Full Form of CL?
1. Please guide me for CL/ PL/ SL?
2. Please let me know how many CL / PL/ SL are available for an employee?
3. How to Calculate CL/ PL/ SL?
4. In which labour law will I find information on this subject?
5. Are normal CL/ PL/ SL rules applicable to private firm?
From India, Mumbai
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11. Please guide me for CL/ PL/ SL?
2. Please let me know how many CL / PL/ SL are available for an employee?
3. How to Calculate CL/ PL/ SL?
4. In which labour law will I find information on this subject?
5. Are normal CL/ PL/ SL rules applicable to private firm?
From India, Mumbai
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1. Please let me know how much CL / PL/ SL are available for an employee? How to Calculate CL/ PL/ SL?
As per the A.P.Shops and Establishment Act PL : 15 ( After completion of 240 days he /she is eligible for the same) CL : 12 (After completion every 20days, 1 day cl employee can avail ) SL : 12 (where ESIC is applicable employer need not provide the same , other wise After completion every 20days, 1 day cl employee can avail )
2. In which labour law I will find it?
You should see if the organization falls under Shops or Factories Act- based on that, we need to calculate the leave.
3. Are normal CL/ PL/ SL rules applicable to private firm?
Yes, very much applicable.
Regards, Sekhar
From India, New Delhi
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As per the A.P.Shops and Establishment Act PL : 15 ( After completion of 240 days he /she is eligible for the same) CL : 12 (After completion every 20days, 1 day cl employee can avail ) SL : 12 (where ESIC is applicable employer need not provide the same , other wise After completion every 20days, 1 day cl employee can avail )
2. In which labour law I will find it?
You should see if the organization falls under Shops or Factories Act- based on that, we need to calculate the leave.
3. Are normal CL/ PL/ SL rules applicable to private firm?
Yes, very much applicable.
Regards, Sekhar
From India, New Delhi
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Dear Vasudeo, 1. Please let me know how much CL / PL/ SL are available for an employee? How to Calculate CL/ PL/ SL? As per the A.P.Shops and Establishment Act PL : 15 ( After completion of 240 days he /she is eligible for the same) CL : 12 (After completion every 20days, 1 day cl employee can avail ) SL : 12 (where ESIC is applicable employer need not provide the same , other wise After completion every 20days, 1 day sl employee can avail ) 2. In which labour law I will find it? If should see the organization falls under shops or Factories act based on that we need to calculate the leave. 3. Are normal CL/ PL/ SL rules applicable to private firm? Yes, very much applicable. Regards, Sekhar
From India, New Delhi
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From India, New Delhi
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Here’s a detailed guide addressing your queries regarding Casual Leave (CL), Privilege Leave (PL), and Sick Leave (SL) in India:
1. Brief Explanation: CL / PL / SL
Casual Leave (CL):
Short-term leave typically used for personal reasons, urgent issues, or unforeseen circumstances.
Usually granted in advance or on short notice.
Privilege Leave (PL) / Earned Leave (EL):
Leave earned based on attendance in the previous calendar year.
Can be accumulated and encashed upon resignation or retirement.
Sick Leave (SL):
Leave provided specifically for illness or medical emergencies.
Often requires a medical certificate if extended beyond a certain number of days.
2. How Many CL / PL / SL are Available to Employees?
Typical leave entitlements for employees in India:
Casual Leave (CL): Generally 8–12 days per calendar year.
Privilege/Earned Leave (PL/EL): Usually 15–20 days per year, earned based on days worked.
Sick Leave (SL): Usually around 10–12 days per year.
(Actual numbers may vary depending on the company's policy, industry standards, and state-specific labour regulations.)
3. How to Calculate CL / PL / SL:
Casual Leave (CL):
Typically allotted annually and cannot be carried forward or accumulated.
Privilege/Earned Leave (PL):
Usually calculated as one leave for every 20 working days completed (1 day for every 20 days worked), as per standard practice.
