dear all,
I am working in a manufacturing industry. please advice me on the following
1. Leaves Encashable : as per factories act is there a provision of leaves encashable.
2. Holidays : what is the minimum number of gazetted holidays as per factories act?
3. Apart from EL / PL are there any other leaves like Casual, Sick etc...
4. In corporate office - I have laid leaves / holidays like EL / Casula, Maternity, Pertininty, b'day / anniversary leaves..15 gazetted holidays for healthy and employee oriented company. Is it necessary to have the same policies of leaves / holidays in factory also.
Please guide me. I am in need on urgent basis.
thanks & regards
Priyanka Kaw
From India, Delhi
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44I am working in a manufacturing industry. please advice me on the following
1. Leaves Encashable : as per factories act is there a provision of leaves encashable.
2. Holidays : what is the minimum number of gazetted holidays as per factories act?
3. Apart from EL / PL are there any other leaves like Casual, Sick etc...
4. In corporate office - I have laid leaves / holidays like EL / Casula, Maternity, Pertininty, b'day / anniversary leaves..15 gazetted holidays for healthy and employee oriented company. Is it necessary to have the same policies of leaves / holidays in factory also.
Please guide me. I am in need on urgent basis.
thanks & regards
Priyanka Kaw
From India, Delhi
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Hi Priyanka,
Me too working in manufacturing setup. Although i am not too experienced i have some knowledge about this. Let me answer to your queries.
1. Yes, but casual is not encashable.
2. I think its 12
3. only CL,ML,PL but in case of female employees Maternity is applicable.
Hope i have some what cleared ur doubt.
Mail me at
if u have any queries.
From India, Madras
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Me too working in manufacturing setup. Although i am not too experienced i have some knowledge about this. Let me answer to your queries.
1. Yes, but casual is not encashable.
2. I think its 12
3. only CL,ML,PL but in case of female employees Maternity is applicable.
Hope i have some what cleared ur doubt.
Mail me at
From India, Madras
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S. Let me know more if at all i am not correct. I need some help from ur side will u be able to help me out in our Manufacturing unit. Can i have ur mail id.
From India, Madras
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From India, Madras
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(Fact Check Failed/Partial)-The user's reply is not relevant to the original post and does not provide any information regarding the specific HR queries raised. It does not address the inquiries about leaves, holidays, and policies in the manufacturing industry.
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Dear you must have Certified Standing Orders in your factory. All the provisions of leaves must be added in the Standing Orders. However, I clarify here that as per Factory Act an employee will get 1 PL on every 20 working days, as such if an employee is present whole of the year in the factory, he/she will get 15 PL. Casuals are 7, these are not encashable, will lapse if not taken. 8 or more days Festival holidays and if the employee is not covered under the ESI Act than he /she is entitled for minimm 10 days sick leaves. Maternity leaves is as per the Maternity Benefit Act & ESIC Act. Except PL no other leaves are encashable neither can be accruied.
From India, Delhi
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From India, Delhi
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(Fact Check Failed/Partial)-The information provided in the user reply is mostly correct, but there are a few inaccuracies regarding leave entitlements and encashability. Maternity leave and Sick leave entitlements are also not fully accurate. Casual leave entitlement is generally not limited to 7 days.
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Good Gupta ji.
Dear you must have Certified Standing Orders in your factory. All the provisions of leaves must be added in the Standing Orders. However, I clarify here that as per Factory Act an employee will get 1 PL on every 20 working days, as such if an employee is present whole of the year in the factory, he/she will get 15 PL. Casuals are 7, these are not encashable, will lapse if not taken. 8 or more days Festival holidays and if the employee is not covered under the ESI Act than he /she is entitled for minimm 10 days sick leaves. Maternity leaves is as per the Maternity Benefit Act & ESIC Act. Except PL no other leaves are encashable neither can be accruied.
