The leave policy management differs from company to company. In some companies, one day leave can be booked as 2 sessions which means half a day leave is possible.
Employees are entitled to utilize the existing leave balance and in your case yes, the balance of 0.5 days can be availed and as the employee was absent for 1 day, the remaining half day can be deducted from next quarter or year entitlement or simply LOP of half a day.
27th February 2018 From India, Bengaluru
Need a guidance in one more case. As casual leave and sick leave are availed for the current year, if a employee is having opening SL/CL only 5 for the current year. And he was absent for 2 days, can we provide him whole 2 days CL/SL (whichever is applicable) or it will be based on the working such as 5/12=no. of leave earned for the month.
Vidya S. Negi
28th February 2018 From India, Worli
As the entitlement is for 5 days and if employee availed 2 days of leave means, this can be deducted from the entitlement of 5 days.
The pro-rated leave calculation can be done if employee leaves the company. At that time, the entitlement can be calculated for number of months worked and if there is any negative leave balance from employee (availed leave beyond entitlement) this can be deducted from the final settlement.
Meanwhile, I suggest you may think of standardize your leave policy which highlights, total leave entitlement and maximum number of days that can be taken in single slot and the process around this.
In my previous company, the total leave entitlement has been spitted for 4 quarters, this will allow both the employee and employer to manage the leaves effectively.
If employee exhausted the leave balance of 1 quarter, still the entitlement from the next quarter will be taken and the opening balance for next quarter will show (Quarter entitlement - extra leaves taken in previous quarter)
28th February 2018 From India, Bengaluru