Notice Period Dilemma: Can You Take Leave and Will HR Approve It?

I have one question: If a person has given a one-month notice period, are they eligible to take leave during the notice period? Can HR/HOD approve the leave during the notice period?

Thank you.

Hi Vanita,

As you are aware, a notice period is given so that the company can have enough time to find a replacement or you can train the replacement for that particular position. Hence, the approval of leave during the notice period is entirely at the hands of the management. The only way a leave can be approved is if you have a valid doctor's certificate and you apply for sick leave; in this case, the company has no right to deny you a leave (e.g., complications during pregnancy). Now, the management can decide to approve your leave based on your application and reason for leave but ask you to extend your notice period by the number of days you have applied for leave. This solution is beneficial for both the company and the employee.

Thanks & Regards,
AJ

Hi Vanita,

Approval of leave during the notice period is entirely at the hands of the management. Leaves taken during the notice period should be granted in extreme cases and should be given as LOP, and the notice period is extended by the number of days the leaves were taken. Taking leaves during the notice period displays a casual attitude towards work during those days and shows a lack of seriousness without a genuine reason.

Warm Regards,
Carol S

Hi AJ,

I have a query regarding the notice period in my company, which is 2 months. Is it compulsory to work or can I take leave during the notice period? The issue is that I am supposed to report to the new company within a month. However, my current reporting manager insists that I must work for the full 2 months; otherwise, he will not provide me with the relieving order and other settlements.

In this scenario, how can I report to the new company? Please help me out.

Thanks & Regards

Dear Vanita,

If he has sufficient leave balance, based on the approval from his functional head, we will allow him to take leave.

Regards,
Arunananth

Hi Saran,

This has been an issue haunting the people during the notice period for a long time. Since your manager is adamant about the fact that he won't relieve you before two months, he has issues with you leaving the company.

The only solution you have is to get in touch with your new firm and discuss this with the concerned line manager and HR. It's better to have a meeting with both of them in the same room. Some companies can arrange for you to join without the relieving letter when cited for such a reason; you might have to submit a letter stating the reason for the inability to furnish a relieving letter. Also, the date of joining can be extended.

The other solution is not so ethical but is common, which is to submit a medical certificate, but this again is better if discussed with your new firm. Also, you can forgo the month's pay; that's what they can legally deduct if you don't finish your notice period, but the rest of the benefits have to be cleared for you by your current employer.

Thanks & Regards,

AJ

There are two issues raised here.

1. Can an employee take leave during the Notice Period?
Legally, an employee can take the balance leave in his credit. Many companies sanction a few days of leave. It is just like availing leave during normal days.

2. Relieving before the notice period
With due respect to youngsters, I have come across this problem with younger age groups throughout my career. Departmental Heads with less experience insist on this. Similarly, youngsters, while negotiating with the new employer, agree to join early. When we select a person, we know he needs to serve the notice period. Instead, we ask them to join immediately. We also promise that we will pay the notice pay. But when it comes to relieving, we will insist that he needs to complete the notice period! What a paradox!!!

In my opinion, if an employee wants to quit today, I will relieve him then and there provided he hands over properly and pays the Notice Pay.

Siva

1. Considering the nature of projects and the difficulty in finding a replacement, the companies want the person to stay during the notice period. It is always better to have a smooth exit from the present organization. People should plan ahead to maintain good relationships with both companies.

Good articles:

1. [The Hindu: Opportunities / Career Clues: Five tips to manage notice period woes](http://thehindu.com) *(link updated to site home)* ([Search on CiteHR](https://www.citehr.com/results.php?q=The Hindu Opportunities Career Clues Five tips to manage notice period woes) | [Search on Google](https://www.google.com/search?q=The Hindu Opportunities Career Clues Five tips to manage notice period woes))

2. [outlookmoney.com: Smooth exit ahead](http://outlookmoney.com/scripts/IIH021C1.ASP?SectionID=10&CategoryID=52&ArticleID= 6792&search=Y&SecID=0&SearchFor=1&txtSearch=notice +period)

Any comments?

Hi,

Approval of leave during the notice period is at the discretion of management. If anybody takes leave during the notice period, his/her notice period will be extended by the number of days on which leave is taken. It is mandatory to inform the management in advance about any such leave.

Thanks,
Meghana

To make HR circular for the notice period during holidays, it is essential to communicate effectively with employees. During holiday periods, especially when the notice period may overlap, HR should ensure that all communication is clear and concise. This can be achieved by sending out a formal circular detailing the process and expectations regarding notice periods during holiday times.

The circular should outline how employees should request leave during holidays and the procedures they need to follow if they need to provide a notice period during this time. It should also specify any exceptions or special considerations that may apply during holiday periods.

Furthermore, HR should be available to answer any questions or provide clarification regarding the notice period during holidays. By being proactive in addressing potential issues and providing clear communication, HR can ensure a smooth process for both employees and the organization.