Resigned but Need a Break: Can I Take Leave During My Notice Period?

I have submitted my resignation. Can I take leave?

Dear,

There is no rule which says you cannot take leave during the notice period. You can definitely take leave.

Yes, dear, you can take leave as per your company's leave rules. There is no restriction to take leave.

Regards

You can take leave under annual leave. If you have any offs pending, you can utilize that as well.

Hi,

You can certainly take leave; however, that will not count as your notice period served. You will have to work for the complete notice period. If it is 30 days, then complete 30 days. If you take leave in between for a day, it means you have extended one more day of yours in the company.

Thanks & Regards,
Nammu

You can definitely take, but you can't have paid leave. When you resign, all your paid leaves will be withdrawn.

But such leaves should be adjusted into the balance leaves if the person has any, which are supposed to be adjusted at the time of full and final settlement. Please correct me if I am wrong.

Regards,

Yes, you are absolutely correct, Sharmaneesu.

Vishal, you can go for a leave during the notice period.

Regards,
Jigar M.

Do check your company policy regarding leave during the notice period. In some organizations, if you take leave during the notice period, the duration of your notice pay is increased by the number of days you take off.

Regards,
Payal.

Why are you asking us? Have you spoken to your company's HR? What are the company rules and regulations?

Notice period means that you will be available to the organization for the stipulated number of days laid down as notice period. Hence, that itself means you will be present for those number of days. So, if you proceed on leave, you are available for fewer days according to the notice period. In that case, the company can deduct the payment against the notice period for those days you want to be on leave.

In case anyone disagrees, please revert back with justification.

With Regards,
Animesh

Hi,

As per our company policy, employees in NP cannot take leaves unless and until there is a serious problem (health issue, family emergency, etc.) and they extend for that number of days. It is better to avoid leaves in the NP.

Regards,
Archana

Please check with your company policy. Some companies encash the leave at the time of resignation, or it can be adjusted with your notice period. If you have any earned leave balance, then you can obviously take the leave.

Regards,
Anupam

Dear,

In the notice period, if I am not able to perform due to illness and I don't have any balance leave, what should I do? Will it count as loss of pay, or do I need to produce any evidence of illness to receive my salary, or can I work for those absences?

It actually depends on the notice days and the pending leaves that you stay with. Later, it depends on whether you sell them back to the company or make use of them to serve your notice.

Payal is right, the policies differ from company to company. In some cases, the leave taken during the notice period is not only without pay but also doubled. For example: 1 day of leave is considered as not reporting for 2 days. In such cases, if you don't have sufficient leave balance to settle, it amounts to recovery.

Regards,
Swapnali

There are no specific rules for availing leaves during the notice period, but before doing so, the Leaves Rule under the Standing Orders of the Company should be referred to. Whatever you do, do it legally and with full confidence.

Regards,
Saurabh Sharma

Dear All,

It would be better if the company mentions the status of leave during the Notice Period in its Leave policy. Misinterpretation of the notice period and leave saga shall come to an end. If the company does not specify this in the policy, the law is very clear on the concept of the Notice period, which states that no leave is permissible to interrupt the Notice unless permitted by the management; otherwise, an employee is required to fulfill their part to complete the period. A shortfall in notice period days may even allow the management to force an employee to complete an extended period equal to the leave taken or through the apportionment of a deduction of pay. The company may claim non-completion of assigned work that is required to be completed, thus forcing an employee to work.

Hope this provides some insight into the Notice period debate.

Rajpal

Hi All,

Yes, it varies from organization to organization, so one should act according to the organization's policy.

Regards,

Bimlesh K. Bibhakar