Dear Team,
Due to COVID-19, we are working from home. Will there be any changes to the number of leaves for the year? Currently, we provide Annual Leave - 18 days, Casual Leave - 6 days, and Sick Leave - 10 days per year. Do we need to adjust these during this work-from-home period? Can someone please share the leave policy applicable during work-from-home mode?
Thank you.
From India, Delhi
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Due to COVID-19, we are working from home. Will there be any changes to the number of leaves for the year? Currently, we provide Annual Leave - 18 days, Casual Leave - 6 days, and Sick Leave - 10 days per year. Do we need to adjust these during this work-from-home period? Can someone please share the leave policy applicable during work-from-home mode?
Thank you.
From India, Delhi
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Dear Ruchika,
WFH is in no way different from work at the usual premises of the employer in respect of attendance, work turnover, etc., other than the change in the place of work. In fact, WFH would be more demanding, and such employees are subjected to more stress and less socialization. Thus, in fact, it would result in low employee morale in the long run.
Compensation in employment is the monetary consideration for the time during which the employee is kept under the disposal of the employer. WFH does not reduce this. Therefore, you cannot reduce the quantum of statutory or contractual leave benefits just because of the change in the place of work and due to the absence of physical supervision. It would neither be legal nor ethical.
From India, Salem
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6108WFH is in no way different from work at the usual premises of the employer in respect of attendance, work turnover, etc., other than the change in the place of work. In fact, WFH would be more demanding, and such employees are subjected to more stress and less socialization. Thus, in fact, it would result in low employee morale in the long run.
Compensation in employment is the monetary consideration for the time during which the employee is kept under the disposal of the employer. WFH does not reduce this. Therefore, you cannot reduce the quantum of statutory or contractual leave benefits just because of the change in the place of work and due to the absence of physical supervision. It would neither be legal nor ethical.
From India, Salem
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Hi Ruchika,
No, you cannot change the leave rules as long as the statutory provisions are in place without any alterations. However, in terms of practices such as the frequency of leave availing, encashment, etc., you could make changes in accordance with the management decision and governance.
From India, Bangalore
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No, you cannot change the leave rules as long as the statutory provisions are in place without any alterations. However, in terms of practices such as the frequency of leave availing, encashment, etc., you could make changes in accordance with the management decision and governance.
From India, Bangalore
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