From India, Delhi
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Dear you must have Certified Standing Orders in your factory. All the provisions of leaves must be added in the Standing Orders. However, I clarify here that as per Factory Act an employee will get 1 PL on every 20 working days, as such if an employee is present whole of the year in the factory, he/she will get 15 PL. Casuals are 7, these are not encashable, will lapse if not taken. 8 or more days Festival holidays and if the employee is not covered under the ESI Act than he /she is entitled for minimm 10 days sick leaves. Maternity leaves is as per the Maternity Benefit Act & ESIC Act. Except PL no other leaves are encashable neither can be accruied.
From India, Delhi
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(Fact Check Failed/Partial)-The user's reply contains inaccuracies regarding leave provisions under the Factory Act, including PL calculation, casual leave entitlement, festival holidays, and sick leave. Maternity leave is also not correctly addressed. Please refer to the Factory Act and related laws for accurate information.
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Dear Priyanka,
As per Factory Act, 1948 every adult workers who qualified 240 Days in Last calender year he/she is entitled for Earn Leave on every 20 Working Day. This leave is availed or encashed.
Maximum EL in a Year is counted as under.
No of Days in a year = 365 Days
No of Sundays in a year = 52 Days
No of Casual Leave in a Year = 7 Days
No of National Festival Holidays in a Year = 7 Days
No of Sick Leave in a year = 7/14 Days
No of Absent in a year = ........ Days
Total No of EL=(365(Sundays+SL+NFH+SL+Absent)/20)
As per Punjab Industrial Establishment (National Festival Holiday, Casual Leave & Sick Leave) Act, 1965.
Maximum 7 Days Casual Leave (CL)
Maximum 7 Days National Festival Holidays (NFH)
Maximum Sick Leave 7/14 Days (SL)
CL, NFH & SL Laps on every Calender Year and no encashment of these Leve.
Beside all these Leave you may be given to Maternity, Paternity and you mentioned above allowed to staff and workers also.
Regards Rizwan
From India, Haryana
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As per Factory Act, 1948 every adult workers who qualified 240 Days in Last calender year he/she is entitled for Earn Leave on every 20 Working Day. This leave is availed or encashed.
Maximum EL in a Year is counted as under.
No of Days in a year = 365 Days
No of Sundays in a year = 52 Days
No of Casual Leave in a Year = 7 Days
No of National Festival Holidays in a Year = 7 Days
No of Sick Leave in a year = 7/14 Days
No of Absent in a year = ........ Days
Total No of EL=(365(Sundays+SL+NFH+SL+Absent)/20)
As per Punjab Industrial Establishment (National Festival Holiday, Casual Leave & Sick Leave) Act, 1965.
Maximum 7 Days Casual Leave (CL)
Maximum 7 Days National Festival Holidays (NFH)
Maximum Sick Leave 7/14 Days (SL)
CL, NFH & SL Laps on every Calender Year and no encashment of these Leve.
Beside all these Leave you may be given to Maternity, Paternity and you mentioned above allowed to staff and workers also.
Regards Rizwan
From India, Haryana
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(Fact Check Failed/Partial)-The user reply contains inaccuracies. According to the Factories Act, 1948, leave encashment is not a statutory requirement. The calculation for Earned Leave (EL) provided is incorrect. The Act mandates minimum 1 day off for every 20 days worked, not based on the total days in a year. Casual Leave, Sick Leave, and National Festival Holidays provisions are generally correct.
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Dear All,
I am working in an automobile industry, kindly advice me on following.
a) NO. of national holidays entitled as per factories act.
b) Accounting of Sunday: An employee takes leave on saturday,followed by sunday and availing one more leave on monday, is sunday counted as leave.
Pravin
From India, Bangalore
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I am working in an automobile industry, kindly advice me on following.
a) NO. of national holidays entitled as per factories act.
b) Accounting of Sunday: An employee takes leave on saturday,followed by sunday and availing one more leave on monday, is sunday counted as leave.
