For Internal Use

Only

Leave Policy (India)

Human Resources

Effective Date: 01/09/2022

Previous Revision Date: 01/07/2021

Version: 2.1

Region Scope: India

AVEVA Group plc

High Cross, Madingley Road
Cambridge CB3 0HB, UK
Tel +44 (0)1223 556655
Fax +44 (0)1223 556666

aveva.com
Leave Policy (India) – 2.1 – 01/09/2022 For Internal Use Only
Page 2 of 13

Leave Policy (India)

The purpose of this policy is to inform employees on number of leaves they are eligible for.

This policy applies to

All employees of AVEVA India.

Policy owner(s)
HRBP Senior Manager, India

Policy approver(s)
Director HRBP, APAC
Director HR Services, APAC

Definitions
TERM DEFINITION

AVEVA, we or us AVEVA Group plc and/or its subsidiary companies or other entities controlled by
AVEVA Group plc (“AVEVA”, “we” or “us”). For the purposes of this definition
‘controlled’ shall mean the power derived from contractual relationships or equity
investments to direct, manage, oversee and/or restrict relationship with and affairs of
another party or entity.

Employee(s) Any individual who works under a direct contract of employment, oral or written,
express or implied. This includes full-time and part-time contracts on a permanent,
temporary or fixed-term basis as well as trainees and (student) apprentices.
Leave Policy (India) – 2.1 – 01/09/2022 For Internal Use Only
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1. Purpose
To define entitlement and eligibility of leaves

2. Policy
Calendar year (Jan-Dec) shall be followed for leave(s) credit and calculation.

Leave Type* Entitlement Guidelines

Annual/Privilege / Earned Leave 20 days per calendar year See detailed policy below

Casual Leave 12 days per calendar year Un-availed casual leaves will
lapse at the end of year

Sick/Hospitalization Leave 12 days per calendar year Un-availed sick /

hospitalization leaves will
lapse at the end of the year
Maternity Leave 26 Weeks for first two children See detailed policy below

Paternity Leave 2 Weeks See detailed policy below

Marriage Leave 5 days Employees need to submit copy

of their marriage invitation
card.
Bereavement/Funeral Leave 3 days per calendar year See detailed policy below

Special Casual Leave 6 days See detailed policy below

Public Holidays 10 + 2 days of optional holidays See detailed policy below

Action for Good Leave 3 days per calendar year See detailed policy below

*This policy is not applicable to contractors.

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2.1. Annual/Privilege/ Earned Leave

Annual leave is given to employees to take time off from their regular work and to support their work life balance.
AVEVA encourages employees to utilize their leave so that they can re-charge themselves periodically.

2.1.1. Entitlement
20 days in a calendar year.

2.1.2. Eligibility
All employees of AVEVA India.

2.1.3. Guidelines

◦ Leaves will be credited at the beginning of each year.

◦ Employee who joins in the middle of the calendar year will get prorated leaves and their number of minimum
utilization leaves will also be added on prorate basis.

◦ This is a planned leave and employee must seek manager’s approval prior. This helps the manager plan
the work distribution. Leaves shall be granted basis the work requirements and shall be at the sole
discretion of the management to be exercised on a case-to-case basis. The Company will have the right to
refuse, reduce or revoke the leave taken by the employee depending on work exigencies.

◦ Manager will sanction the leave depending on the quantum of leaves available to the credit of the employee.

◦ Any leaves refused, reduced or revoked shall be credited to that extent in the account of the employee.

◦ It is the responsibility of the reporting manager to inform the human resources department, if an employee does
not report to office, after using the sanctioned leave. Where the employee is absent without any intimation or
beyond eligibility, the absence would be treated as an unauthorized leave without pay leading to loss of pay or
any other disciplinary action unless the Manager of the concerned employee explicitly approves the absence
retrospectively.

◦ All employees must provide their contact details to the Manager / human resources department before
proceeding on leave.

