One of the employee has joined on the 5th of March 2007. As per company norms, the employees are entitled to get 20 leaves from Jan to December.
The first six months of the employee is considered to be the probation period wherein the employee is entitled for 6 leaves.
So how to calculate leaves as per prorata basis.
Pls help me all of you here at citehr.
Thanks a lot in advance.

From India, Delhi
Pro-rata means, calculation on the basis of number of days worked..
I.e if one has joined on 5th of March.. and the calender year is till 31st December.. then his leaves for that calender year would be..
Total Leaves till 31st Dec= 20/365*302 (Rest of the calender year)
= 16.54 Leaves..
So while calculation on pro-rata basis for each month it would be calculated on the same basis.. If it is 6 leaves for probation period then every month he may avail only a leave..
After confirmation i.e after 6 months of service it would be around 16.54/2
= 8 Leaves,...
Hope it must have solved your query..
Amit Seth.

From India, Ahmadabad
HI!! dere can you help me as I m working in an real eastate firm and wanna know how a private sector works on leave policy as we have 7 sick leaves, 7 casual leaves and 15 earned leaves and how one should avail that!! how to calculate....

From United States, Charlotte
Hi Shivani,

Generally the prevailing leave structure in most of the companies is like this..

Paid Leaves - 16

Casual Leaves - 8

Sick Leaves - 8 and Maternity leaves as per Maternity Act.

But even now a days companies have come with the concept of a combination of all leaves in a single type and named as All Purpose Leaves..

Can be 30 or 32 in a year..

Moreover, during confirmation period one may avail only 7 leaves.. and after that it will be added in one's account on pro-rata basis..

All companies have mostly two types of policy regarding the payment of paid leaves.

In some companies it been paid at the end of calender year,, but in some it been paid only at the time of separation from the company.

Generally in second kind of policy the remaining paid leaves carried forward to the next calender year but only upto a limit, like 15 or 16.

Whereas rest remaining leaves get lapsed at that time.

Generally it differs from company to company.. depends on company policy..


Amit Seth.

From India, Ahmadabad
this is swati,few days back i joined CA accounting firm in HR deptt.
and i am formulating some policies related to leave and attendance and i want to talk to you regarding that.can you give me your no.
plz help me amit.

From India, Delhi
hi Amit
Thanks a lot for the information.......I wanted to ask about the Ex gratia how is it calculated & my company has a policy to pay it on Diwali time so if I leave the job early after my 1 year end will i get the benefit or not??????

Casual leaves / sick leave
8 p.a. on pro-rata basis
Privilege leave
21 p.a. on pro-rata basis
Paid Holidays
26th January, 1st May & 15th August
(will be provided comp off for working on public holidays)
I joined on 11th August, 2008... please tell me how many leaves am I entitled to.

From Malaysia
Dear Amit,
Wouldn't the calculation in this case be:
5 March to 4 Sept - 6 month probation - 6 leaves.
Till 31 Dec - 120 days - 20/365*120 = 6.57.
Total leave from Dt of Joining (5 March) - 6 + 6.57 = 12.57.

From India, Delhi
This is K.Balaji iam working in construction comapany as hr asst so i want a some information regarding about how to calculating the leaves like casual,sick,earned,paid leaves total information being provide to me sir

From India, Madras
You can not bifurcate Leaves as you mentioned All Purpose leave, you have to maintained the Leave registers as per the Act. Earned Leave in EL Register & CL in CL reigster. Beyond this if you want to give other leaves it is on the management, act don't restrict to employers for doing so, or you have to mention all this leave policy in Standing Orders duly certify by the Labour Deptt.

From India, New Delhi

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views using the reply box below. For articles and copyrighted material please only cite the original source link. Each contribution will make this page a resource useful for everyone.

Please Login To Add Reply

About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2021 CiteHR.Comô

All Material Copyright And Trademarks Posted Held By Respective Owners.
Panel Selection For Threads Are Automated - Members Notified Via CiteMailer Server