Dear Navya,
Paid employment is basically a contract and as such its essential principles are governed by the provisions of the Indian Contract Act,1872. However, the contracts of employment in respect of ' workman ' cadre employees should conform to the labor standards prescribed in every labor law applicable to the establishment and to such employees concerned as well. In the event of any deviation from such statutory conditions, the Labor Courts and Tribunals constituted under the Industrial Disputes Act,1947 are empowered to interfere and modify the terms of the contract or impose a new contract upon a reference by way of an industrial dispute. Therefore, it is important to mention the factual position as to the cadre of the employee whenever you raise a question like this.
Coming to your query now, Leave benefits include various kinds of leave such as Casual Leave, Sick Leave, Earned or Privilege Leave, Maternity Leave etc., and their maximum limits, method of their calculation etc.
If the probationer is a workman cadre employee, he is entitled to all the leave benefits under the establishment-specific labor law applicable or the service conditions prescribed under the Standing Orders. In case of denial by the employer, he should raise a dispute u/s 2(k) of the ID Act,1947 through the trade union in which he is a member or lodge a complaint with the enforcement officer as the case be. If he belongs to managerial cadre, he can institute a Civil Suit against his employer if the leave benefits mentioned in the contract of employment are denied because of his probationary status.
But one should think before resorting to such legal remedy for it can be at the cost of his employment if the employer happens to be unscrupulous.