Hi,
As we are aware, nowadays in most companies, if we take leave on Saturday and Monday, Sunday is also counted and calculated as leave, and deductions are made. I am working in a consultancy.
In the first case, I had taken half-day leave on Saturday and had taken leave on Monday also. The HR treated leave for Sunday also even though I was present till half of Saturday. I discussed this matter with HR, but she told me it's according to policy while the Accounts department is saying it's up to HR to decide. Seniors, please clarify.
In the second case, if Saturday is optional leave (we are entitled to 2 optional leaves in a year) and we take leave on Monday also, will Sunday be treated as leave and deducted? I am planning to take optional leave for 16th April - Mahavir Jayanti and subsequent leaves from Monday. Kindly suggest.
Regards,
Suvi.
From India, Ahmadabad
Acknowledge(0)
Amend(0)
As we are aware, nowadays in most companies, if we take leave on Saturday and Monday, Sunday is also counted and calculated as leave, and deductions are made. I am working in a consultancy.
In the first case, I had taken half-day leave on Saturday and had taken leave on Monday also. The HR treated leave for Sunday also even though I was present till half of Saturday. I discussed this matter with HR, but she told me it's according to policy while the Accounts department is saying it's up to HR to decide. Seniors, please clarify.
In the second case, if Saturday is optional leave (we are entitled to 2 optional leaves in a year) and we take leave on Monday also, will Sunday be treated as leave and deducted? I am planning to take optional leave for 16th April - Mahavir Jayanti and subsequent leaves from Monday. Kindly suggest.
Regards,
Suvi.
From India, Ahmadabad
Acknowledge(0)Amend(0)
Hi experts,
Please give a comment on this. The big MNC does not follow this policy. If you take leave on Friday and Monday, then you get only two days deducted. What is the exact legal position?
Regards,
CS Mukesh Tank
From India, Mumbai
Acknowledge(0)Amend(0)
19Please give a comment on this. The big MNC does not follow this policy. If you take leave on Friday and Monday, then you get only two days deducted. What is the exact legal position?
Regards,
CS Mukesh Tank
From India, Mumbai
Acknowledge(0)Amend(0)
What your HR said is right. If you take leave on Saturday and Monday than Sunday would be treated as sandwich leave. It doesnot matter under what heads you had taken that leaves.
From India, Ahmadabad
Acknowledge(0)Amend(0)
From India, Ahmadabad
Acknowledge(0)Amend(0)
Hi,
But we don't count Sunday as sandwich leave if Saturday was only a half-day leave. In the case of optional leave, it can be counted as sandwich leave as it's not a holiday in the office; you will only go on optional leave. So, it's better to plan it on Tuesday instead of Saturday.
Regards,
Nishu
From India, New Delhi
Acknowledge(0)Amend(0)
But we don't count Sunday as sandwich leave if Saturday was only a half-day leave. In the case of optional leave, it can be counted as sandwich leave as it's not a holiday in the office; you will only go on optional leave. So, it's better to plan it on Tuesday instead of Saturday.
Regards,
Nishu
From India, New Delhi
Acknowledge(0)Amend(0)
Dear Suvi,
You mentioned that you took a half-day leave on Saturday. If you took the first half leave on Saturday, there is no point as Sunday will not be added. However, if you took the second half off, then Sunday will definitely be included.
Regarding your optional leave, it depends on the company policy. Some companies treat it as a different kind of leave with no provision for adding it to your weekly offs. In your case, when you opt for an optional leave on Monday and take a leave (e.g. CL or ML - Sick Leave), there is no provision for attaching Sunday here.
Thanks & Regards,
Anupam Anurag
From India, Calcutta
Acknowledge(0)Amend(0)
You mentioned that you took a half-day leave on Saturday. If you took the first half leave on Saturday, there is no point as Sunday will not be added. However, if you took the second half off, then Sunday will definitely be included.
Regarding your optional leave, it depends on the company policy. Some companies treat it as a different kind of leave with no provision for adding it to your weekly offs. In your case, when you opt for an optional leave on Monday and take a leave (e.g. CL or ML - Sick Leave), there is no provision for attaching Sunday here.
Thanks & Regards,
Anupam Anurag
From India, Calcutta
Acknowledge(0)Amend(0)
Hi,
Theoretically, it is correct to consider Sunday for leave counting. Since you had worked for half a day on Saturday, it becomes a question of human touch to the subject, and certain companies give the benefit to employees, while others do not. It is advisable to speak to your HR department for clarification.
