Hi everyone,
I have a little bit of confusion regarding the Delhi Shops and Establishment Act. Mainly, three types of leaves are granted to employees: sick leave, casual leave, and earned leave. In Delhi, a total of 12 days of leave is granted in a year, including casual and sick leave. Earned leave is granted in the next year based on their actual working data, which is a maximum of fifteen days in a year and can accumulate up to 45 days.
Apart from that, some national holidays are also provided to employees. Could you please let me know how many festival leaves are assigned in a year as per the Delhi Shops and Factory Act? Some companies provide 10, and some provide 11 in a year. What should be the minimum? Please help.
I would be grateful for your kind favor.
Thanks and regards,
Vikas Khatter
8295653929
Vikaskhatter29@gmail.com
From India, Chandigarh
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140I have a little bit of confusion regarding the Delhi Shops and Establishment Act. Mainly, three types of leaves are granted to employees: sick leave, casual leave, and earned leave. In Delhi, a total of 12 days of leave is granted in a year, including casual and sick leave. Earned leave is granted in the next year based on their actual working data, which is a maximum of fifteen days in a year and can accumulate up to 45 days.
Apart from that, some national holidays are also provided to employees. Could you please let me know how many festival leaves are assigned in a year as per the Delhi Shops and Factory Act? Some companies provide 10, and some provide 11 in a year. What should be the minimum? Please help.
I would be grateful for your kind favor.
Thanks and regards,
Vikas Khatter
8295653929
Vikaskhatter29@gmail.com
From India, Chandigarh
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Please refer to Delhi Industrial Establishments ( National and Festival Holidays) Act,1965 and the Rules made thereunder.
From India, Salem
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From India, Salem
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I suggest all querists to go through the related statutes before asking questions in this forum. I believe many senior professionals are sharing their experiences, opinions, etc. When we are asking fundamental or basic questions, it appears that querists require spoon-feeding. This forum provides clarifications, divergent opinions, stirs discussions, etc., which will be helpful to the entire fraternity.
Requesting all to seek clarifications or opinions. This is not to hurt anyone, but I believe this will enhance the knowledge among our young professionals who are lethargic to refer to books.
From India, Hyderabad
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Requesting all to seek clarifications or opinions. This is not to hurt anyone, but I believe this will enhance the knowledge among our young professionals who are lethargic to refer to books.
From India, Hyderabad
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I agree with Sitaram. At present, there is a multiplicity of applications of labor laws to the same industrial establishment, which can only be minimized by means of codification but not eliminated completely, as labor standards and their enforcement are in the concurrent list of the Indian Constitution. Therefore, it is imperative that every employer or HR manager should first be aware of the labor laws applicable to their industry. That will facilitate clearing all doubts about the rudimentary aspects of such laws.
Secondly, when we browse websites like citeHR, which are virtual pools of questions and answers pertaining to interpretive exercises on complicated issues of facts and law and sources of the latest information, one should try to search for previous posts, if any, relating to the question they intend to raise.
From India, Salem
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Secondly, when we browse websites like citeHR, which are virtual pools of questions and answers pertaining to interpretive exercises on complicated issues of facts and law and sources of the latest information, one should try to search for previous posts, if any, relating to the question they intend to raise.
From India, Salem
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Hi Vikas,
I also wanted to know the same, as I am in the middle of drafting a policy as per Delhi Laws. Can you please guide me about leaves? How many CL, SL, EL are to be given, and can CL, SL be taken during probation?
Please reply, thanks
From India, Delhi
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I also wanted to know the same, as I am in the middle of drafting a policy as per Delhi Laws. Can you please guide me about leaves? How many CL, SL, EL are to be given, and can CL, SL be taken during probation?
Please reply, thanks
From India, Delhi
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Dear Vikas,
Kindly go through the Delhi Shops and Establishment Act. It does not state anywhere that Earned Leave (EL) will "be granted" next year. EL becomes due after 4 months of service.
Yes, one should first make an effort to do a bit of homework before seeking answers.
Col. Rathi
From India, Delhi
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Kindly go through the Delhi Shops and Establishment Act. It does not state anywhere that Earned Leave (EL) will "be granted" next year. EL becomes due after 4 months of service.
Yes, one should first make an effort to do a bit of homework before seeking answers.
Col. Rathi
From India, Delhi
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Hi Gaurri,
Casual Leave (Days)
- 12 days (sick leave or casual leave both combined)
- 1 day (after one month of continuous employment)
Earned / Privileged Leave
- 15 days (after 12 months of continuous service)
- 5 days (after 4 months of continuous service)
45 days accumulation limit
From India, Delhi
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Casual Leave (Days)
- 12 days (sick leave or casual leave both combined)
- 1 day (after one month of continuous employment)
Earned / Privileged Leave
- 15 days (after 12 months of continuous service)
- 5 days (after 4 months of continuous service)
45 days accumulation limit
From India, Delhi
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Dear all,
As stated above, an employee can avail 5 EL after four months of continuous service and 15 EL after 1 year of continuous service.
Suppose an employee is present for only 180 days in a year; then the company will be liable to give 15 days of EL. Is there any condition specified under the law that the employee has to be present for a minimum number of days?
We are practicing in Haryana, where an employee will be liable to avail EL in the following year, and they must work at least 240 days. For every 20 days worked, the employee will be liable to avail 1 EL.
From India, Chandigarh
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As stated above, an employee can avail 5 EL after four months of continuous service and 15 EL after 1 year of continuous service.
Suppose an employee is present for only 180 days in a year; then the company will be liable to give 15 days of EL. Is there any condition specified under the law that the employee has to be present for a minimum number of days?
We are practicing in Haryana, where an employee will be liable to avail EL in the following year, and they must work at least 240 days. For every 20 days worked, the employee will be liable to avail 1 EL.
From India, Chandigarh
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THE KARNATAKA INDUSTRIAL ESTABLISHMENT NATIONAL&FESTIV AL HOLIDAYS ACT 1963.pdf