COVID-19 Lockdown Dilemma: Should We Mark the Other 15 Days as Leave or Absent?

If we provide 15 days' salary for all employees during this COVID-19 lockdown, how should we mark the other 15 days - as leave or as absent?

There are various things to be formalized with respect to periods of 'lockdown' in the present circumstances.

Leave Policy During Lockdown

In the interim, it would be fair enough that the 15 days of 'unpaid' leave may be treated as 'leave without pay (LWP)' for those who didn't work, likely without a break in service. This period of 'no work, no pay' can also be considered as special casual leave or special leave on medical grounds as per your policy, if any.

However, a few essential staff might have worked the full month, like security personnel who have to be paid for the full month.

There is nothing irrational or unlawful if the remuneration during the 'lockdown' period is restricted to 50% of the pay. This could be termed as a subsistence allowance during the lockdown period.

Yes, those who have been actually working during this period need to be paid their full wages. It should also be ensured that payments to those in the lower strata do not fall below the living wage.