Raj027
Hi, I'm working in a private software company. Since I'm working on a 24*7 project I usually don't get Saturday and Sunday as holidays. But I do get 2 weeks offs between Monday to Friday. But that is not the issue. Sometimes we are asked to work on public holidays / national holidays. During these holidays even though we work we are not paid an additional salary or comp off. Instead, if we choose not to go office these days they mark it as a LOP, so please tell me how much an employee is entitled to be paid if they work on a public holiday as per Indian Labour Law.
Please note I'm from India and I work in a private firm.

From India, Bengaluru
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Saswatabanerjee
Partner - Risk Management
Sumitk.saxena
Service/manager-hr
Tajsateesh
Recruitment/talent Acquisition, Career Counselling
Teenraj
Assistant Manager - Hr & Admin
Gaurav Bhugra
Hr Recruitment
+2 Others

sandi_joshi
42

As per my knowledge if employee works on public holiday he/she entitled to get double for that day and one extra holiday in upcoming days for the same. Thanks Sandeep Sharma
From United Arab Emirates, Dubai
Teenraj
4

First the company has to stick Form V (5) where to find the list of holidays decelerated and submitted to Labour Office
As you siad worked on public holiday, whether the day has to be mentioned in Form V
if so, employer has to pay double or give compensate off (as per policy) to the employees who works on particular day.
if employee takes leave LOP should not be deducted, but employer can make the same if the statement mentioned in appointment order or in Policy hand book
Note:- Employer should send a intimation letter to labour office regarding as they have to work on Mentioned public holiday.
Regards
Teen

From India, Pondicherry
sumitk.saxena
252

As per the query we quote that working on public holiday you will entitled for payment of twice the rate of wages with a compansatory off within ten days. Thanks & Regards, From, Sumit Kumar Saxena
From India, Ghaziabad
gaurav bhugra
2

Dear Raj, Three days 26 January, 15 August and 2 October are the national holidays and employers have to compensate double salary along with a compensatory off if working on these days. Rest holidays (as per form 5 submitted by companies) would have been defined as per the regional aspect. No additional compensation can be claimed for rest of the holidays however compensatory off should be provided by employer if working extra days.
From India, Delhi
tajsateesh
1641

What has been mentioned in your Offer/Appointment Letter reg this aspect? While the law has been stated by other members above, your actionable options will depend on these aspects too. Rgds, TS
From India, Hyderabad
snehasismitra
1

NO COMPANY FOLLOW THIS RULES IN INDIA,SECONDLY IN INDIA NO RULES FOR EXECUTIVE AND ABOVE POST,ALL ARE ONLY FOR TECHNICIANS NON EXECUTIVE POST. UPTO SUPERVISOR.
SO THEY CAN EVEN ASK TO YOU TO WORK FOR 20HRS IN A DAY!!!! .

From United Kingdom
saswatabanerjee
2357

Please do not make statements that are wrong and not supported by law.
You will end up misleading people.
All companies in organised sector for these rules.
It is applicable to both factory and offices.
It is applicable to all employees, irrespective of designation. Some of the state rules provide deviations for managers, but that too is restricted to a certain number of people. Not everyone can be a manager.

From India, Mumbai
Anonymous
• 15 Aug
• 26 Jan
• 2 Oct
• 1 Nov (in BLR)

These are holidays that are declared under the Negotiable Instruments Act, 1981.
National and Festival Holiday Act, which is applicable to all establishments in the country, irrespective of under which law it is formed it is mandatory to grant leave on the above listed days
But in case due to some reasons if the organization needs to be functioning on these days, they need to take prior approval from concerned authority.
And the employees those are functioning are entitled to get double wages for the day, and some of the states have placed the provision to claim for compensatory leave.
Not getting an approval in advance may lead to penalties imposed on the organization by the government.

Do not get misled by incorrect information such as no company follows these rules in India. Someone with no experience can claim such fallacy.
These acts/laws are still followed and also the roster is audited in India on an annual basis to review compliance with laws.

From India

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views.







About Us Advertise Contact Us Testimonials
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2023 CiteHR®

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