From legal perspective, the provision for Casual Leave allowed to the workers of the factory so far becomes a customary concession or privilege under item no. 8 of the Schedule-IV of the IDA, 1947. Therefore, as employer, you cannot dispense with it without issuing a notice u/s 9-A or under a bilateral settlement with the workers.
If such employees WFH are employed in an establishment other than a factory, you have to see whether there is provision for CL in the employment-specific labor law applicable thereof.
That apart, how do you think that CL becomes redundant in respect of WFH employees? Are they not required to get logged on compulsorily during the entire normal working hours?
From India, Salem
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