Understanding Casual Leave: Do You Need a Minimum Number of Working Days to Qualify?

Minimum Working Days for Casual Leave

Is there any minimum number of working days required for availing casual leave? For example, in any company, one day of casual leave is credited to an individual's leave account on a monthly basis in advance. If an individual works only for 7 days, including one day of casual leave, are they authorized for the full 7 days?

Please clarify.

Regards,
KJ Rao

CL is not entitled to encash. There is no provision for any type of leave except EL and maternity. CL is granted based on the company's policy and the discretion of the employer.

There is no minimum working day requirement for crediting CL in any employee's account. When an employee joins a new organization, from the first day, they will be entitled to CL & SL as per the Labour Law of the state.

Regarding FnF for Seven Days

There is no FnF required for seven days of service. However, you can proceed as per your company policy.

Regards.

Clarification on Salary and Casual Leave

Please see the following points:

1. If an individual works for 1 day and the next day takes a CL, and on the 3rd day, he leaves the company, is he eligible for 2 days' salary in full and final?
2. Is it reasonable?
3. We cannot deduct salary since there is no minimum working day requirement for availing CL.
4. Full and final payment is a must even if it is for 1 day, as we cannot deny the salary of any individual even though it is for one day.

Regards,
Jagan

Eligibility for Leave and Salary in Short Employment Duration

If an employee joins, works for one day, takes leave, and resigns on the third day, he is eligible for one day's salary only. This is because any leave is applicable to employees who are in continuous service. When one works for a day, takes leave, and leaves, there is no continuity of the contract of employment, and he is considered to have resigned on the second day itself.

I hope my colleagues will give feedback on my view.

Regards

Further to my view on the query raised by you, I also wish to bring to your knowledge that even though there is no requirement of working days for CL eligibility, in practice, for all purposes, a CL is allowed after the employee works for two weeks or more.

Thank you,

Regards,
N. Ragavendiran

If an individual works for 1 day and the next day takes a pre-approved CL, and on the 3rd day leaves the company, they are eligible for 2 days' salary. However, if the CL is not approved, they are eligible for 1 day's salary only.

In my opinion, yes, it is reasonable. We cannot deduct salary since the CL is already approved. But, if the CL is not approved, then we can deduct that one day.

Full and Final Settlement (FnF)

FnF is not just for clearing the due wages; it is for the settlement of all such dues like Gratuity, Leave Encashment, Bonus, LTA, Mediclaim, and other earnings as well as reimbursements, if any. In this case, which is not required. So, it is better to pay the earned wages through a voucher, and the payment can be made by cheque.

Hope this will help you.

Casual leave is not eligible; there is a one-month period of service required to get CL. It's up to the employer to provide.

I agree that as per the S&E Act, an employee who has completed a period of one month in continuous employment shall be entitled to not less than one day's casual leave for every month. However, nowadays, most companies credit eligible leaves in advance.

In some companies, there is a policy to credit one day of leave for every 11 working days. Is there any basis for this 11 working days?

Regards,
Jagan