hai, Pls let me know any provision regarding CL and SL leave in tamilnadu factories act 1948 , ( how many CL and SL Leave provide under factories act)
From India, Coimbatore
There is nothing called Tamilnadu Factories Act.It is the central Factories Act which applies to all states.In that there is no provision for SL or CL. except Annual leave. Varghese Mathew
From India, Thiruvananthapuram

There is no provision under the Act for CL. For EL/Pl pl.note the undermentioned extract from the Factories Act, 1948.

For Maternity and Sick Leave pl.refer the TN Factories Rules and ESI Act. (I hope your firm must be covered under ESI.) and Maternity Act.



(1) Every worker who has worked for a period of 240 days or more in a factory during a calendar year shall be allowed during the subsequent calendar year, leave with wages for a number of days calculated at the rate of -

(i) if an adult, one day for every twenty days of work performed by him during the previous calendar year;

(ii) if a child, one day for every fifteen days of work formed by him during the previous calendar year.

Explanation 1 : For the purpose of this sub-section - (a) any days of lay off, by agreement or contract or as permissible under the standing orders;

(b) in the case of a female worker, maternity leave for any number of days not exceeding twelve weeks; and

(c) the leave earned in the year prior to that in which the leave is enjoyed; shall be deemed to be days on which the worker has worked in a factory for the purpose of computation of the period of 240 days or more, but he shall not earn leave for these days.

Explanation 2 : The leave admissible under this sub-section shall be exclusive of all holidays whether occurring during or at either end of the period of leave.

(2) A worker whose service commences otherwise than on the first day of January shall be entitled to leave with wages at the rate laid down in clause (i) or, as the case may be, clause (ii) of sub-section (1) if he has worked for two-thirds of the total number of days in the remainder of the calender year.

1(3) If a worker is discharged or dismissed from service or quits his employment or is superannuated or dies while in service, during the course of the calendar year, he or his heir or nominee, as the case may be, shall be entitled to wages in lieu of the quantum of leave to which he was entitled immediately before his discharge, dismissal, quitting of employment, superannuation or death calculated at the rates specified in sub-section (1), even if he had not worked for the entire period specified in sub-section (1) or sub-section (2) making him eligible to avail of such leave, and such payment shall be made -

(i) where the worker is discharged or dismissed or quits employment, before the expiry of the second working day from the date of such discharge, dismissal or quitting, and

(ii) where the worker is superannuated or dies while in service, before the

expiry of two months from the date of such superannuation or death.

(4) In calculating leave under this section, fraction of leave of half a day or more shall be treated as one full day's leave, and fraction of less than half a day shall be omitted.

(5) If a worker does not in any one calendar year take the whole of the leave allowed to him under sub-section (1) or sub-section (2), as the case may be, any leave not taken by him shall be added to the leave to be allowed to him in the succeeding calendar year :

Provided that the total number of days of leave that may be carried forward to a succeeding year shall not exceed thirty in the case of an adult or forty in the case of a child :

Provided further that a worker, who has applied for leave with wages but has not been given such leave in accordance with any scheme laid down in sub-sections (8) and (9) 2[or in contravention of sub-section (10)] shall be entitled to carry forward the 3[leave refused] without any limit.

(6) A worker may at any time apply in writing to the manager of a factory not less than fifteen days before the date on which he wishes his leave to begin, to take all the leave or any portion thereof allowable to him during the calendar year :

Provided that the application shall be made not less than thirty days before the date on which the worker wishes his leave to begin, if he is employed in a public utility service as defined in clause (n) of section 2 of the Industrial Disputes Act, 1947 (14 of 1947) :

Provided further that the number of times in which leave may be taken during any year shall not exceed three.

(7) If a worker wants to avail himself of the leave with wages due to him to cover a period of illness, he shall be granted such leave even if the application for leave is not made within the time specified in sub-section

(6); and in such a case wages as admissible under section 81 shall be paid not later than fifteen days, or in the case of a public utility service not later than thirty days from the date of the application for leave.

(8) For the purpose of ensuring the continuity of work, the occupier or manager of the factory, in agreement with the Works Committee of the factory constituted under section 3 of the Industrial Disputes Act, 1947 (14 of 1947), or a similar Committee constituted under any other Act or if there is no such Works Committee or a similar Committee in the factory, in agreement with the representatives of the workers therein chosen in the prescribed manner, may lodge with the Chief Inspector a scheme in writing whereby the grant of leave allowable under this section may be regulated.

(9) A scheme lodged under sub-section (8) shall be displayed at some conspicuous and convenient places in the factory and shall be in force for a period of twelve months from the date on which it comes into force, and may thereafter be renewed with or without modification for a further period of twelve months at a time, by the manager in agreement with the Works Committee or a similar Committee, or as the case may be, in agreement with the representatives of the workers as specified in sub-section (8), and a notice of renewal shall be sent to the Chief Inspector before it is renewed.

(10) An application for leave which does not contravene the provisions of sub-section (6) shall not be refused, unless refusal is in accordance with the scheme for the time being in operation under sub-sections (8) and (9).

(11) If the employment of a worker who is entitled to leave under sub-section (1) or sub-section (2), as the case may be, is terminated by the occupier before he has taken the entire leave to which he is entitled, or if having applied for and having not been granted such leave, the worker quits his employment before he has taken the leave, the occupier of the factory shall pay him the amount payable under section 80 in respect of the leave not taken, and such payment shall be made, where the employment of the worker is terminated by the occupier, before the expiry of the second working day after such termination, and where a worker who quits his employment, on or before the next pay day.

(12) The unavailed leave of a worker shall not be taken into consideration in computing the period of any notice required to be given before discharge or dismissal.


In view of sub-section (3) of section 79, which provides that even when the workman quits his service on his own account he shall be paid leave wages, an employee who tendered resignation with notice is entitled to claim wages for earned leave; D.N. Bandopadhyay v. Presiding Officer, 11th Labour Court, Bombay, 1997 LLR 943.


1. Subs. by Act 94 of 1976, sec. 32, for sub-section (3) (w.e.f. 26-10-1976).

2. Ins. by Act 94 of 1976, sec. 32 (w.e.f. 26-10-1976).

3. Subs. by Act 94 of 1976, sec. 32, for “unavailed leave” (w.e.f. 26-10-1976).

From India, Bangalore

Attached Files
File Type: pdf TN Factories Rules.pdf (58.4 KB, 3018 views)

The Factories Act is a central act (extract of which for EL/PL/SL is provided above) which is applicable all over India. This should be read in combination with the U.P. State Factories Rules which also applicable but restricted only within U.P.

From India, Bangalore
Respected sirs,
Once again I am to say why youngsters are not going through the statutory provisions before putting questions on this site.
Requesting all youngsters, to go through the Acts and ask for clarifications. I am to say again if these youngsters are habituated for spoon feeding, we are spoiling our fraternity.
This is not offend any one but to request them to read further to understand and mature as true professionals.

From India, Hyderabad
Mr Sitaram is right.I appeal to all HR beginners to read the central labour Acts and the state rules made under it by the respective states.Note that Acts like EPF,ESI,Apprentices there are only central rules.Factories Act has no central rules .Only state rules are there.In the field of Festival Holiday, shops etc only states have made laws.
If you are in central sector pl follow the central rules.Otherwise follow state rules.Subscribe one of the labor law/HR journal to update information.Still if you have any serious queries pl call the seniors.
Varghese Mathew

From India, Thiruvananthapuram

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