◦ In case of emergency, employees are required to inform the manager on the very first day of their absence either
by phone/ text or e-mail or by any other reasonable means of instant communication, of their inability to attend
work. Absence without prior permission or intimation, as mentioned above, is liable to be treated as
unauthorized absence.

◦ All employees desirous of proceeding on leave should submit their leave plan well in advance, so as not to cause
any disturbance in the company’s working schedule.

◦ If an employee has no leave credit and requires leave on an emergency basis, employee may be granted leave
without pay. However, failure on the part of an employee to obtain sanction from manager will be treated as
unauthorized absence. Habitual unauthorized absence will render an employee liable for disciplinary action.
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◦ No leave with pay shall be granted to any employee as a matter of right. However, management at its sole
discretion may grant leave with pay under special circumstances beyond the control of an employee, for
example, severe illness of self / an immediate family member and/ or a severe domestic circumstance. In any
event, such leave must be approved in advance by Functional Head after confirming with the Manager/HR.

2.1.4. Carry Forward and Leave Encashment

As an organization, we believe in maintaining a healthy work-life balance and consider it important for employees to
take their annual leave for their well-being. Employees are, thus, advised to utilize the annual leave through the year
in order to maintain a healthy work-life balance. It is recommended that employees utilize annual leave such that
not more than 5 days are left unutilized at the end of the year. However, upto 8 days of unutilized annual leaves at
the end of each year will be encashed during next month of subsequent year and any unutilized leaves above this
shall be accumulated upto a maximum of 60 days.

2.1.5. Leave encashment Calculation

Last drawn Gross(CTC 1) minus House Rent Allowance (Per month)/30 * Number of days of annual balance

2.2. Casual Leave

Casual leave is to take care of unforeseen and unplanned exigencies.

2.2.1. Entitlement

12 days per calendar year

2.2.2. Eligibility
All employees of AVEVA India.

2.2.3. Guidelines

◦ Leaves will be credited at the beginning of the year.

◦ Casual leave can be availed for a continuous period of maximum up to 2 days.

◦ Casual leave cannot be applied more than 3 days in advance

◦ Approving authority shall lie with the Manager

◦ Employees are advised to inform the manager in advance to the extent situation permits.

◦ Any un-availed casual leave shall lapse at the end of the year.

◦ This leave cannot be clubbed with any other leave types

◦ In case an employee joins in between/during the calendar year, pro-rata leave shall be allowed.

◦ Casual Leave cannot be carried forward to the next calendar year.

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2.3. Sick/Hospitalization Leave

12 days per calendar year

2.3.1. Eligibility
All employees and their eligible dependant family members (Dependant family is Partner, Children, Parents and
Parents-in-law) of AVEVA India.

2.3.2. Guidelines

◦ Leaves will be credited at the beginning of the year.

◦ Sick/hospitalization leave taken for a continuous period of more than 2 days is to be accompanied by a
Medical Certificate from a Registered Medical Practitioner / Company’s Authorized Doctor.

◦ Approving authority shall lie with the Manager

◦ Employees are advised to inform the manager in advance to the extent situation permits.

◦ Any un-availed leave shall lapse at the end of the year.

◦ In case an employee joins in between/during the calendar year, pro-rata leave shall be allowed.

◦ Sick Leaves taken on false ground or producing fake document in support of sickness will be treated as
misconduct and will attract appropriate disciplinary action.

2.4. Parental Leave

2.4.1. Maternity Leave

To support all female employees of AVEVA India.

2.4.1.1 Entitlement

◦ Female employees can avail maternity leave of up to 26 weeks for each of their first 2 surviving children, of which
not more than 8 weeks shall precede the expected date of delivery.

◦ Female employees having 2 or more surviving children will be entitled to a paid maternity leave of 12 weeks per
child beyond the first 2 surviving children. In order to avail this benefit, the applicant should formally inform the
reporting manager at least 6 weeks prior to proceeding on leave and enclose a certificate from a medical
practitioner, along with the leave application.

