Document: HRP-LEAVE
Issue Date: 1st July 2017
HR Policy Procedures Effective from 1st July 2017
Version: 8
Leave Policy
Scope & Applicability:
The policy will be applicable to all employees of Adani Group in India.
Types of Leave / Holidays:
1. Casual Leave (CL)
2. Sick Leave (SL)
3. Privilege Leave (PL)
4. Paternity Leave
(1) Casual Leave (CL):
i) Employees will be eligible for maximum 7 Casual Leave (CL) days in a
calendar year.
ii) Any holiday preceding, succeeding or intervening the CL will not be
counted as part of CL.
iii) CL can be availed for minimum of half day at a time.
iv) CL will be credited at the beginning of the calendar year. In case of
employees joining during the calendar year CL will be credited on
pro-rata basis at the time of joining.
v) CL may be taken for minimum half a day at a time. Normally, CL will
not be sanctioned for more than three days at a time.
vi) CL cannot be accumulated as such. However, un availed CL will be
converted and added to PL account at the end of the year only in
case of employees continuing their services.
vii) In the event of transfer of an employee from one location to another
or from one company to another within the Group, the CL shall be
transferred to the employee’s leave account in the new location /
company where he/she gets transferred.
viii) Advance CL shall not be considered under any circumstances.
Page 1 of 6
Document: HRP-LEAVE
Issue Date: 1st July 2017
HR Policy Procedures Effective from 1st July 2017
Version: 8
Leave Policy
(2) Sick Leave (SL) :
i) Employees will be eligible for maximum 07 days Sick Leave (SL) in a
calendar year.
ii) Any holiday preceding, succeeding or intervening the SL will not be
counted as part of SL.
iii) SL will be credited at the beginning of the calendar year. In case of
employees joining during the calendar year SL will be credited on
pro-rata basis at the time of joining.
iv) SL can be availed for minimum of half day at a time.
v) SL will be allowed to be accumulated without any limit. However,
accumulated SL shall be granted only in case of long sickness, when
the application for the same is submitted to the company along with
proper medical certificate.
vi) SL will not be encashable either during the tenure or on cessation of
employment. However, in the event of transfer of an employee from
one location to another or from one company to another within the
Group, the accumulated SL shall be transferred to the new location /
company where the employee gets transferred.
vii) An employee availing SL for more than three days due to sickness is
required to submit medical certificate from a registered medical
practitioner. New ESS portal will prompt to upload medical
certificate at time of applying SL more than three days. Respective
HR will validate the certificate and once marked “yes” then only
approval will move to reporting manager for approval.
viii) SL can be combined with PL & / or maternity leave in case of
prolonged illness, subject to submission of medical certificate for the
same.
ix) Management may, at its sole discretion:
- Get the medical certificate verified through its own
sources / medical officers.
- Ask the employee to undergo further medical check-up
to ascertain state of health, especially in case of
prolonged illness / hospitalization.
x) Advance SL shall not be considered under any circumstances on
exhaustion of SL quota.
Page 2 of 6
Document: HRP-LEAVE
Issue Date: 1st July 2017
HR Policy Procedures Effective from 1st July 2017
Version: 8
Leave Policy
(3) Privilege Leave:
i) Employees will be entitled to maximum 21 days Privilege Leave (PL) in
a calendar year.
ii) PL will be credited on completion of calendar year (in January every
year). In case of employees joining during calendar year, PL will be
credited on pro-rata basis on completion of calendar year.
iii) Employees have to avail a minimum of 15 days of PL in a period of
every two calendar years during his/her tenure. In case of employees
joining during the calendar year can avail 15 days of PL in subsequent
two calendar years as mentioned in below example.
Example:
Date of joining Leave accrual * Remarks
01/06/2011
First PL credit Jan. 2012 = 10.5 No compulsory lapse of PL
Second PL credit Jan. 2013 = 21+ 10.5 No compulsory lapse of PL
Third PL credit Jan. 2014 (21+21+ 10.5) = 52.5 No compulsory lapse of PL
Fourth PL credit Jan. 2015 (21+21+21+10.5) = 73.5 Balance as on 01/01/2015
Less 15 PL (if not availed) 73.5 - 15= 58.5
Conversion of balance CL to PL every year is excluded from above example.
iv) In case employees do not avail full or part of 15 days PL, the same will
lapse.
e.g. In case of an employee availing 10 days leave, the remaining 5 PL will only
lapse.
In case he has used 5 PL in lieu of exhausted CL, then it will be considered 15 PL
availed (10 days PL + 5 days CL exhaust PL).
v) PL can be availed for more than 4 days only, 3.5 days in case of
locations having Saturday half day.
vi) PL can be accumulated up to maximum 90 days, subject to clause
3(iii) above.
vii) Employees having PL balance of more than 90 days subject to clause
3(iii) above, will get auto encashment along with February salary
every year.
