Understanding Casual and Earned Leave Limits: Can Companies Offer More Than the Standard?

Just a small query. Is there any limitation in the number of casual leave that can be given to an employee? I read across in a few of the discussions where one says 7 CL and one says 10 CL is mandatory. Can there be possibilities where the organization can exceed this number? Are there any such rules?

Also, I read that an employee who has completed 240 days of work is eligible for EL. Are there any limitations on EL as well?

Please refer to the link below: https://www.stacowiki.in/en/acts/st-karnataka/

In general, CL can be awarded a day per month. The above is acceptable as long as sick and earned leaves also adhere to the state's leave rules.

Perusal of the Shops and Establishment Act of the state where your company is situated and the Factories Act, etc., will make you aware of the types of leaves to be granted and certain conditions governing the entitlement and treatment of leave. For example, Sections 79-82 of the Factories Act 1948 deal with leave entitlements, while Chapter 4 of the Karnataka Shops and Establishment Act addresses leave entitlements. Establishments must adhere to the minimum leave entitlements, but there is no restriction on providing more leave.

In continuation of the discussion, I would like to add further as follows:

Leave as a welfare benefit

Leave is a welfare benefit extended to employees under establishment-specific labor legislation. The types and the number of such leave vary according to the type of the establishment. For instance, the workers of a factory under the Factories Act, 1948, are entitled to only one type of statutory leave called Annual Leave with Wages. No statutory provisions for other kinds of leave like casual leave, sick leave, etc., exist because of the shift working pattern and the mandatory seventh-day off following six days of work.

Leave under the Shops and Establishments Acts

Under the Shops and Establishments Acts, employees are entitled to three kinds of leave, namely Casual Leave, Sick Leave, and Privilege Leave. However, some factory managements grant Casual Leave to their workers either as per the Standing Orders or under collective bargaining agreements. Therefore, what a statute prescribes is only the minimum, and it is up to the employers to decide, either on their own or through collective bargaining, the granting of any extra leave or leave in excess of the statutory minimum.

Leave policy considerations

Regarding the aspect of leave availing, such as the combining of various types of leave at a stretch, pro-rata sanction to employees of certain statuses like probationers, FTC employees, the facility of encashment above the statutory provisions, etc., these matters should be included in the Leave Policy of the individual organization.