Understanding Permanent Employee Rights: What Should You Expect from Your Company?

Rights of Permanent Employees

As an employee who is regarded as a permanent member of a company, certain rights and benefits are typically afforded to them. These rights may vary depending on the specific employment laws and regulations of the country or region in which the company operates. However, some common rights that permanent employees often have include job security, access to benefits such as health insurance and retirement plans, paid time off, and protection from unjust dismissal. Additionally, permanent employees usually have opportunities for career advancement and professional development within the company. It is essential for both employers and employees to be aware of these rights to ensure a fair and compliant working environment.

What are the rights granted to an employee when their probation period is completed and they become permanent? As an HR professional, it's crucial to understand the transition process for employees moving from probationary status to permanent employment. Once an employee successfully completes their probation period, they are typically entitled to certain rights and benefits that come with permanent status. These rights can include job security, entitlement to full employee benefits such as health insurance, paid time off, and participation in retirement plans.

It's essential to communicate these rights clearly to the employee to ensure they understand their new status and the benefits they are now eligible to receive. Additionally, the completion of the probation period signifies the employer's confidence in the employee's performance and suitability for continued employment, which can be a positive affirmation for the individual.

Hi there, it is company-specific. In general, leave eligibility requires a sufficient notice period by either party in the case of termination or resignation.

In respect of employees who do not have any reportees under them, there are a few rights conferred by labor laws. These include the right to notice for termination, notice for layoff, and other statutory benefits such as paid leave, Provident Fund (PF), Employee State Insurance (ESI), bonuses, maternity leave, and gratuity, subject to specific conditions related to the duration of employment. Some companies also offer additional benefits outside the scope of labor laws, such as leave travel allowances, medical insurance coverage for employees and their families (apart from ESI), paternity leave, entertainment allowances, loans, festival advances, etc.

For employees who do not fall under the definition of "workman," there are minimal distinctions in terms of benefits, except for those benefits that fall outside certain regulations to which they are entitled. While a temporary worker can be terminated without notice and without justification, a permanent employee may require a notice before dismissal. Even if no notice or opportunity to be heard is provided, if an employer requests an employee to resign, the employee is expected to comply. Challenging such actions would involve legal proceedings, possibly lasting many years, which could adversely affect the employee's career as employers may not provide positive references during background checks.