Page 3 of 6
Document: HRP-LEAVE
Issue Date: 1st July 2017
HR Policy Procedures Effective from 1st July 2017
Version: 8
Leave Policy
viii) Additionally, if an employee wants to encash more PL from his credit
/balance, may do so while keeping minimum 30 PL in balance.
ix) January basic salary of that year will be considered for calculating
encashment amount during a particular year.
For Example: Mr. X is applying PL encashment in the month of
August 2016. For computation purpose the basic salary of January
2016 will be considered.
x) Leave encashment is online now and available in ESS portal
(Annexure II).
xi) BU HR Head should ensure that budget provision for the same are
maintained.
xii) In the event of separation from the company, balance PL can be
encashed to a maximum of 90 days plus the PL accrued during the
current year (calendar year of separation).
xiii) At the time of separation, basic salary of the month of separation will
be considered for encashment as part of full & final settlement.
xiv) PL can be availed maximum three times in a year. However, in case of
emergency PL can be sanctioned only for one more time (i.e. 4th
time) by the CEO / Business Head / President.
xv) Any holiday, preceding, intervening or succeeding the PL will not be
counted as PL.
xvi) In case of prolonged illness, if an employee wishes to utilize PL on
account of sickness, the same can be availed of after exhausting SL
in his/her balance.
xvii) In the event of transfer of an employee from one location to another
within the same company of the Group, the accumulated leave can
be transferred to the new location unit. But in case an employee is
transferred from one company to another within the Group, the
employee will have the option of either encashing the entire balance
PL in the existing company or can get the accumulated PL
transferred to the company where his/her services are transferred.
xviii) PL can be availed of, during notice period, (i.e. after the date of
resignation acceptance), only in cases of emergency and subject to
approval of CEO / BU Head / Site Head. (offline approval submission
to HR required)
xix) In case of extension of PL sanctioned earlier, as far as practicable,
approval of reporting manager should be obtained over phone / email
Page 4 of 6
Document: HRP-LEAVE
Issue Date: 1st July 2017
HR Policy Procedures Effective from 1st July 2017
Version: 8
Leave Policy
etc. The extended leave should then be regularized as per procedure
within three days of resuming duties, failing which the same will be
treated as unauthorized absence.
xx) For new joinees, PL balance equivalent to half of his pro-rated
eligibility for the first calendar year is auto generated and credited to
his balance upon joining. In cases of exigency and where PL balance
is exhausted / not accrued / less than required, advance PL may also
be considered subject to approval of reporting manager.
xxi) PL if cancelled by approver due to exigencies after approval, the loss
to employee (Air / Train / Hotel fair) will be reimbursed subject to
submission of necessary documents to HR dept.
(4) Paternity Leave:
i) Employees can avail maximum 6 days (up to 2 children) as paid
paternity leave during the entire tenure.
ii) Paternity leave should be used within one month of the date of birth
of the child.
iii) Paternity leave may be combined with either CL or PL.
iv) Paternity leave is not encashable.
v) HR Department might ask for the proof of the same, if required.
General:
i) 2 days of joining leave can be availed of by all new joinee incl. trainees, if
they are joining from location other than location of appointment /
posting.
ii) Employees have the flexibility to combine CL & PL
iii) For the computation of leave, calendar year will mean 1st January to 31st
December of every year.
iv) Leave cannot be claimed as a matter of right and will be sanctioned at the
discretion of the Management.
v) Employees should apply for leave (CL/SL/PL) through ESS portal,
preferably well in advance to avoid inconvenience and ensure continuity
of work. Employee will get approval /rejection information through system
generated mails/notifications.
Page 5 of 6
Document: HRP-LEAVE
Issue Date: 1st July 2017
HR Policy Procedures Effective from 1st July 2017
Version: 8
Leave Policy
vi) Prior sanction of any leave is essential to maintain normalcy in operations
/ business.
vii) In case of exigencies, when an employee is unable to apply for leave
through Adani Portal in advance, he/she can seek approval through other
modes (verbal/email-based/telephonic approval). But he/she has to
regularize leave only through Adani Portal immediately after resuming
duty.
viii) Leave can be sanctioned / rejected depending on the work exigencies
without assigning any reason at the sole discretion of the management.
ix) Due to work exigencies, approving authority may cancel the sanctioned
leave before it starts or even at a later stage but before expiry of the
leave.
x) Applicable tax on PL encashment shall be borne by the employee and shall
be deducted at source.
xi) The above leave rules are subject to amendment or modification by the
Management at its sole discretion at any time in future. In case of any
dispute and / or any point not touched / covered under any of the above
rules, the decision of the Group President – HR will be final.
xii) These rules will supersede all previous rules / policies / practices relating
to leave applicable to employees across the Group.
xiii) BU HR should ensure the correctness of leave balances and facilitate
access to all employees through “Adani Portal”.
Dr. Malay Mahadevia
Group HR Director
Page 6 of 6
