How Should We Handle Sick Leave During an Employee's Notice Period?

Hi all!

Hope everyone is doing well.

I have a query on how to handle leave during the notice period of an employee. Generally, our organization does not grant leave during the one-month notice period. But, what if an employee genuinely falls sick? Sick leave can't be planned, can it? So, should an employee be released on the same date as promised at the time of resignation, or should the number of days be added to the notice period? Please help as we might need to revise the existing policy.

Please provide your comments and suggestions.

Regards,
Vasudha.

Hi,

This depends on the organization's policy. In our organization, an employee can avail SL (sick leave) during the notice period. However, CL (casual leave) and PL (privileged leave) can't be availed. In this case, we can't ask the employee to extend his/her notice and relieve him/her on the said date.

Hope this helps.

Regards,
Meenakshi

Hi Vasudha,

The employee can avail leave during the notice period, but those leaves must be in the accounts. They can also avail of paid leave (PL) which will be adjusted with their notice period. Employees are eligible to use leaves that are available in their accounts.

However, leave policies may vary from company to company as each organization has its own HR policies. In one organization where I worked, we allowed employees to take leaves during their notice period, and these leaves were adjusted from their remaining notice periods.

Regards,
Amit Seth

Hi Vasudha,

As per the situation, you will be deducting the salary for the employee, but will you consider those number of days towards the notice period? If not, the employee is losing his salary as well as the notice duration. I believe that as of now, you can make an exception for his leaves. In the future, you will have to re-look at the policies and the exceptional cases.

Regards,
Aditi