Is It Fair to Have a Single Leave Policy Without CL, SL, and PL Categories?

Hello all and thanks in advance. Here, where I am currently working, they have not bifurcated the leaves under different heads like CL, SL, and PL. We give a specific amount of leave to every employee, and they need to avail these leaves in a year. Ten can be carried forward, and the remaining would lapse. Is this the correct policy to follow?

The nature of your employer has not been given. However, various legislations such as the Factories Act, Shops & Establishment Act, etc., have prescribed a certain number of annual leave days to be granted to employees. The establishment may determine the number of days of leave based on the understanding between the employer and employees (either informal or through their unions) and divide the number of days into various types of leave like medical/sick, privilege, etc., subject to the minimum number prescribed under the relevant Act.

You may go through the relevant Act applicable to your establishment and decide whether the employer is complying with at least the minimum number of days of leave.

Regards

Thank you very much for your consideration. Moreover, it is an IT firm, and I am aware of this bifurcation policy, like how SL, CL, or PL/EL would be activated in an employee account. However, my concern here is that in this firm, they have not bifurcated the leaves accordingly. So, can I continue with the same policy, or do I need to change it? Both the employer and employee are satisfied with the current leave policy that I have mentioned in my first thread.

Regards,
Dn - Knowledge HR