Hi Please confirm how to count EL. Is Sunday(weekly Holiday) count as working day or not?
From United States, Palo Alto
Acknowledge(0)
Amend(0)
2From United States, Palo Alto
Acknowledge(0)Amend(0)
EL shall be only on actual working days. In a year, an employee worked for 280 days + 53 woffs + 12 holidays + 12 CLs + 8 EL.
According to the company's leave policy, an employee is eligible for 1 EL for every 20 working days. In the above scenario, the employee only receives 14 ELs for 280 working days.
I believe you are clear.
Regards, Kamesh
From India, Hyderabad
Acknowledge(0)Amend(0)
According to the company's leave policy, an employee is eligible for 1 EL for every 20 working days. In the above scenario, the employee only receives 14 ELs for 280 working days.
I believe you are clear.
Regards, Kamesh
From India, Hyderabad
Acknowledge(0)Amend(0)
Dear Gauri,
Please confirm how to count EL?
EL calculation will be different for government and Pvt organizations.
In a government organization, 2.5 days of EL are given for a month, making it 30 days in total (15 days credited in January and July for every completed year). On the other hand, a Pvt company usually provides 1 day of EL for every 20 days worked in the previous year, totaling to 18 days in a year. However, some companies now offer 30 days as APL (All Purpose Leave).
Is Sunday (weekly holiday) counted as a working day or not?
Yes, if the employee is paid for 30/31 days in the month, Sunday is considered a working day. However, in some factories or contract labor setups, wages are calculated for 26 days, and Sunday is designated as a rest day (a day of rest is given for every 6 days worked).
From India, Mumbai
Acknowledge(0)Amend(0)
Please confirm how to count EL?
EL calculation will be different for government and Pvt organizations.
In a government organization, 2.5 days of EL are given for a month, making it 30 days in total (15 days credited in January and July for every completed year). On the other hand, a Pvt company usually provides 1 day of EL for every 20 days worked in the previous year, totaling to 18 days in a year. However, some companies now offer 30 days as APL (All Purpose Leave).
Is Sunday (weekly holiday) counted as a working day or not?
Yes, if the employee is paid for 30/31 days in the month, Sunday is considered a working day. However, in some factories or contract labor setups, wages are calculated for 26 days, and Sunday is designated as a rest day (a day of rest is given for every 6 days worked).
From India, Mumbai
Acknowledge(0)Amend(0)
Hi All,
Thanks for it, but I want to know if we are Non-ESI, then how many total leaves we get in a full year. We work in Uttarakhand and we are covered under the factory act as well. So, can you please tell us how many leaves we get in a full year. EL + CL + SL = ?
From United States, Palo Alto
Acknowledge(0)Amend(0)
Thanks for it, but I want to know if we are Non-ESI, then how many total leaves we get in a full year. We work in Uttarakhand and we are covered under the factory act as well. So, can you please tell us how many leaves we get in a full year. EL + CL + SL = ?
From United States, Palo Alto
Acknowledge(0)Amend(0)
Hi Gauri,
As per the Factory Act of 1948, employees who work for more than 240 days in a calendar year (only physical working days) are eligible for earned leave (EL). It should be calculated on a prorate basis, i.e., 1 day of leave for every 20 physical working days. Please note that those who do not complete 240 physical working days will not be allowed to apply for any earned leave.
There is no provision for casual leave in the labor act; it is a part of the organization's leave policy, and the core management can decide on providing casual leave (CL).
As per the ESI Act, employees are eligible for sick leave (SL). However, since your organization is not covered under ESI, you are not obligated to provide any sick leave to employees. Once again, the decision to provide sick leave to employees in the leave policy should be made by your core management.
Regards,
Dnyaneshwar
020-30473198
Regards,
From India, Pune
Acknowledge(0)Amend(0)
As per the Factory Act of 1948, employees who work for more than 240 days in a calendar year (only physical working days) are eligible for earned leave (EL). It should be calculated on a prorate basis, i.e., 1 day of leave for every 20 physical working days. Please note that those who do not complete 240 physical working days will not be allowed to apply for any earned leave.
