Asso.prof.(commerce & Management)
Hr Manager
Vaishalee Parkhi
Hr Consultant & Trainer
Hr Executive

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hi all, Is sick leave carried forward and encashable?
From India, undefined
Generally Sick leave can be carried forward, may be upto a maximum limit, say upto 250 days, beyond which elapses. However no establishment would allow encashment of unutilised sick leave. But you can encash Earned/Privilege leave during on sick leave. All depends on the leave policy of the establishment.
From India, Bangalore
So, may I know, who is eligible for paid sick leave. A person salary is 30k and he is in sick leave for 8 days. He asked me to pay for that. Can we pay him.?
From India, undefined
Hello Mr. Satish Chandra, With respect to Sick leave, it can be carried forward but can not be en-cashed.
From India, Pune
Hi mam, My question now is: My company comes under the purview of shops and establishment act. Who is eligible for sick leave now.? Someone told me that an employee who covered in esi only eligible
From India, undefined
Leaves in general, whether casual leave or sick leave can not be encashed. It is only Earned leave (Privilege leave) that can be encashed - limit of encashment depend upon company to company.
Casual Leave can not be encashed and can not be carried forward. Unavailed portion of CL shall automatically lapse at the end of year.
Sick leave can not be encashed but can be carried forward. Carry forward limit depend upon company to company.
Sick leave can be given to employees who are out of the purview of ESI.

From India, Aizawl
OK sir but an employee has taken 7 days sick leave. He is not covered under esi act. Now, he is asking for payment for those 7 days. What should I do now.? In this case
From India, undefined
Hello Satish Chandra,
If he is not covered under ESI that means his 7 days were unpaid leaves? Did he not have any balance leaves with him?
Kindly refer your Leave policy. If not, it is better you make it and give it to understand to all staff there. You can get help from an expert in this regard.
Moreover, in your post you should have given all the details instead of in bits and pieces. It would have been helpful think about the whole situation and then answer.

From India, Pune
OK sir.
I need to frame leave policy for my organization and I am unable to understand the sick leaves particularly.
That is why in a bit of confusion I have been asking my queries with a bit info.
Thank you.

From India, undefined
As you are aware Employees are in two categories, One group those are covered under ESI Act and the other group Not covered under ESIC. Granting leave is the prerogative of employer for both the categories. However during the period of approved leave (casual leave or PL/EL or Sick Leave (Medical/Maternity Leave) the salary have to be claimed from ESIC in respect of those covered under ESIC whereas for those not covered the employer disburses the salary during sick leave period. Again the ESI will be under obligation subject to/only when the ESI contributions for the concerned were actually recovered & remitted to ESIC. On the contrary if for any reason if the ESI contribution, either failed to recover from employees' salary/or failed to remit after recovery rendered the concerned employee ineligible to receive sick leave benefits from ESIC. So it's the primary obligation on the part of employer to ensure not only to recover but also remit recovered contributions to ESI in time.
If you are in need of model Leave policy please browse on the links appearing on the right of your screen or use search options box at the top for help. After thoroughly understanding what's what, if queries arises please ask them here for members to respond. Also study how the ESI scheme operates from the notes provided in their web portals.

From India, Bangalore
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