SOP Code : DESPL/SOP/HR/215/01
Date of Creation : 21-JUN-2024
Leave Policy Effective From : 01-JULY-2024
Revision Date : 22/03/2025
Leave Policy
All employees are entitled to leaves as per applicable laws. In case of a conflict between this Policy and
provisions of any applicable law, the provisions of the applicable law shall prevail.
Leaves will accrue in advance on the 1st day of April each year. Employees joining after the 1st of April will be
entitled to pro-rata ("Pro rata" in leave policy means allocating leave based on the amount of time an employee
works) leaves for that year, which can be availed only after confirmation of their services with the company.
Employees wishing to avail leaves, except in emergencies, must discuss the commencement date and duration
of the leave in advance. A request must be submitted on the company portal to the reporting manager or other
authorized personnel at least seven (7) days prior to the leave’s commencement. The company may waive this
requirement at its discretion in emergencies. For emergency leave, the employee or a representative must
inform the reporting manager via email, telephone, or other appropriate means within two (2) hours of the
commencement of working hours. Failure to do so may result in the leave being treated as unauthorized.
1.1 Paid/Earned Leave (EL)
Entitlement: Permanent confirmed employees or fixed-term employees are entitled to 12 (twelve)
Earned leaves annually as per applicable laws. Earned leave (EL) can only be availed after completion of
the probation period.
Accumulation: A maximum of 30 Earned Leaves (EL) can be carried forward onto another financial year.
Usage If an employee applies for a leave in advance, they can choose any leave type as per their
entitlement; however, if leave is applied for on the same day or as a backdated request than only Sick
Leave (SL) or Earned Leave (EL) can be applied. If an employee lacks sufficient SL or EL balance than they
can apply leave from there available balances (CL, etc.) If no leave is available, it will be considered as
Loss of Pay (LOP).
Approval and Communication: Sanctioned or refused EL will be communicated in writing. Before taking
EL, employees must provide their contact details and address for the leave period.
Restrictions: Employees serving notice periods cannot avail EL. Any excess leave used will be recovered
during full and final settlement. Leave encashment is allowed only upon retirement or full and final
settlement, calculated on the basis of basic salary.
1.2 Casual Leave (CL)
Entitlement: Employees are entitled to six (6) days of casual leave annually, credited on a pro-rata basis
at the time of Confirmation/Extension of Probation Period.
Usage: CL cannot be carried forward or combined with EL. Unused CL will lapse at the end of the
financial year.
Encashment: CL is not encashable. A minimum of half-day CL can be availed.
HR Head Operations Head MD
(Ankit Purohit) (Gaurav Gupta)
SOP Code : DESPL/SOP/HR/215/01
Date of Creation : 21-JUN-2024
Leave Policy Effective From : 01-JULY-2024
Revision Date : 22/03/2025
1.3 Sick Leave (SL)
Entitlement: Employees are entitled to six (6) days of sick leave annually on a pro-rata basis.
Usage: SL cannot be carried forward or encashed and will lapse at the end of the year. A minimum of
half-day SL can be availed.
Documentation: SL for more than three (3) days requires a medical certificate
Procedure: Applications for SL must be submitted within seven (7) days of resuming work, addressed to
the reporting manager with a copy to HR.
1.4 Bereavement Leave (BL)
Entitlement: Employees can avail up to three (3) working days of paid BL in the event of the death of an
immediate family member (spouse, parents, or children).
Usage: BL must be utilized within one month of the death and can be taken in two installments. Unused
BL will lapse after one month.
Notification: Employees must inform their manager via phone or email. Verification may be required.
Eligibility: BL is also available during notice periods.
1.5 Maternity Leave
Eligibility: Female employees who have worked for at least 80 days in the 12 months preceding the
expected delivery date are eligible as per the Maternity Benefit Act, 1961, or the Employees' State
Insurance Act, 1948, as applicable. An employee's salary during maternity leave is based on their gross
salary
Provisions: Maternity leave entitlements include salary as defined under the Maternity Benefit Act.
Supporting documents must be submitted to avail of the leave.
1.6 Paternity Leave
Entitlement: Male employees are entitled to three (3) days of paternity leave.
Procedure: Leave applications and supporting documents must be submitted to HR.
1.7 Leave Without Pay (LWP)
Entitlement: If all leave balances are exhausted, LWP may be granted at the company’s sole discretion.
Special Circumstances: In exceptional cases, management may approve half-pay leave on sympathetic
grounds. Such leave will not be debited to the employee’s leave account.
HR Head Operations Head MD
(Ankit Purohit) (Gaurav Gupta)
SOP Code : DESPL/SOP/HR/215/01
Date of Creation : 21-JUN-2024
Leave Policy Effective From : 01-JULY-2024
Revision Date : 22/03/2025
1.8 Weekly/Public Holidays and Holiday Work Compensation (HWC)
Eligibility: Employees required to work on weekly or public holidays due to business exigencies, with
HR’s concurrence, will be eligible for HWC.
Usage: HWC must be availed within three (3) months and cannot be marked as a half-day leave. Leave
taken will first be deducted from the HWC leave balance.
Procedure: Employees working on holidays must ensure their attendance is recorded, and HR must
verify their presence.
Second Saturday Policy: The second saturday of each month will be a designated off day for all Head
Office (HO) employees. However, those who work on the second saturday must apply for HWCL. Upon
approval from their Head of Department (HOD), the HWCL will be automatically credited to their leave
balance.
Leave Summary
Available
Annual Adjustable with Carried Available During
Leave Type Encashable During Notice
Entitlement Notice Pay Forward Probation
Period
Paid/Earned
12 Yes/Basic Yes Yes(30) No No
Leave
No (Yes, in case of
Casual Leave 6 No No No extension of No
Probation Period)
Sick Leave 6 No No No Yes Yes
Maternity
As per law No No No Yes As per law
Leave
Paternity Leave 3 No No No Yes Yes
Bereavement
3 No No No Yes Yes
Leave
HR Head Operations Head MD
(Ankit Purohit) (Gaurav Gupta)