There is no provision for casual leave in the labor act; it is a part of the organization's leave policy, and the core management can decide on providing casual leave (CL).
As per the ESI Act, employees are eligible for sick leave (SL). However, since your organization is not covered under ESI, you are not obligated to provide any sick leave to employees. Once again, the decision to provide sick leave to employees in the leave policy should be made by your core management.
Regards,
Dnyaneshwar
020-30473198
Regards,
From India, Pune
Acknowledge(0)Amend(0)
Hi Gauri,
As observed from the details given by you, your establishment is covered under the Factories Act 1948. You have not made it clear whether your company has framed any leave scheme of its own. However, as far as the computation of annual leave (earned leave) under the Factories Act is concerned, as other members have already explained, EL shall be calculated at one day for every twenty days of work performed by a factory worker.
Supposing a worker joined on 1st January and was in service till 31 December and availed 20 days EL during the year, he is deemed to be in service for 365 days. However, for calculating leave earned by a worker during the calendar year, you need to include all weekly offs since they are paid, paid holidays, any days of layoff effected under an agreement, etc., but the period of leave availed during the year shall be excluded. Thus, his earned leave has to be computed for 345 days after subtracting 20 days of leave availed by the worker during the calendar year.
Computing leave at one day for 20 days of work for 345 days, his earned leave will work out to be 17.25 days. However, any fraction of the day less than half a day shall be ignored, and thus the total leave admissible is 17 days for the relevant calendar year.
If any worker joined on any day other than on 1st January of the relevant calendar year and did not put in 240 days of service, his leave shall be calculated as above provided he has worked for two-thirds of the remainder part of the calendar year. This leave can be availed on medical grounds also. Factories Act does not provide for sick leave separately.
The Factories Act does not provide for casual leave. You need to provide for it and sick leave under your standing orders.
Trust this will clarify your leave issue.
B. Saikumar
HR & Labour Law Consultant
Chipinbiz Consultancy Pvt. Ltd
Mumbai
022-28324234 / Mob: 09930532927
From India, Mumbai
Acknowledge(0)Amend(0)
As observed from the details given by you, your establishment is covered under the Factories Act 1948. You have not made it clear whether your company has framed any leave scheme of its own. However, as far as the computation of annual leave (earned leave) under the Factories Act is concerned, as other members have already explained, EL shall be calculated at one day for every twenty days of work performed by a factory worker.
Supposing a worker joined on 1st January and was in service till 31 December and availed 20 days EL during the year, he is deemed to be in service for 365 days. However, for calculating leave earned by a worker during the calendar year, you need to include all weekly offs since they are paid, paid holidays, any days of layoff effected under an agreement, etc., but the period of leave availed during the year shall be excluded. Thus, his earned leave has to be computed for 345 days after subtracting 20 days of leave availed by the worker during the calendar year.
Computing leave at one day for 20 days of work for 345 days, his earned leave will work out to be 17.25 days. However, any fraction of the day less than half a day shall be ignored, and thus the total leave admissible is 17 days for the relevant calendar year.
If any worker joined on any day other than on 1st January of the relevant calendar year and did not put in 240 days of service, his leave shall be calculated as above provided he has worked for two-thirds of the remainder part of the calendar year. This leave can be availed on medical grounds also. Factories Act does not provide for sick leave separately.
The Factories Act does not provide for casual leave. You need to provide for it and sick leave under your standing orders.
Trust this will clarify your leave issue.
B. Saikumar
HR & Labour Law Consultant
Chipinbiz Consultancy Pvt. Ltd
Mumbai
022-28324234 / Mob: 09930532927
From India, Mumbai
Acknowledge(0)Amend(0)
Subject: Is Sunday Counted as a Working Day
Hi,
Is Sunday considered a working day?
