Dear Seniors, Please let me know if there is any clause in the labour laws for funeral leaves.If we want to give this leave then how many leaves it should be for IT company? Thanks in advance.
From India, Pune
Acknowledge(0)
Amend(0)
1From India, Pune
Acknowledge(0)Amend(0)
Currently, no labor laws such as the Factory Act or the Industrial Employment Standing Orders Act have provisions for such leave. However, under the leave policy, organizations typically offer casual leave for various uncertain events such as death or emergencies. Personal leave (P.L.) can be availed for longer periods.
In the IT company where I am currently employed in Pune, we have both personal leave (P.L.) and sick leave (S.L.) as mentioned earlier. Employees can utilize these leaves for events such as those mentioned above.
Furthermore, organizations have the flexibility to draft funeral leave and paternal leave policies, with maternal leave falling under the Maternity Act.
From India, Ahmadabad
Acknowledge(0)Amend(0)
In the IT company where I am currently employed in Pune, we have both personal leave (P.L.) and sick leave (S.L.) as mentioned earlier. Employees can utilize these leaves for events such as those mentioned above.
Furthermore, organizations have the flexibility to draft funeral leave and paternal leave policies, with maternal leave falling under the Maternity Act.
From India, Ahmadabad
Acknowledge(0)Amend(0)
While deciding the leave policy, you must fulfill the provisions of the Shops and Establishment Act of the state where employees work. You can offer more days than what the act specifies but not fewer.
Fringe Benefits and Management Prerogative
Paternity leave, funeral leave, and similar leaves are fringe benefits, and it is the prerogative of the management to decide the number of days. Be cautious when making decisions because withdrawing these fringe benefits can lead to a lot of discontent. Additionally, if a project manager is unable to spare a software developer due to work pressure, how will you handle this situation?
Regards,
DVD
From India, Bangalore
Acknowledge(0)Amend(0)
Fringe Benefits and Management Prerogative
Paternity leave, funeral leave, and similar leaves are fringe benefits, and it is the prerogative of the management to decide the number of days. Be cautious when making decisions because withdrawing these fringe benefits can lead to a lot of discontent. Additionally, if a project manager is unable to spare a software developer due to work pressure, how will you handle this situation?
Regards,
DVD
From India, Bangalore
Acknowledge(0)Amend(0)
In my view, such a type of leave is not provided by any of the labor laws. You can send five to six employees from his section along with the HR officer to attend the funeral process, considering the employees on duty. Alternatively, you could grant special leave for this purpose.
Regards,
R.N. Khola (LL&IR)
Welcome Skylark Associates
From India, Delhi
Acknowledge(0)Amend(0)
Regards,
R.N. Khola (LL&IR)
Welcome Skylark Associates
From India, Delhi
Acknowledge(0)Amend(0)
Adding to waht other members said, there is only provision for payment of funeral expenses under ESI Act but not leave. B.Saikumar HR & labour Law advisor Mumbai
From India, Mumbai
Acknowledge(0)Amend(0)
From India, Mumbai
Acknowledge(0)Amend(0)
I am not sure why any specific number of days should be marked for a funeral. Birth and death are inevitable events that occur in the lifetime of any individual (only varying depending on the number of people in the family), and there are no specific days marked. Let's all be humane about this, and we do not need any laws to govern us.
Organizations do allow employees to take leave, and in cases I know of, they have designated this as special leave exempt from any deductions.
Regards,
K.S. Chakradhar Reddy.
From India, Hyderabad
Acknowledge(0)Amend(0)
Organizations do allow employees to take leave, and in cases I know of, they have designated this as special leave exempt from any deductions.
Regards,
K.S. Chakradhar Reddy.
From India, Hyderabad
Acknowledge(0)Amend(0)
Hello Sir, I asked this if we can give any paid leave in such scenario. That was only intention.
From India, Pune
Acknowledge(0)Amend(0)
From India, Pune
Acknowledge(0)Amend(0)
While there are no provisions outlined by any statute, in the wake of the human approach that has become a prominent idea in management thought, organizations today offer flexible leave options in such emergency cases. I think the idea of CL (Casual Leave) is for routine requirements, and the idea of EL (Emergency Leave) is to accommodate emergencies like the one outlined here!
I have seen cases where the employee was allowed about two weeks of Emergency Leave, as it can affect one's life and family tremendously when a loved one is lost. This was clearly covered in the EL granted according to the terms of employment.
Regards,
Madhu_ratna
From India, Bangalore
Acknowledge(0)Amend(0)
I have seen cases where the employee was allowed about two weeks of Emergency Leave, as it can affect one's life and family tremendously when a loved one is lost. This was clearly covered in the EL granted according to the terms of employment.
Regards,
Madhu_ratna
From India, Bangalore
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
Employee Benefits.doc
Employee Benefits.zip