LEAVE POLICY

This Leave Policy (“Policy”) is framed in accordance with the applicable labour laws of India, including the Shops and Establishments Acts of the relevant States, the Factories Act, 1948 (where applicable), and other Applicable Law.

This Policy is adopted by {{f1_company_name}}, a company incorporated under the laws of India and having its registered office at {{f2_company_registered_address}} (“Company”), and shall apply to all employees of the Company unless otherwise specified in their employment documents.

1. PURPOSE

1.1 The purpose of this Policy is to define the types of leave, eligibility, accrual, approval process, and conditions governing leave to ensure employee welfare, operational continuity, and legal compliance.

2. APPLICABILITY

2.1 This Policy shall apply to all permanent, probationary, and fixed-term employees of the Company.

2.2 Contractual staff, interns, and consultants shall be governed by the terms of their respective agreements unless expressly covered under this Policy.

3. LEAVE YEAR

3.1 The leave year shall commence from {{f3_leave_year_start_date_calendar_year}} and end on {{f4_leave_year_end_date}}.

4. TYPES OF LEAVE

4.1 Earned Leave / Privilege Leave (EL / PL)

(a) Employees shall be entitled to {{f5_el_pl_entitlement}} days of Earned Leave per leave year.
(b) Earned Leave shall accrue at the rate of {{f6_el_pl_accrual_rate}}.
(c) Earned Leave may be availed after completion of {{f7_minimum_service_period}}, subject to approval.

4.2 Casual Leave (CL)

(a) Employees shall be entitled to {{f8_cl_entitlement}} days of Casual Leave per leave year.
(b) Casual Leave shall be used for short-term or unforeseen personal requirements.
(c) Casual Leave shall not be carried forward or encashed unless required under Applicable Law.

4.3 Sick Leave (SL)

(a) Employees shall be entitled to {{f9_sl_entitlement}} days of Sick Leave per leave year.
(b) Sick Leave may be availed in case of illness or medical emergency.
(c) The Company may require medical certification for Sick Leave exceeding {{f10_medical_certificate_threshold}} consecutive days.

4.4 Maternity Leave (If Applicable)

(a) Female employees shall be entitled to maternity leave in accordance with the Maternity Benefit Act, 1961.
(b) Eligibility, duration, and benefits shall be strictly governed by Applicable Law.

4.5 Paternity Leave (If Applicable)

(a) Male employees may be granted {{f11_paternity_leave_entitlement}} days of paternity leave, subject to Company policy and approval.

4.6 Compensatory Off (Comp-Off)

(a) Compensatory off may be granted for work performed on weekly off days or declared holidays with prior approval.
(b) Comp-Off shall be availed within {{f12_comp_off_validity_period}}, failing which it shall lapse.

5. LEAVE ACCRUAL AND CARRY FORWARD

5.1 Earned Leave may be carried forward up to a maximum of {{f13_maximum_el_carry_forward}} days, subject to Applicable Law.

5.2 Casual Leave and Sick Leave shall not be carried forward unless mandated by Applicable Law.

6. LEAVE ENCASHMENT

6.1 Earned Leave may be encashed:

(a) during employment, if permitted by Company policy; and/or
(b) upon separation from service, subject to Applicable Law.

6.2 Encashment shall be calculated in accordance with Applicable Law and Company policy.

7. LEAVE APPLICATION AND APPROVAL

7.1 All leave requests shall be applied through {{f14_leave_application_system}}.

7.2 Leave shall be subject to prior approval of the reporting manager, except in cases of emergency.

7.3 The Company reserves the right to refuse or reschedule leave based on business exigencies.

8. UNAUTHORISED ABSENCE AND LOSS OF PAY

8.1 Absence without approved leave or failure to report for duty may be treated as unauthorised absence.

8.2 Unauthorised absence may result in loss of pay and/or disciplinary action.

9. LEAVE DURING NOTICE PERIOD

9.1 Leave during the notice period shall be discouraged and may be granted only at the discretion of the Company.

9.2 Any excess leave availed during the notice period may be adjusted against final settlement.

10. MISUSE OF LEAVE

10.1 Misrepresentation, falsification, or misuse of leave may result in disciplinary action, including termination of employment.

11. RECORDS AND COMPLIANCE

11.1 Leave records shall be maintained in accordance with Applicable Law and may be produced before statutory authorities if required.

12. AMENDMENT OF POLICY

12.1 The Company reserves the right to amend, modify, or update this Policy at any time.

12.2 Any amendment shall be effective from the date of communication or publication.

13. GOVERNING LAW AND JURISDICTION

13.1 This Policy shall be governed by and construed in accordance with the laws of India.

13.2 The courts at {{f15_city}}, India, shall have exclusive jurisdiction, subject to arbitration where applicable.

14. ARBITRATION

14.1 Any dispute arising out of or in connection with this Policy shall be resolved by arbitration in accordance with the Arbitration and Conciliation Act, 1996.

14.2 The seat and venue of arbitration shall be {{f16_city}}, India.
14.3 The arbitration proceedings shall be conducted in the English language by a sole arbitrator appointed in accordance with the said Act.

15. ACKNOWLEDGEMENT

All employees are required to read, understand, and comply with this Policy.

For and on behalf of
{{f1_company_name}}

Authorized Signatory: _______________________
Name: {{f17_authorized_signatory_name}}
Designation: {{f18_authorized_signatory_designation}}
Date: {{f19_date}}

EMPLOYEE ACKNOWLEDGEMENT

Employee Name: {{f20_employee_name}}
Employee ID: {{f21_employee_id}}
Signature: _______________________
Date: {{f22_date}}

Leave Policy

Input Values

Preview