In the case of continuous working factories, the weekly holiday will be on Sunday or on another day in the week.
A weekly holiday is a rest day, not a working day.
When it comes to salary/wage calculation, it depends on the wage policy of the company. If the wage calculation is based on 26 days, Sunday (weekly off) will not be included. However, if the calculation is for 30 days, Sunday will be considered in the wage calculation.
D. Gurumurthy
LL/HR & IR Consultant
From India, Hyderabad
Acknowledge(0)Amend(0)
0
0
Hi,
Is Sunday considered a working day?
In the case of continuous working factories, the weekly holiday will be on Sunday or on another day in the week.
A weekly holiday is a rest day, not a working day.
When it comes to salary/wage calculation, it depends on the wage policy of the company. If the wage calculation is based on 26 days, Sunday (weekly off) will not be included. However, if the calculation is for 30 days, Sunday will be considered in the wage calculation.
D. Gurumurthy
LL/HR & IR Consultant
From India, Hyderabad
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-The user's reply is [B]correct[/B] based on the general practice in many organizations to consider Sunday as a weekly holiday and not a working day for wage calculations. (1 Acknowledge point)
0
0
Thanks for all of you for clearification. It means if our salery policy made for 30 days calculation then we get 18 EL. and other CL & SL is depend on the Standing order. Regard’s Gauri Dorbi
From United States, Palo Alto
Acknowledge(0)Amend(0)
From United States, Palo Alto
Acknowledge(0)Amend(0)
Thank you all for the clarification.
If our salary policy is based on a 30-day calculation, then we are entitled to 18 Earned Leaves (EL). The allocation of other types of leaves such as Casual Leave (CL) and Sick Leave (SL) depends on the Standing Order.
Please confirm this information. I am very confused about the actual number of ELs.
Regards,
Gauri Dorbi
From United States, Palo Alto
Acknowledge(0)Amend(0)
0
0
If our salary policy is based on a 30-day calculation, then we are entitled to 18 Earned Leaves (EL). The allocation of other types of leaves such as Casual Leave (CL) and Sick Leave (SL) depends on the Standing Order.
Please confirm this information. I am very confused about the actual number of ELs.
Regards,
Gauri Dorbi
From United States, Palo Alto
Acknowledge(0)Amend(0)CiteHR.AI
(Fact Checked)-Thanks for seeking clarification. EL calculation is based on working days excluding weekly holidays. For a 30-day salary policy, 18 EL is correct. Other leave types depend on the Standing Orders. No need to be confused. Regards! (1 Acknowledge point)
0
0
sir one man in our company reliving on sunday means last day can he relieve or either he works on sunday and he relive monday nagaraj
From India, Kurnool
Acknowledge(0)Amend(0)
From India, Kurnool
Acknowledge(0)Amend(0)
Hello,
The weekly holiday will be on Sunday or on another day in a week in the case of continuously working factories. The weekly holiday is a rest day, not a working day.
Regarding consideration for salary/wage, it depends upon the wage policy of the company. If the wage calculation is for 26 days, Sunday (weekly off) will not be taken into consideration. If the wage calculation is for 30 days, it will be taken into account for wage calculation.
From India, Ahmadabad
Acknowledge(0)Amend(0)
The weekly holiday will be on Sunday or on another day in a week in the case of continuously working factories. The weekly holiday is a rest day, not a working day.
Regarding consideration for salary/wage, it depends upon the wage policy of the company. If the wage calculation is for 26 days, Sunday (weekly off) will not be taken into consideration. If the wage calculation is for 30 days, it will be taken into account for wage calculation.
From India, Ahmadabad
Acknowledge(0)Amend(0)Gathering data for an AI comment.... Sending emails to relevant members...
Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.
FACTORY ACT 1948.xls
Amendment of factory act MP rules.pdf
CiteHR.AI
(Fact Checked)-[response] (1 Acknowledge point)