Hi,
I want to know if accumulated SL can be lapsed or not. Is it illegal to lapse all the SL of employees in the coming year? For example, if an employee has 15 SL as a balance from the year 2009, can it be lapsed, or do we have to carry forward these leaves to the next year?
From India, Gurgaon
Acknowledge(0)
Amend(0)
I want to know if accumulated SL can be lapsed or not. Is it illegal to lapse all the SL of employees in the coming year? For example, if an employee has 15 SL as a balance from the year 2009, can it be lapsed, or do we have to carry forward these leaves to the next year?
From India, Gurgaon
Acknowledge(0)Amend(0)
Hi! Only PL are the leaves which have to be carry forwarded. CL & SL are normally not carry forwarded by many companys. These leaves get lapsed every year. Chitra
From India, Mumbai
Acknowledge(0)Amend(0)
24From India, Mumbai
Acknowledge(0)Amend(0)
Normally SL wil carry forward to the next year as per the factories Act.pls go through the leave Rules
From India, Hyderabad
Acknowledge(0)Amend(0)
From India, Hyderabad
Acknowledge(0)Amend(0)
There are different rules in every organization. It depends on the HR manual of the particular organization as to which rules they are following. Normally, EL is the only leave that carries forward and can be encashed as well. In some organizations, SL can be carried forward, but it is certain that CL never carries forward.
- Ashok (HR & Payroll Executive)
From India, New Delhi
Acknowledge(0)Amend(0)
- Ashok (HR & Payroll Executive)
From India, New Delhi
Acknowledge(0)Amend(0)
Dear doll Actually it depend upon the company policy. As per the labour laws neighter it has carry forwarded in next year nor encash. Thanx Bala Panmand
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
Actually, it depends on the company's policy. In our company, SL and EL are carried forward and can be accumulated up to 60 days, beyond which they lapse. Unavailed CLs are encashed at the end of the year.
From India, Hyderabad
Acknowledge(0)Amend(0)
From India, Hyderabad
Acknowledge(0)Amend(0)
Dear Friends,
Sick leave (SL) can be carried forward as per company policy, and the leave will not be reimbursed on the date of leaving. It also depends upon the nature of the job. If the management is unable to grant leave (CL+SL=PL) within a calendar period (Jan to Dec), the leave can be extended to the next year with limitations.
However, it purely depends upon the policy of the company/organization.
Regards,
Alphonse
9443625359
From India, Madras
Acknowledge(0)Amend(0)
Sick leave (SL) can be carried forward as per company policy, and the leave will not be reimbursed on the date of leaving. It also depends upon the nature of the job. If the management is unable to grant leave (CL+SL=PL) within a calendar period (Jan to Dec), the leave can be extended to the next year with limitations.
However, it purely depends upon the policy of the company/organization.
Regards,
Alphonse
9443625359
From India, Madras
Acknowledge(0)Amend(0)
Dear,
Usually, these sick leaves are to be granted under either of the Acts, whichever is applicable to the establishment, i.e., State Industrial Establishment (National & Festival and Casual & Sick Leaves) Act and the State Shops & Establishment Act. These Acts provide the bare minimum leaves which are compulsorily to be granted in compliance with the law, and thereafter, you may make a leave policy on better terms for your employees. If you make a policy, then you are to adhere to that policy for such leaves.
R.N.Khola
From India, Delhi
Acknowledge(0)Amend(0)
Usually, these sick leaves are to be granted under either of the Acts, whichever is applicable to the establishment, i.e., State Industrial Establishment (National & Festival and Casual & Sick Leaves) Act and the State Shops & Establishment Act. These Acts provide the bare minimum leaves which are compulsorily to be granted in compliance with the law, and thereafter, you may make a leave policy on better terms for your employees. If you make a policy, then you are to adhere to that policy for such leaves.
R.N.Khola
From India, Delhi
Acknowledge(0)Amend(0)
Normally, the company would have the practice of carrying forward the SICK leave and allows to encash the CL at the end of the calendar year. This is in view to restrict the employees from taking often unwanted CL. Moreover, leave should be granted on medical grounds, so SL carry-forward is encouraged. This is the true ER welfare policy.
From India, Tiruchchirappalli
Acknowledge(0)Amend(0)
From India, Tiruchchirappalli
Acknowledge(0)Amend(0)
Excellent answer!!
This is what good companies should do.
I also wish to correct a few misconceptions:
Generally, casual leave should not be carried forward or made encashable as its purpose is to allow for unforeseen and unfortunate incidents that employees may need to attend to during the year.
All PSUs allow the carry-forward of "Sick Leaves." To be precise, it is not exactly in the form of sick leaves but "Half Pay Leaves." Generally, apart from earned leave, there is a provision of 20 Half Pay Leaves per year, debited at the end of the calendar year, which can be used for sickness. In this case, for each one day of sick leave, 2 Half Pay Leaves are credited from the accumulated Half Pay Leave account. Half Pay Leaves are generally allowed to accumulate up to 500 days beyond which they do not accrue until the balance comes down from 500. Half Pay Leaves are generally not encashable except at the time of cessation of service.
I hope the above information will add to everyone's knowledge about the nature of Half Pay Leave and sick leave, in general.
As far as welfare policy is concerned, no company can match the PSUs whose primary core value is 'Concern for People.'
Warm regards.
From India, Delhi
Acknowledge(0)Amend(0)
This is what good companies should do.
I also wish to correct a few misconceptions:
Generally, casual leave should not be carried forward or made encashable as its purpose is to allow for unforeseen and unfortunate incidents that employees may need to attend to during the year.
All PSUs allow the carry-forward of "Sick Leaves." To be precise, it is not exactly in the form of sick leaves but "Half Pay Leaves." Generally, apart from earned leave, there is a provision of 20 Half Pay Leaves per year, debited at the end of the calendar year, which can be used for sickness. In this case, for each one day of sick leave, 2 Half Pay Leaves are credited from the accumulated Half Pay Leave account. Half Pay Leaves are generally allowed to accumulate up to 500 days beyond which they do not accrue until the balance comes down from 500. Half Pay Leaves are generally not encashable except at the time of cessation of service.
I hope the above information will add to everyone's knowledge about the nature of Half Pay Leave and sick leave, in general.
As far as welfare policy is concerned, no company can match the PSUs whose primary core value is 'Concern for People.'
Warm regards.
From India, Delhi
Acknowledge(0)Amend(0)
Dear Member,
First, we need to finalize the applicability of the Act on the establishment and then go through the provisions relating to grant, eligibility, and accumulation of EL. Having a list of companies does not seem to be possible.
With Regards,
R.N.Khola
From India, Delhi
Acknowledge(0)Amend(0)
First, we need to finalize the applicability of the Act on the establishment and then go through the provisions relating to grant, eligibility, and accumulation of EL. Having a list of companies does not seem to be possible.
With Regards,
R.N.Khola
From India, Delhi
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Leave Policy.doc