My workplace has a notice period of 30 days, and I have sent in my resignation. I am aware that it is not allowed to take leave during notice period, but would it be possible for me to take leaves if they are unpaid?
From India, Delhi
From India, Delhi
2
Hi, In general notice periods are meant for handing over /completing your responsibilities. Hence most of the employers direct the employees to complete the notice period without any leaves. However if you are planning for leaves due to compelling situations, you can discuss with your employer and plan for leaves. Your employer might extend the notice period and advise to compensate the leave days.
From India, Madras
From India, Madras
Dear friend,
" Notice Period " being the predetermined period of transition between the date of receipt of the orders of termination or letter of resignation as the case be and the last working day of the employee, it is not a different phase in respect of conditions and benefits of employment are concerned. In this perspective an employee, during the phase of his notice period, is entitled to avail any leave at his credit that would otherwise get lapsed.
But the prevalent industry practice is that sanction of leave is denied during notice period for reasons like compelling the outgoing employee to tie up any loose ends, imparting orientation to the substitute, getting no objection certificates from various internal departments etc. However, reasons like sudden illness, personal accidents etc., can justify the grant of leave applied for. In such situations, I am sure that no employer would be indifferent or inhuman. Restrictions are placed, in general, to discourage the tendency to enjoy leave during notice period simply for the sake of its availability. One should remember that no leave can be claimed as a matter of right nor it can be simply rejected mechanically. It depends.
From India, Salem
" Notice Period " being the predetermined period of transition between the date of receipt of the orders of termination or letter of resignation as the case be and the last working day of the employee, it is not a different phase in respect of conditions and benefits of employment are concerned. In this perspective an employee, during the phase of his notice period, is entitled to avail any leave at his credit that would otherwise get lapsed.
But the prevalent industry practice is that sanction of leave is denied during notice period for reasons like compelling the outgoing employee to tie up any loose ends, imparting orientation to the substitute, getting no objection certificates from various internal departments etc. However, reasons like sudden illness, personal accidents etc., can justify the grant of leave applied for. In such situations, I am sure that no employer would be indifferent or inhuman. Restrictions are placed, in general, to discourage the tendency to enjoy leave during notice period simply for the sake of its availability. One should remember that no leave can be claimed as a matter of right nor it can be simply rejected mechanically. It depends.
From India, Salem
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