In the case of optional leave, Sunday will be construed as a sandwich leave.
VM007
From India, Chandigarh
Acknowledge(0)Amend(0)
Theoretically, it is correct to consider Sunday for leave counting. Since you had worked for half a day on Saturday, it becomes a question of human touch to the subject, and certain companies give the benefit to employees, while others do not. It is advisable to speak to your HR department for clarification.
In the case of optional leave, Sunday will be construed as a sandwich leave.
VM007
From India, Chandigarh
Acknowledge(0)Amend(0)
Hi,
In my current company, I also have the same rule. As you have mentioned that you took a half day on a Saturday and a holiday on Monday, they should not consider Sunday as an off. So kindly recheck with your HR about the company's rules and regulations.
Regards
From India, Mumbai
Acknowledge(0)Amend(0)
In my current company, I also have the same rule. As you have mentioned that you took a half day on a Saturday and a holiday on Monday, they should not consider Sunday as an off. So kindly recheck with your HR about the company's rules and regulations.
Regards
From India, Mumbai
Acknowledge(0)Amend(0)
If half day worked, no issue to count Sunday as leave. Ask your HR department if there are any written instructions about this, because the instruction is that if you are on leave (i.e. not working or not present at the workplace) on Saturday and Monday, then Sunday counts as leave.
Suppose you ask the HR department if you are willing to work between these leave days, i.e. Sunday, is it possible for them. Or ask them if you know the rule and therefore came on Sunday and waited for 1 hour, but nobody came, does it mean that on that day the whole staff was on leave.
It is a debatable issue and should be resolved with the help of the HR department only.
Mitesh
From India, Ahmadabad
Acknowledge(0)Amend(0)
Suppose you ask the HR department if you are willing to work between these leave days, i.e. Sunday, is it possible for them. Or ask them if you know the rule and therefore came on Sunday and waited for 1 hour, but nobody came, does it mean that on that day the whole staff was on leave.
It is a debatable issue and should be resolved with the help of the HR department only.
Mitesh
From India, Ahmadabad
Acknowledge(0)Amend(0)
Dear friend,
Let me clarify things step by step:
1. As per your first query, if you have availed leave for the first half of the day, then it would be considered as 1.5 days of leave, which includes half a day of Saturday and a full day on Monday. In the latter case, if you have availed the second half of the day as leave, then it would be considered as 2.5 days of leave, which includes half a day of Saturday, Sunday, and a full day on Monday.
Now, if you have availed the first half of the day as leave and your HR has counted Sunday too, then please go and talk to your HR. If you have availed the other half of the day as leave, then your HR is correct.
2. In accordance with your second query, any optional leave cannot be clubbed with your leave balances as well as the weekend. However, this policy may differ from one company to another based on their specific policies.
According to our HR policy, if any of our employees want to avail such leave, we only allow it if the employee applies at least 10 working days prior to the intended date of leave. Please check with your HR to see if this is possible.
- Babu
From India, Madras
Acknowledge(0)Amend(0)
Let me clarify things step by step:
1. As per your first query, if you have availed leave for the first half of the day, then it would be considered as 1.5 days of leave, which includes half a day of Saturday and a full day on Monday. In the latter case, if you have availed the second half of the day as leave, then it would be considered as 2.5 days of leave, which includes half a day of Saturday, Sunday, and a full day on Monday.
Now, if you have availed the first half of the day as leave and your HR has counted Sunday too, then please go and talk to your HR. If you have availed the other half of the day as leave, then your HR is correct.
2. In accordance with your second query, any optional leave cannot be clubbed with your leave balances as well as the weekend. However, this policy may differ from one company to another based on their specific policies.
According to our HR policy, if any of our employees want to avail such leave, we only allow it if the employee applies at least 10 working days prior to the intended date of leave. Please check with your HR to see if this is possible.
- Babu
From India, Madras
Acknowledge(0)Amend(0)
Dear All,
It purely depends upon the Leave Policy of the company. In my company, we have the same system of Sandwich leave. If we attend the office even for half a day (either 1st half or 2nd half) and take Monday off, then Sunday will not be considered as an off day. Furthermore, if we take leave on Saturday and attend work on Monday, even in the 2nd half, then Sunday will not be considered an off day.
We are in the BPO sector. During festive times such as Christmas, Diwali, etc., we advise employees who want to go to their native place during the festival time or even the weekend to come early to the office, like at 6 a.m., and leave at 2 p.m. If they finish their work early, they can leave early. This way, we ensure the work is completed, and employees can also enjoy celebrating the festival or weekend.