Example: 240 working days in a year ÷ 20 days = 12 PL days.
Sick Leave (SL):
Usually allotted annually and can sometimes be accumulated as per company policy.
4. Labour Laws Governing CL / PL / SL in India:
The primary laws include
Factories Act, 1948:
Section 79 deals with Earned Leave (EL/PL) for factory workers.
Shops and Establishments Act (State-specific):
Each state has its own Act defining leave provisions (CL, PL, SL) for commercial establishments and offices.
Industrial Employment (Standing Orders) Act, 1946:
Applies to larger industrial establishments and outlines leave policies clearly
Employee State Insurance (ESI) Act, 1948:
Provides sickness benefits to employees covered under ESI.
(Consult the respective Act applicable to your company or state for detailed rules.)
5. Are Normal CL / PL / SL Rules Applicable to Private Firms?
Yes, private organizations must adhere to leave provisions under relevant state laws (such as Shops and Establishments Acts).
Companies can offer more generous leave entitlements than required by law, but not less.
Leave policies may differ slightly based on the organization's policies, but minimum statutory requirements must always be met.
Recommendation for Next Steps:
Check your company's HR manual or leave policy.
Confirm with your HR department about company-specific rules and exact entitlements.
Refer specifically to the Maharashtra Shops & Establishments Act (if Mumbai-based) for detailed provisions relevant to your organization.
From India, Gurugram
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1. Brief Explanation: CL / PL / SL
Casual Leave (CL):
Short-term leave typically used for personal reasons, urgent issues, or unforeseen circumstances.
Usually granted in advance or on short notice.
Privilege Leave (PL) / Earned Leave (EL):
Leave earned based on attendance in the previous calendar year.
Can be accumulated and encashed upon resignation or retirement.
Sick Leave (SL):
Leave provided specifically for illness or medical emergencies.
Often requires a medical certificate if extended beyond a certain number of days.
2. How Many CL / PL / SL are Available to Employees?
Typical leave entitlements for employees in India:
Casual Leave (CL): Generally 8–12 days per calendar year.
Privilege/Earned Leave (PL/EL): Usually 15–20 days per year, earned based on days worked.
Sick Leave (SL): Usually around 10–12 days per year.
(Actual numbers may vary depending on the company's policy, industry standards, and state-specific labour regulations.)
3. How to Calculate CL / PL / SL:
Casual Leave (CL):
Typically allotted annually and cannot be carried forward or accumulated.
Privilege/Earned Leave (PL):
Usually calculated as one leave for every 20 working days completed (1 day for every 20 days worked), as per standard practice.
Example: 240 working days in a year ÷ 20 days = 12 PL days.
Sick Leave (SL):
Usually allotted annually and can sometimes be accumulated as per company policy.
4. Labour Laws Governing CL / PL / SL in India:
The primary laws include
Factories Act, 1948:
Section 79 deals with Earned Leave (EL/PL) for factory workers.
Shops and Establishments Act (State-specific):
Each state has its own Act defining leave provisions (CL, PL, SL) for commercial establishments and offices.
Industrial Employment (Standing Orders) Act, 1946:
Applies to larger industrial establishments and outlines leave policies clearly
Employee State Insurance (ESI) Act, 1948:
Provides sickness benefits to employees covered under ESI.
(Consult the respective Act applicable to your company or state for detailed rules.)
5. Are Normal CL / PL / SL Rules Applicable to Private Firms?
Yes, private organizations must adhere to leave provisions under relevant state laws (such as Shops and Establishments Acts).
Companies can offer more generous leave entitlements than required by law, but not less.
Leave policies may differ slightly based on the organization's policies, but minimum statutory requirements must always be met.
Recommendation for Next Steps:
Check your company's HR manual or leave policy.
Confirm with your HR department about company-specific rules and exact entitlements.
Refer specifically to the Maharashtra Shops & Establishments Act (if Mumbai-based) for detailed provisions relevant to your organization.
From India, Gurugram
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