It’s entirely depends on the Organisations Policy. There is no law which specifies whether to accumulate or to lapse the same at the end of the year. Ravi
From India, Madras
From India, Madras
As per common practice and current HR policies which is following by different organisations only PL can be carried forward, after completion of each fiscal year sick leave and casual leave shall be lapsed.
Hi,
As per the CL/SL & National Holidays Act, all these leaves are for the current year. If management wishes to allow the accumulation, there is no restriction.
I would suggest, these types of leave should not be allowed to accumulate. And the EL should also be confined to only 30 as permissible under Factories Act.
More the relaxation more the problem.
From India, Velluru
As per the CL/SL & National Holidays Act, all these leaves are for the current year. If management wishes to allow the accumulation, there is no restriction.
I would suggest, these types of leave should not be allowed to accumulate. And the EL should also be confined to only 30 as permissible under Factories Act.
More the relaxation more the problem.
From India, Velluru
HI PL shuld be carried forward to the next year or it’s you can also carreid forward you SL but it dependupon comany norm it’s faciletes not any right in Act.
From India, Pune
From India, Pune
First of all it is as per labour law then HR policy of the company also industry type. This all vary to the leave policy but all goes hand by hand not to be overlooked while making policy. As in my career SL and CL has not carried forward to next year but there are some industry who have HR policy for carried forward.
In general the Leave policy is discussed with management for the betterment of employees and other area of improvement of employees. But below are the practice to max. industry:
PL/EL: Carried forward
CL: lapse by end of calender year
SL: lapse by end of calender year
Param
From India, Delhi
In general the Leave policy is discussed with management for the betterment of employees and other area of improvement of employees. But below are the practice to max. industry:
PL/EL: Carried forward
CL: lapse by end of calender year
SL: lapse by end of calender year
Param
From India, Delhi
I agree with Sreekumar.
As far as Earned Leave is concerned, there are provisions under Factories Act.
But as far as my knowledge is concerned, there are no statutory provisions governing Casual Leave or Sick Leave. At the most organisation can frame some rules under the Standing Orders and get them approved.
From India, New Delhi
29As far as Earned Leave is concerned, there are provisions under Factories Act.
But as far as my knowledge is concerned, there are no statutory provisions governing Casual Leave or Sick Leave. At the most organisation can frame some rules under the Standing Orders and get them approved.
From India, New Delhi
Sick Leave can be carried forward upto a certain limit no. of days. as said earlier it again depends on the company policy and procedure. there are places where it is encashed at the end of the financial or calender year.
From India, Bangalore
From India, Bangalore
sl can be carry forward to the next year, accumalation can be decided by the company i.e. 45, 60, or whether to encash on Basic salary
From India, Pune
From India, Pune
Company leave policy determines whether SL can be carried forward or not. In the normal circumstances, SL can be carried forward in a limited way to meet any exigencies in the next year
From India, Bangalore
From India, Bangalore
I Hope no one had refer to shop & establishment act, as per the shop & establishment act sick can be carry forward for three calender year i.e. if you have 10 days S/L then it will be maximum 30 days. If not enjoyed then above 30 is lapsed but cannot be encash. So first please check the no S/l as per local Shop & Establishment and then carry forward it to three calender years.
From India, Gurgaon
From India, Gurgaon
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Unutilised leave to be carried forward without limit till retirement - HC 5.10.2016.pdf