Anyway, you better check with your HR Department about the leave policy of your company.
Cheers,
Princey HR
From India, Madras
Acknowledge(0)Amend(0)
It purely depends upon the Leave Policy of the company. In my company, we have the same system of Sandwich leave. If we attend the office even for half a day (either 1st half or 2nd half) and take Monday off, then Sunday will not be considered as an off day. Furthermore, if we take leave on Saturday and attend work on Monday, even in the 2nd half, then Sunday will not be considered an off day.
We are in the BPO sector. During festive times such as Christmas, Diwali, etc., we advise employees who want to go to their native place during the festival time or even the weekend to come early to the office, like at 6 a.m., and leave at 2 p.m. If they finish their work early, they can leave early. This way, we ensure the work is completed, and employees can also enjoy celebrating the festival or weekend.
Anyway, you better check with your HR Department about the leave policy of your company.
Cheers,
Princey HR
From India, Madras
Acknowledge(0)Amend(0)
1st case - I had taken a half-day leave on Saturday and had also taken leave on Monday. The HR treated the leave for Sunday as well, even though I was present until half of the day on Saturday. I discussed this matter with HR, but she said it's according to policy, while the Accounts department is stating that it's up to HR to decide.
You can take a half-day leave only as casual leave, and it can be taken only at the same time, i.e., when you need to go on leave urgently. If you took leave on Monday and it was sanctioned before Saturday, then it seems that you took Saturday's leave intentionally. Therefore, Sunday and Monday will count as leave. If you have leave sanctioned on Monday, then Sunday will not count as leave.
2nd case - If Saturday is an optional leave (we are entitled to 2 optional leaves in a year) and we also take leave on Monday, will Sunday be treated as leave and get deducted? I am planning to take optional leave for 16th April - Mahavir Jayanti and subsequent leaves from Monday. Kindly advise.
Sunday will not be counted as leave.
From India, Indore
Acknowledge(0)Amend(0)
You can take a half-day leave only as casual leave, and it can be taken only at the same time, i.e., when you need to go on leave urgently. If you took leave on Monday and it was sanctioned before Saturday, then it seems that you took Saturday's leave intentionally. Therefore, Sunday and Monday will count as leave. If you have leave sanctioned on Monday, then Sunday will not count as leave.
2nd case - If Saturday is an optional leave (we are entitled to 2 optional leaves in a year) and we also take leave on Monday, will Sunday be treated as leave and get deducted? I am planning to take optional leave for 16th April - Mahavir Jayanti and subsequent leaves from Monday. Kindly advise.
Sunday will not be counted as leave.
From India, Indore
Acknowledge(0)Amend(0)
About sandwich leave, the HR policy should be clear on guidelines. If the HR manual states that sandwich leave is to be counted (not only between the last day of the week and the first day of the week), even if any declared holiday falls in between, it will be treated as an extra leave. The HR manual should not have any ambiguity, and the rule should be the same for everyone. I also think we should all respect the policy maker as they are also sailing in the same boat.
From India, New Delhi
Acknowledge(0)Amend(0)
From India, New Delhi
Acknowledge(0)Amend(0)
Dear all,
Good afternoon. I think there is something not clear to me as below:
1. Do you have leave as a number of working days per year, or do you have one month's leave per year?
2. What is the process if you apply for leave for six days starting from Monday?
3. Do you mean it's the same if you apply for three days from Monday and apply for three days from Saturday? Are they going to deduct 7 days or 6 days?
I think the process is not fair and not right.
From Saudi Arabia, Qatif
Acknowledge(0)Amend(0)
Good afternoon. I think there is something not clear to me as below:
1. Do you have leave as a number of working days per year, or do you have one month's leave per year?
2. What is the process if you apply for leave for six days starting from Monday?
3. Do you mean it's the same if you apply for three days from Monday and apply for three days from Saturday? Are they going to deduct 7 days or 6 days?
I think the process is not fair and not right.
From Saudi Arabia, Qatif
Acknowledge(0)Amend(0)
Sandwich leaves purely depend on the HR policy of the company. Some companies also impose restrictions on prefixing and suffixing holidays, meaning you can only prefix or suffix a holiday with the total number of leaves you are availing. Whatever the policy states serves as the rulebook for all employees of the company. Until the appropriate authority in the company reviews and modifies the policy, all of us must adhere to it.
