My Query is regarding Privilege Leaves, wherein if an employee has only 7 PL and utilizes 5 at a time which leaves only 2 in her kitty. So later how can she utilize it? if she takes it together it would be considered as Casual Leaves because as per our knowledge one or 2 days leave together is considered as Casual Leaves. Can she take the remaining 2 days as privilege itself? Would really appreciate if you can help me with this,as this may lead to a conflict between the Management and the Employees. Thank you

From India, Mumbai
Partner - Risk Management
Asso.prof.(commerce & Management)
Hr Assistant
Hr Manager
+1 Other


It can be CL or PL. Even 1 day PL is also possible. No hard and fast rules. Pon
From India, Lucknow

There is no straight rule on this that is common across companies.
Factories act just says 1 days leave for 20 days worked. No pl, SL, CL, etc
Bombay shop and establishment act also talks of 21 days or 30 days leave. Again. No breakup. Some state S&E acts give breakup but do not give specific rules on how to use them.
If it is a small company, the HR makes its own rules, which are then followed by everyone.
If it is a large company, check the standing orders. If standing orders are not there, then follow model standing orders. The details of leave rules are provided in the standing orders.
The normal rule is that PL must be at least 3 in a pair. Most companies instead follow a rule that you can not take it more than twice a year. Some allow CL before PL some allow after. So your question can not be answered just with this information alone.

From India, Mumbai

Dear Jilly,

You have not mention what is the status of your firm. Are you a factory or a shop or what ? Normally PL (in some estt.it's EL) can be utilised one day or more than one day. (not if fraction half a day). If she has only 2 days in her Cr. what prevents her to avail one day or two days together. There is no violation. Generally there is no link between CL & PL/EL, they are not inter-changeable, except in special circumstances that too not as a common rule "unutilised CL can be converted into PL/EL". For example, if an employee was not granted any CL at all or there are more days in the cr.of CL at the end of the year due to inability to avail/utilised due to official work pressure (otherwise unutilised CL get automatically elapses and hence the employee totally forego for no fault of her/him). In such cases special orders are passed to carry forward unutilised CL and merge it with PL/EL either 1 : 1 or 2:1 etc. This type of arrangement should form part of firm's leave policy. If the discretion is given to appropriate officers in this regard administration becomes easy to regulate granting leave vis-a-vis work load. And in firms which follow govt.pattern of leave eligibility CL is not merged with either PL/EL or Sick leave. However if the leave policy delegates powers to designated officers this also can be relaxed to tide over the critical situations like hospitalisation etc. Above all you have to consult your own leave policy first before consulting policies of others.

From India, Bangalore

Dear Jilly,
There is no hard and fast rule that you have to take more than 2 days as PL. As the other 2 have explained here, it depends on Standing Orders and also from Company to company.
If it comes to your case, you can request Management to consider it as PL as you have balance only as 2 days when it is really very necessary explaining and giving reasons.
Else, its better you maintain the balance and carry forward it without utilizing it, so that, you can en cash PL at the end or whenever necessary according to your company policies.
I suggest you can make use of other leaves instead of bothering PL days.

From India, Bangalore
Hi everybody.. thanks a lot for your kind advice on my query. Would like to add to the query that we are registered under the Shop and Establishment Act.
From India, Mumbai

To answer to your query, it is an area where you can have a very good employee relationship. Based on the need of the individual employee (case to case basis), try to sanction the available leaves, i.e. do not demarcate it as CL, SL, EL. Based on the prevailing situation of productivity, try to balance between the leaves available. That will boost the morale of the employees, it may look like breaking the available rules and regulations, however it may work out in practical grounds.
If my view is not right, I request my seniors to correct me.
All the best!!!

From India, New Delhi

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