Pravin
From India, Bangalore
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Dear Pravin,
This is to inform you that Factories Act, 1948 do not have any provision relating to grant of any national holidays. National holidays are given to the employees/workers as per the State Industrial Establishment ( National & Festival Holidays and Casual & Sick Leaves) Act.Therefore, go through your applicable State Act.
For grant of weekly off day plz first see under which of the Act employees are entitled to have paid weekly off day & then go through that Act to see the eligibility of the rest day with wages. If none of the Act is applicable then see your Leave Rules.
R.N.Khola
From India, Delhi
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This is to inform you that Factories Act, 1948 do not have any provision relating to grant of any national holidays. National holidays are given to the employees/workers as per the State Industrial Establishment ( National & Festival Holidays and Casual & Sick Leaves) Act.Therefore, go through your applicable State Act.
For grant of weekly off day plz first see under which of the Act employees are entitled to have paid weekly off day & then go through that Act to see the eligibility of the rest day with wages. If none of the Act is applicable then see your Leave Rules.
R.N.Khola
From India, Delhi
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Dear Rizwan,
Thanks for the details. As per the rule of 1 EL for every 20 working days, the maximum number of EL should be 18 (365/20). However, why are 52 Sundays, 7 CL, 7 SL, and 7 NFH added to the total of 365 days, and then divided by 20 to calculate ELs? Aren't these days already included in the total 365 days?
In our company, we are allotted 21 ELs. Could you please confirm how these 21 days align with the basic rule of 1 EL for every 20 working days?
Thank you.
From India, Chandigarh
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Thanks for the details. As per the rule of 1 EL for every 20 working days, the maximum number of EL should be 18 (365/20). However, why are 52 Sundays, 7 CL, 7 SL, and 7 NFH added to the total of 365 days, and then divided by 20 to calculate ELs? Aren't these days already included in the total 365 days?
In our company, we are allotted 21 ELs. Could you please confirm how these 21 days align with the basic rule of 1 EL for every 20 working days?
Thank you.
From India, Chandigarh
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(Fact Check Failed/Partial)-The user's reply contains inaccuracies. The calculation of earned leaves (EL) including CL, SL, and NFH in the total days is incorrect. ELs are typically calculated based on working days only.
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Dear all,
I am working in an institute in a clerical position at a college. Please advise me on the following:
1. What is the minimum wage for high-skilled workers in Haryana?
2. Holidays: What is the minimum number of gazetted holidays as per the Institute Act?
3. Apart from Earned Leave (EL) / Privilege Leave (PL), are there any other types of leave such as Casual Leave, Sick Leave, etc.?
Please guide me. I need urgent assistance.
Thanks and regards,
Khanesh Kumar
From India, Bhiwani
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I am working in an institute in a clerical position at a college. Please advise me on the following:
1. What is the minimum wage for high-skilled workers in Haryana?
2. Holidays: What is the minimum number of gazetted holidays as per the Institute Act?
3. Apart from Earned Leave (EL) / Privilege Leave (PL), are there any other types of leave such as Casual Leave, Sick Leave, etc.?
Please guide me. I need urgent assistance.
Thanks and regards,
Khanesh Kumar
From India, Bhiwani
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(Fact Check Failed/Partial)-The minimum wages for high skilled workers in Haryana can be checked on the official website of the Haryana Labour Department. The minimum number of gazetted holidays for institutes may vary. For accurate details, refer to the specific institute's policies or consult the Institute Act.
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List of Holidays Karnatka.pdf
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(Fact Check Failed/Partial)-The user's reply needs some corrections: 1. Leaves, except casual, are encashable. 2. The minimum number of gazetted holidays is 8. 3. Apart from CL, ML, and PL, there are also SL and Maternity leave for female employees. 4. Policies for leaves/holidays in the corporate office should align with the factory as per the law. Thank you for sharing your insights, and feel free to ask more questions.