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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In general, notice periods are meant for handing over or 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 this with your employer and plan accordingly. Your employer might extend the notice period and advise you to compensate for the leave days.
From India, Madras
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From India, Madras
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Dear friend,
Notice Period
"Notice Period" refers to the predetermined period of transition between the date of receipt of the termination orders or letter of resignation and the last working day of the employee. It is not a separate phase concerning the conditions and benefits of employment. During this period, an employee is entitled to avail any leave at their credit that would otherwise lapse.
However, the prevalent industry practice is to deny leave during the notice period for reasons such as compelling the outgoing employee to tie up any loose ends, imparting orientation to the substitute, and obtaining no objection certificates from various internal departments. Nevertheless, reasons like sudden illness or personal accidents can justify the grant of leave applied for. In such situations, I am sure that no employer would be indifferent or inhuman. Restrictions are generally placed to discourage the tendency to take leave during the notice period simply because it is available. One should remember that no leave can be claimed as a matter of right, nor can it be rejected mechanically. It depends.
From India, Salem
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Notice Period
"Notice Period" refers to the predetermined period of transition between the date of receipt of the termination orders or letter of resignation and the last working day of the employee. It is not a separate phase concerning the conditions and benefits of employment. During this period, an employee is entitled to avail any leave at their credit that would otherwise lapse.
However, the prevalent industry practice is to deny leave during the notice period for reasons such as compelling the outgoing employee to tie up any loose ends, imparting orientation to the substitute, and obtaining no objection certificates from various internal departments. Nevertheless, reasons like sudden illness or personal accidents can justify the grant of leave applied for. In such situations, I am sure that no employer would be indifferent or inhuman. Restrictions are generally placed to discourage the tendency to take leave during the notice period simply because it is available. One should remember that no leave can be claimed as a matter of right, nor can it be rejected mechanically. It depends.
From India, Salem
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