From India, New Delhi
Acknowledge(0)Amend(0)
From India, New Delhi
Acknowledge(0)Amend(0)
Hi Suvi,
In your first case, if you have taken a half-day leave on Saturday and leave for Monday also, then your Sunday should not be counted as per my company's HR policies. Alternatively, if you take leave for Saturday and attend half day office on Monday, in that case also, your Sunday should not be deducted. If you are absent for three consecutive days, i.e., Saturday, Sunday, and Monday, only in this case, your Sunday will be deducted.
Regards,
Ruchika HR Manager
From India, Delhi
Acknowledge(0)Amend(0)
In your first case, if you have taken a half-day leave on Saturday and leave for Monday also, then your Sunday should not be counted as per my company's HR policies. Alternatively, if you take leave for Saturday and attend half day office on Monday, in that case also, your Sunday should not be deducted. If you are absent for three consecutive days, i.e., Saturday, Sunday, and Monday, only in this case, your Sunday will be deducted.
Regards,
Ruchika HR Manager
From India, Delhi
Acknowledge(0)Amend(0)
Ruchika, in this scenario, Suvi took the first half of Saturday as leave followed by leave on Monday. He was not present in the office for the second half of Saturday, the full Sunday, and the full Monday. Therefore, Sunday would be counted as leave. If he had been present in the office for the second half of Saturday or the first half of Monday, that would have been a different matter.
From India, Ahmadabad
Acknowledge(0)Amend(0)
From India, Ahmadabad
Acknowledge(0)Amend(0)
Dear All,
As per Section 52 & 53 of Factory act- 1948 one day full leave with wages have to be given if any employees worked for 6 day's, but in case of less than 6 day's act is silent on this and here people make manipulation.
The best practice is that if any employees worked for more than three day in any week (from Monday to Saturday) he is eligible for weekly off for Sunday with pay.
As far as leave is concerned if a person on leave with wages on Saturday and Monday his Sunday should not counted as leave as he worked from Monday to Friday (5 days which more than three days).
But again it depends on company’s policy.
Being an HR professional we should have humanistic approach while making leave rules.
Just think a person worked for 5 days and for any reason if he is not able to come on duty on Saturday and Monday why should we deprive him to avail weekly off.
From India, Delhi
Acknowledge(0)Amend(0)
As per Section 52 & 53 of Factory act- 1948 one day full leave with wages have to be given if any employees worked for 6 day's, but in case of less than 6 day's act is silent on this and here people make manipulation.
The best practice is that if any employees worked for more than three day in any week (from Monday to Saturday) he is eligible for weekly off for Sunday with pay.
As far as leave is concerned if a person on leave with wages on Saturday and Monday his Sunday should not counted as leave as he worked from Monday to Friday (5 days which more than three days).
But again it depends on company’s policy.
Being an HR professional we should have humanistic approach while making leave rules.
Just think a person worked for 5 days and for any reason if he is not able to come on duty on Saturday and Monday why should we deprive him to avail weekly off.
From India, Delhi
Acknowledge(0)Amend(0)
Truely Said Mr. Praveen,
You Are absolutely right, To add on Pls. note that:
According to Payment of wages act, Daily Wage salary is Gross/(Working days in a month)
For eg: If monthly salary of employee is 3300/- then in Jan Month Having 31 days with 5 sundays & 1 NF, his daily wage will be Rs. 132.
Now cases:
1. worked for 23 days then salary will be: 132*23 + 132 = 3168. No Matter of sunday or anything like sandwich term exist in LAW. (most of the comp. calculate this as 3087/- or even less by way of 'sandwich term' but they are wrong)
2. Worked for 9 days then salary will be: 132* 9 + 132 = 1320. (most will calculate this as 852/- or even less but refer Payment of wages Act and minimum wage act)
Sundays and Holidays are Paid leaves. No body can deprive you for these benefits unless as punishments by the way of charge sheet & domestic enqueries.
I suggest you to go to labour court and get your right, it will taught your HR deptt to get more knowledge on leave laws, before saying such ambiguity terms.
regards
Manish Gupta
Admin & HR mgr
Gini and Jony Ltd
From India, Mumbai
Acknowledge(0)Amend(0)
You Are absolutely right, To add on Pls. note that:
According to Payment of wages act, Daily Wage salary is Gross/(Working days in a month)
For eg: If monthly salary of employee is 3300/- then in Jan Month Having 31 days with 5 sundays & 1 NF, his daily wage will be Rs. 132.
