any than follow the similar industry trend.
In our company the personnel will allow to take his unused leave but condition is also there. And the rule is the resigned personnel should completed all the work that assigned him/her earlier.
Thanks and regards,
Dear Rupa, we allow them to availing CL in notice period but that period can be extended. In sickness according situation we have to react. murali
In our company, and also in the one i was working previously, your leaves would lapse or rather freezed upon the submission of resignation letter.
However, if an employee takes leave i.e unpaid/unapproved during this period he has to return atleast 4 working days prior to his last working day in the organisation. In other words, an employee cannot go on leave and subsequently quit.
Hope this was of some use to you.
Soumya Shankar
Dear All, Notice period can not be given when the employee is on annual leave, With best regards, Elisante
Normally what is followed is , to adjust the unavailed privileage/earned leaves against the notice period. That is deducting those no.of days from the notice period and thereby reducing notice period duration. i.e if an employee has 15 days PL unavailed then the notice period can be brought down to 15 days instead of 1 month.

Unavailed P.L./E.L. (Privilege/Earned Leave) can be adjusted against notice period and if still further left overs are there, then it can be paid to the Ee along with the settlement dues. C.L./S.L. if any will stand freezed and will have no effect (Unutilised Leave).
Suresh K
No adjustment of Privilege Leave against notice period
There shall be clear cut notice that, no privileged or any other leave will be adjusted against the notice period. The leave (Sick/Casual/Annual) during notice period will be adjusted as without pay. An employee can avail only compensatory payable leave (CPL) during notice period.
Thanks and Regards,
Sadiq Waseer
Hi all
Please help
i have got a very confusing query from an employee . The case is that an employee has to serve a notice of 45 days after resigning. The employee served a notice of 11 days and rest 34 days was adjusted against his PL balance. now he is saying that the complete notice period payof 45 days should be paid to him. whereas in my view as we have adjusted the PL against his notice period balance not served , he is not entitled to any pay.
please help.
Hi All,
Ca anyone give an advise; an employee resigns on the company without giving us 3o days written notice. His resignation letter was sign by department head and submitted to HR 4 days after effectivity of his resignation. We did not process his separation pay since he did not follow the 30 days written notice and his immediate superior did not sign on the clearance on the ground that he did not have proper exit interview and turn-over of his accountability.
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