How Should We Handle Leave for Employees Completing Probation Right Before Year-End?

Leave Policy for Permanent and Probationary Employees

We have a leave policy in which we provide 4 SL (Sick Leave) and 4 CL (Casual Leave) to our permanent employees in April, the start of every financial year. This allocation will expire at the end of the financial year, in March. For employees under probation (6 months), we allocate 2 SL and 2 CL initially. Upon successful completion of probation, we add 2 SL and 2 CL to their account, which also lapses at the end of March.

Handling Leave for Employees Completing Probation in March

If an employee joins on September 1st and completes probation on March 1st, what should we do for these employees? Should we grant them 2 SL and 2 CL for March and let it lapse, then add 4 SL and 4 CL for the next financial year?

We appreciate your valuable feedback on this matter.

Would have been better had you mentioned the type of your establishment - a shop or establishment covered by the Shops and Establishment Act or a factory under the Factories Act, 1948, and the like. As far as I know, no establishment-specific labor law differentiates workmen/employees as permanent, probationer, etc., in respect of leave benefits under it. Of course, it is not unlawful to allow probationers to avail of any leave on a pro-rata basis based on the length of their service in the organization. Similarly, certain kinds of statutory leave like C.L, S.L, etc., are calendar-year basis only.