How Should HR Handle Leave Requests Around Holi with the Sandwich Policy in Mind?

Hello All, As an HR professional, I am a little confused between the management's decision and the employees'. Many of the employees are applying for leave on the occasion of the Holi Festival, i.e., 8 March 2023. We are having off on the occasion of Holi (8th March 2023) but not on 7th March. Nonetheless, employees are applying for leave on 7th March. Sandwich Policy Query So, according to the Sandwich Policy, should we merge both days, 7th and 8th March, in the event that any public holiday falls between these days? Thanks in advance. Please provide your valuable feedback.

Sandwich Leave Policy

Sandwich leave is purely an internal policy. If you are a factory and you are following the leaves as per the Factories Act, then no kind of sandwiching is permissible. Even the Shops Act is silent about sandwiching. However, when you have a leave policy that gives employees better leave benefits than what is provided under the applicable Acts, then you can include sandwiching.

Under the sandwich policy, the holiday intervening two holidays will be lost as sandwiched. That means, if the holiday falls on 8th March, and an employee takes leave on the 7th as well as the 9th, then the holiday of the 8th will be lost. At the same time, if the employee takes leave on the 7th but is present in the office on the 9th, then there is no way the holiday of the 8th will be lost as sandwiched leave.

Instead of making decisions on a case-by-case basis, it is advisable to establish a policy regarding this matter. The aforementioned guidance provided by the experienced senior could serve as the standard for this purpose. It is recommended to consider making the policy more lenient.

In your case, since Holi falls on 8th March 2023, the Sandwich Policy would only be applicable if there is a public holiday between 7th and 8th March 2023. If there is no public holiday, then the Sandwich Policy cannot be applied, and employees would have to take leave on 7th March 2023 separately.

However, you also mentioned that many employees are applying for leave on 7th March. It is essential to consider the reasons for their leave requests and whether the organization can manage their absence without significant disruption to its operations. Additionally, the organization's policies on leave approval and employee welfare should also be taken into account when making the decision.

In conclusion, you should review your organization's policies and guidelines and assess the situation based on the specific circumstances of your organization. You may also consult with the management and HR team to determine the best course of action that balances the needs of the employees and the organization.