My workplace has a notice period of 30 days, and I have sent in my resignation. I am aware that it is not allowed to take leave during the notice period, but would it be possible for me to take leave if they are unpaid?
From India, Delhi
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From India, Delhi
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Yes, you can take leave after your resignation. Thanks& Regards Rekha
From India, Mumbai
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2From India, Mumbai
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Hi, in general, notice periods are meant for handing over/completing your responsibilities. Hence, most employers direct employees to complete the notice period without any leaves. However, if you are planning for leaves due to compelling situations, you can discuss with your employer and plan for leaves. Your employer might extend the notice period and advise to compensate the leave days.
From India, Madras
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From India, Madras
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Dear friend,
"Notice Period" being the predetermined period of transition between the date of receipt of the orders of termination or letter of resignation, as the case may be, and the last working day of the employee, it is not a different phase in respect of conditions and benefits of employment. In this perspective, an employee, during the phase of his notice period, is entitled to avail any leave at his credit that would otherwise get lapsed.
However, the prevalent industry practice is that the sanction of leave is denied during the notice period for reasons like compelling the outgoing employee to tie up any loose ends, imparting orientation to the substitute, getting no objection certificates from various internal departments, etc. Nevertheless, reasons like sudden illness, personal accidents, etc., can justify the grant of leave applied for. In such situations, I am sure that no employer would be indifferent or inhuman. Restrictions are placed, in general, to discourage the tendency to enjoy leave during the notice period simply for the sake of its availability. One should remember that no leave can be claimed as a matter of right, nor it can be simply rejected mechanically. It depends.
From India, Salem
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"Notice Period" being the predetermined period of transition between the date of receipt of the orders of termination or letter of resignation, as the case may be, and the last working day of the employee, it is not a different phase in respect of conditions and benefits of employment. In this perspective, an employee, during the phase of his notice period, is entitled to avail any leave at his credit that would otherwise get lapsed.
However, the prevalent industry practice is that the sanction of leave is denied during the notice period for reasons like compelling the outgoing employee to tie up any loose ends, imparting orientation to the substitute, getting no objection certificates from various internal departments, etc. Nevertheless, reasons like sudden illness, personal accidents, etc., can justify the grant of leave applied for. In such situations, I am sure that no employer would be indifferent or inhuman. Restrictions are placed, in general, to discourage the tendency to enjoy leave during the notice period simply for the sake of its availability. One should remember that no leave can be claimed as a matter of right, nor it can be simply rejected mechanically. It depends.
From India, Salem
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