Female employees can also avail maternity benefit in the following circumstances:
Leave Policy (India) – 2.1 – 01/09/2022 For Internal Use Only
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S. No. Condition Maternity Benefit

A period of 12 weeks from the date the

In the event of legal adoption of a
child is handed over to the adopting
(i) child below the age of 6 Years or in
mother or the commissioning mother, as
case of a commissioning mother
the case may be.

On production of proof, a recuperating

leave of up to 6 weeks immediately
In the event of miscarriage or
(ii) following the day of her miscarriage or
medical termination of pregnancy
medical termination of pregnancy, as the
case maybe.
On production of proof, a period of 2
In the event of a tubectomy
(iii) weeks immediately following the day of
operation
her tubectomy operation
In the event of any of any illness A paid leave for a maximum period of 1
arising out of pregnancy, delivery, month on production of proof. This leave
(iv) premature birth of child, medical will be over and above her maternity
termination of pregnancy or leave for pregnancy, miscarriage or
tubectomy operation medial termination of pregnancy.

All female Employees eligible for maternity benefit will be entitled to receive statutory dues as prescribed under
the Maternity Benefit Act, 1961.

2.4.1.2 Eligibility
All female employees of AVEVA India who have served at-least 80 days of service in the 12 months immediately
preceding the expected delivery date.

2.4.1.3 Guidelines

◦ In case of miscarriage, 6 weeks of paid leave will be provided as mentioned above. If an employee is already on
Maternity Leave from 6th month of pregnancy but had a miscarriage, 6 weeks period will start from the day of
miscarriage. Request for miscarriage leave must be supported by necessary medical documentation.

◦ A female employee is not eligible for any claim in lieu of the un-availed maternity leave. All standard benefits
would continue during maternity leave period. In case where the nature of work assigned to a female employee
is of such nature that she may work from home, the Company may allow her to do so after availing of the
maternity benefit for such period and on such conditions as the Company and the female employee may
mutually agree.

◦ The maternity leave granted would be inclusive of weekly time-offs and holidays falling during maternity leave
period.

◦ All leaves taken beyond the statutory limit will be charged to Annual Leave/Sick Leave.
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2.4.2 Paternity Leave

To support male employees who are caretakers during the child birth

2.4.2.1 Entitlement

2 weeks including public holidays and weekly offs

2.4.2.2. Eligibility

◦ All male employees of AVEVA India. Eligible for up to 2 children

◦ Also eligible for adopted children

2.4.2.3 Guidelines

◦ Also eligible for adopted children

◦ This leave must be taken within 90 days following the child birth or adoption.

◦ Eligibility for the second paternity leave will be after 18 months of service from the date of resumption of
previous paternity leave.

◦ No encashment shall be permissible against any un-availed paternity leave.

◦ Intervening offs/ holiday shall be a part of leave.

◦ Employee shall be required to furnish the requisite medical certificate from a qualified medical
practitioner in respect of his partner while applying for availing the Paternity Leave.

2.5 Marriage Leave

◦ Employee is eligible to take 5 days of marriage leave in the event of marriage for self.

◦ This leave must be applied in advance by submitting marriage invitation card.

2.6 Bereavement/Funeral Leave

2.6.1 Entitlement

3 days per calendar year

2.6.2 Eligibility
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All employees of AVEVA India

2.6.3 Guidelines

◦ Leave shall be admissible on account of demise of an immediate family member.

◦ Immediate family shall comprise of partner, all first-degree relatives (parents/in-laws, siblings and children),
grandparents, grandchildren.

◦ Death Certificate to be submitted within 60 days of demise.

◦ If it found out that leave is taken on false grounds, appropriate disciplinary action shall be initiated
forth with evidence may be asked to be furnished in exceptional circumstances.

◦ Information to immediate manager is a must.

2.6 Special Casual Leave

Every employee after put in not less than 6 months of service, shall also be entitled for a special casual
leave not exceeding 6 days only once during entire service, if employee has undergone vasectomy operation,
subject to the production of a certificate therefore from an authorized medical practitioner under whom employee
has undergone the operation.

