No Tags Found!

Anupama Saini
5

Dear Raj, I absolutely agree with you thatw e should not mention the number of days for Pl ..beacuse that is the olny reason i too got confused ... Thanks for addressing the right point ... Anu
From India, Calcutta
SHRITHAR
Hi, As Raj had rightly indicated, it is solely under discretion of the company management to decide whether to grant or not to grant PL. Also the period of PL is again decided by the mgmt of a company. Good input from Raj, thnks, KMD Shrithar
From India, Bangalore
cjagadish
7

Hai All,

What is Paternal Leave:

Paternity leave is a paid leave granted by the company to a male employee when he becomes a father

Applicability:

A male employee with less than 2 surviving children may be granted paternity leave for a period of 5 days during the confinement of his wife. It can be availed 15 days before or up to 15 days from the date of delivery of the child. If this leave is not availed within this period, it will be treated as lapsed. (different companies has different time limits to avail this leave & the no of leaves are varying between 3 & 5)

Is there a Law in India?

Even though there is no specific Labor law that enforces this leave, The fifth pay commission of India has suggested this to implement to Government employees in India. Central & State Governments of India has introduced this leave with 15 paid days to its employees.

• Reference for central government leave: No <link updated to site home>

• Reference of all the states statistics: Major Legislations

Even more and more companies in India are increasingly offering paternity leave to their employees. Either 3 or 5 leaves depending on company’s discretion. This is a symbolic gesture that we are participating in the employee’s happiness.

From India, Hyderabad
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.






Contact Us Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2024 CiteHR ®

All Copyright And Trademarks in Posts Held By Respective Owners.