Now cases:
1. worked for 23 days then salary will be: 132*23 + 132 = 3168. No Matter of sunday or anything like sandwich term exist in LAW. (most of the comp. calculate this as 3087/- or even less by way of 'sandwich term' but they are wrong)
2. Worked for 9 days then salary will be: 132* 9 + 132 = 1320. (most will calculate this as 852/- or even less but refer Payment of wages Act and minimum wage act)
Sundays and Holidays are Paid leaves. No body can deprive you for these benefits unless as punishments by the way of charge sheet & domestic enqueries.
I suggest you to go to labour court and get your right, it will taught your HR deptt to get more knowledge on leave laws, before saying such ambiguity terms.
regards
Manish Gupta
Admin & HR mgr
Gini and Jony Ltd
From India, Mumbai
Acknowledge(0)Amend(0)
Yes, it is correct, but the leave policy statement is a little bit different. It goes like: "Same nature of leaves before and after a holiday will result in sandwich leaves of all the days i.e. including holidays." For example, if you take a CL on Saturday and a CL on Monday, then Sunday will also be considered as a leave. However, on the contrary, if one takes Medical Leave or some other nature of leave i.e. E.L. on Saturday and a CL on Monday, then Sunday will not be considered as a leave.
From India, New Delhi
Acknowledge(0)Amend(0)
From India, New Delhi
Acknowledge(0)Amend(0)
I think the provision of Sec 52 1(a) is made only for the purpose of availing a weekly holiday. But here the question is when an employee does not work for a W/off and both days suffix and suffix to W/off or weekly holiday. Nothing is mentioned in the Factories Act. It totally depends on management policy.
Rahul Shukla
From India, Pune
Acknowledge(0)Amend(0)
Rahul Shukla
From India, Pune
Acknowledge(0)Amend(0)
Hi, I had a query. I had taken leave on a Saturday & Tuesday and Monday was a Public holiday...is Sunday still treated as Sandwich leave. Please advise.
From India, Bhiwandi
Acknowledge(0)Amend(0)
From India, Bhiwandi
Acknowledge(0)Amend(0)
Dear Sir/Madam,
I am working in a Pvt. Ltd. firm as an HR Executive. One of our employees took leave from October 17th to October 21st. The company declared holidays on the 19th and 20th for the Deepawali festival. Could you please advise if this situation falls under the sandwich leave policy as per legal regulations? Can I consider the 19th and 20th as part of the employee's leave entitlement as per the legal policy?
Regards,
Sandeep Sharma
From India, Delhi
Acknowledge(0)Amend(0)
I am working in a Pvt. Ltd. firm as an HR Executive. One of our employees took leave from October 17th to October 21st. The company declared holidays on the 19th and 20th for the Deepawali festival. Could you please advise if this situation falls under the sandwich leave policy as per legal regulations? Can I consider the 19th and 20th as part of the employee's leave entitlement as per the legal policy?
Regards,
Sandeep Sharma
From India, Delhi
Acknowledge(0)Amend(0)
Dear Madonna,sandeep As per my knowledge there are no rules for sandwich leave(Sat,sun,Mon) its completely depend on Company’s leave policy......
From India, Hyderabad
Acknowledge(0)Amend(0)
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi, I had a query. I had taken leave on a Saturday & Tuesday and Monday was a Public holiday...is Sunday still treated as Sandwich leave. Please advise.
From India, Ghaziabad
Acknowledge(0)Amend(0)
From India, Ghaziabad
Acknowledge(0)Amend(0)
if employee continue present on Saturday than after continue absent on last month ...is sunday still treated as leave??
From India, Ghaziabad
Acknowledge(0)Amend(0)
From India, Ghaziabad
Acknowledge(0)Amend(0)
It depends on the company policies.
As someone mentioned, only a few big companies give value to their employees and their decisions don't deduct for weekends (Saturday and Sunday - 5 days). But anyhow, you have to agree with your HR.
From India, Hyderabad
Acknowledge(0)Amend(0)
As someone mentioned, only a few big companies give value to their employees and their decisions don't deduct for weekends (Saturday and Sunday - 5 days). But anyhow, you have to agree with your HR.
From India, Hyderabad
Acknowledge(0)Amend(0)
Here, the point of discussion is not whether it is a company policy or not. The discussion point must be whether it is enforced by law. As I know the same rule is applicable in government sectors as well, so does this mean that it is a government policy? If the government is following this rule, it implies that there is a provision under the law.
If Government following this rule it means there is a provision under law.
From India, Ahmadabad
Acknowledge(0)Amend(0)
If Government following this rule it means there is a provision under law.
From India, Ahmadabad
Acknowledge(0)Amend(0)Join Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
Sandwich leave.docx
Karnataka Leave.xlsx