2.7 Compensatory Off

◦ This will be provided to employees who work during weekends / public holidays due to business needs.

◦ They will be entitled to a weekday Compensatory off for the day worked.

◦ Comp off should be availed within 30 days and should not be accumulated beyond 3 leaves.

◦ The decision to allow work on weekly off or holiday and the day on which the compensatory off can be
taken shall be solely of the line manager.

◦ Employee shall be required to take one week’s prior approval from the manager before proceeding on
compensatory off.

2.8 Leave Without Pay (LWP)

◦ If an employee doesn’t have leave credit, and needs leave due to exigency, LWP may be availed. This can be
taken up to maximum of 6 months subject to the approval of regional function Head/BU Head and HR Head
approval.

◦ Employee may be required to submit appropriate evidence for proceeding on a Leave without pay.
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◦ It shall be granted only in case of non-availability of any kind of leave, subject to a maximum period of 6
months.

◦ When leave without pay has been granted by the manager/function head and forwarded to human resources
department, all heads of salary will be proportionately deducted for the number of days the employee is on
leave without pay.

2.8 Public Holidays

◦ A total of 12 Public Holidays per year will be declared by HR at the beginning of the year. Out of 12, 10 will be
identified as per State Govt Gazette notification and 2 will be given as optional holidays. These days can be of
any festive occasion or any special days as per employee’s religious or regional needs. This holiday needs to
apply at least 15 days in advance.

◦ Given that we will be following the State Govt. holiday list, Mumbai, Bangalore, Chennai and Hyderabad may
not share all holidays and may have some local variations. All the declared public holidays calendar can be
found here.

2.9 Action for Good Leave

◦ As part of Global guidelines, to support an employee to carry out Social Well Being activities

◦ All employees are entitled to 3 days of Action for Good leave per calendar year to support social well-being
initiatives

◦ Approving authority shall be Manager

◦ Employee can also join initiative lead by regional social wellbeing committee and apply for this leave in a group

3 Your Responsibilities
Employees should select the appropriate leave category and apply in People Zone

4 Consequences
In case of any misrepresentation of facts or false documentation for leave approval, disciplinary action will
be initiated against the employee.

5 Revision History
Policy document will be reviewed as on need basis.
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VERSION STATUS REVIEW AUTHOR/EDIT DETAILS OF CHANGE

V1.0 Approved DATE
20-Jan-2020 OR
HR Advisor Included revision history

V2.0 Approved 01-Jul-2021 HR Advisor -Policy Owner and Approver were changed
- Revised annual, sick and casual leave balances to
harmonize
- Revised carry forward and leave encashment process
- Hospitalization leave has been removed and clubbed
together as Sick/Hospitalization leave
- Naming conventions of Compassionate leave has
been changed
- A new leave type ‘Special Casual leave’ has been
included
- Maternity leave has been updated with more details
- Link to Public holidays calendar has been added
under Public Holidays
-Wordings of other leave types has been elaborated

V2.0 Approved 09-Feb-2022 HR Advisor Modified the wordings of leave encashment statement
in 2.1.4
V2.1 Approved 25-Aug-2022 HR Advisor - Age limit for adoption leave under Maternity has
been increased from 3 months to 6 years in 2.4.1
- Gender neutral language
Leave Policy (India) – 2.1 – 01/09/2022 For Internal Use Only
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 For Internal Use Only

© 2018 AVEVA Group plc and its subsidiaries. All rights reserved.
AVEVA, the AVEVA logos and AVEVA product names are trademarks or registered trademarks of aveva group plc or its
subsidiaries in the United Kingdom and other countries. Other brands and products names are the trademarks of their
respective companies.

AVEVA Group plc

High Cross, Madingley
Road Cambridge CB3
0HB, UK
Tel +44 (0)1223 556655
Fax +44 (0)1223 556666

aveva.com