Drafting a Leave Policy for a Graphics Company: How to Balance Deadlines and Employee Satisfaction

As an Assistant HR Manager, I'm asked to draft a leave policy for my company. This is a graphics and animation company, and due to target deadlines, we are not able to give our employees half-day leaves on Saturdays or allow them to leave early. Additionally, most of the employees are not from the hometown. How can I draft a leave policy to satisfy my employees?

Could you please provide information on the types of leave available to your employees? I am particularly interested in knowing how many Casual Leave (CL), Sick Leave (SL), and any other types of leave are offered to your workforce.

Thank you.

You need to express your intelligence and thoughts about the same. I am sure you can find the best solution for it. If I face a similar situation, I simply share it with my employees and inform them that we can provide leave after the target deadlines, so there won't be any need for them to request time off. Alternatively, you can compensate them with a cash benefit.

Kind regards,
[Your Name]

You can allocate a fixed number of sick leave and casual leave days. These leaves should not be carried forward to the following year.

Additionally, based on an employee's total years of service in the company, you could introduce another leave type that accrues monthly or semi-annually. This leave could be carried forward or cashed out at the end of each year.

I hope this information is helpful to you.

Thanks, Amit. However, if they complete the target, there should be a policy that allows them to take a half-day leave. Unfortunately, the boss doesn't agree with this perspective. I'm really confused about how to satisfy both parties.

Within a year, an employee has 7 sick leave days, 7 casual leave days, and earned leave calculated as total working days divided by 20. Additionally, there are 9 national festival holidays.