Understanding Our Company's Leave Policy: How Do Different Types of Leave Work for You?

1. Casual Leave (CL)
Eligible from the date of joining on a pro-rata basis.
8 days for a full calendar year.
Credited to the account every year in the month of January in arrears.
Proportionate leave will be eligible for those who join in the middle of the year.

Leave can be used for emergencies, to meet family commitments, or social obligations.
CL can be availed for half a day either in the forenoon or in the afternoon.

2. Sick/Medical Leave (SL)
Eligible from the date of joining on a pro-rata basis.
6 days for a full calendar year.
Credited to the account every year in the month of January in arrears.
Proportionate leave will be eligible for those who join in the middle of the year.

3. Earned Leave (EL)
Eligible after confirmation.
Maximum of 10 days for a full calendar year.
For personal reasons.
The minimum EL to be availed is 5 days. In normal circumstances, leave has to be sanctioned a minimum of 15 days before proceeding on leave.

4. Maternity Leave (ML)
Applicable to all female employees of the company.
12 weeks (90 days) at a time.
For maternity purposes.

5. Loss of Pay Leave or Leave without Pay (LWP)
Applicable to all employees of the company.
When no other leave is available, LWP can be availed only for emergency situations, with a maximum of 10 days. Permission from the Head of the division is needed.

6. Home Return Leave (HRL)
Applicable to employees who return from an onsite job. Refer below.
Home return leave will be availed in the following way:
Any leaves availed over and above the eligible Home Return leave will be adjusted in the categories of CL, SL, EL, and LWP respectively.

Number of Days Onsite | Availability
1-30 days | 1 day
31-60 days | 2 days
61-90 days | 3 days
91-120 days | 4 days

Dear All,

In my company, we have 18 working days of paid leave, excluding 10 listed holidays. Please tell me how to divide these 18 days into EL, CL, and SL.

Regards,
Garima

Dear Garima,

The private company has its own leave policy based on the nature of work and its business. As per your company, 18 days of leave may be given as Privileged Leave. You can avail this leave on the grounds of personal or medical reasons.

Regarding Casual Leave, it is a concession-granted leave that you can take to stay away from the office for a short period, like 1 or 2 days.

Thank you,
Basant

Hi Garima,

Before working out the breakup, it's imperative to know the process of leave accumulation. Can all 18 leaves be carried forward to the next year?

Amit Goyal

Dear Amit/Basant,

Thank you for your quick reply. Since this is a very new company, we don't have such a ready-made policy. I need to work on it, and I am also not friendly with personnel. There will be no carry forward as well as leave encashment. Please suggest.

Regards,
Garima

Hi Garima,

If there is no carry forward or encashment, then you can't categorize these in EL as EL has to be carried forward and encashed mandatorily. You may only categorize the 18 leaves into CL and SL. You may give 12 CLs and 6 SLs per annum.

Amit Goyal

Dear,

Every company has its own leave policy, which is based on the laws of the Shops and Establishment Act and the Factory Act. Afterward, it can be changed at the discretion of management.

Thanks,
Chandan

Dear Garima,

Every company has its own leave policy. However, as per the law, every company must provide a minimum of 7 CL and 7 SL from the joining date of the employee. An employee can take a maximum of two leaves at a time (more with a medical certificate) and up to 15 EL after completing one year of employment, based on the total working days of the employee in the previous year. Earning leave can be calculated as follows: total working days of the employee in the last year / 20. For example, if an employee was present for 200 days last year, they can take a maximum of 10 earning leaves. If an employee joins in the middle of the calendar year, Casual and Sick leaves will be divided proportionately.

Regards,
Raj

Hello Everybody,

I am fresh in the field of HR. At present, I am working in a Software Company in Chandigarh as an Executive HR & Admin, but there is no pure HR work here. Before this, I was working in a company as an Accounts Executive. I worked there for three years, handling Accounts work, ERP operations, and some HR tasks (specifically ESIC). However, I have always been interested in the field of HR. Therefore, I pursued a Post Graduate Diploma in Personnel Management & Labour Laws to enhance my knowledge in areas such as PF, ESIC, Leave Records, Appraisals, etc. I have also studied labor laws like the Minimum Wages Act, Factory Act, PF Act, ESIC Act, Worker Compensation Act, Bonus Act, Industrial Dispute Act, Trade Union Act, and I am familiar with all ESIC and PF forms.

Currently, I feel ready to transition to a new job where I can further develop my skills. Though I have theoretical knowledge, I lack practical experience. I have been offered a job in a new company starting in November 07, and I am considering joining. However, I am hesitant as there is no Personnel Manager position in that company. I am nervous about whether I can handle the role independently. Can you provide me with some guidance?

Regards,

Raj

Dear All,

Hi, I'm Sarita Singh working in an export garment company. Here, I want to know if any employee is taking benefits of ESIC. Suppose a person, Amit, is admitted in ESI for 20 days and he has received 20 days' payment from ESIC. After this, he returned to the company and resumed work. Two to four weeks later, he takes 1-2 sick leave days due to illness. I want to ask whether the employer will pay for this sick leave or not.

Thanks,
Sarita Singh