Leave Policy

Annual Leaves

  • Permanent employees are eligible for an annual leave of 16 working days.

  • Employees can use their annual leave only after confirmation in the services of the Company (subject to deviations mentioned, here in the policy document).

  • When an employee serves the Company for part of a year, he/she is entitled to annual leave on a pro-rata basis calculated for every completed month of service.

  • All employees are entitled to Annual leave from their DOJ on a prorata basis. (1.33 days for each completed month). This can be taken after their confirmation service.

  • On confirmation, leave computed at the rate of 1.33 days per month of employment will be credited to the leave account of an employee.

  • Only working days to be taken as leave days. Thus, even if a weekly off or holiday is prefixed and suffixed with leave, the weekly off shall not be counted as a leave day. Thus if one takes leave from Tuesday through to Friday with the Wednesday and Thursday in between being holidays, the number of leaves consumed shall be only two while the employee would be away from work for four days.


Sick Leave

  • An employee is eligible for 12 (twelve) days of sick leave per annum. Only working days shall be taken into consideration while computing the leaves.

  • Sick leave – Exceeding continuous period of 3 days needs to be specifically accompanied with a medical certificate.

  • Sick leave may not be carried forward.

Statutory/Public Holiday

  • Employees are entitled to 12 statutory holidays every year (4 (four) compulsory and 8 (Eight) restricted).​


Maternity Leave

Maternity leave at Vandey consultancy shall be administered as per the prevailing Law/Act.

  • Eligible expecting women employees are entitled to maximum of 26 weeks of paid maternity leave.

  • Maternity leave can be used a maximum of two (2) occasions during an employee’s tenure with the company.

  • Employees are allowed to use annual leave in continuation with maternity leave, after first having consumed the 26 weeks of maternity leave, subject to approval by reporting manager.

  • Employees undergoing medical termination of pregnancy under medical advice or miscarriage are entitled to 6 weeks of maternity leave. A duly registered attending medical practitioner should certify this & a medical certificate should be obtained.

  • Employees suffering from illness arising out of pregnancy, delivery, premature birth, stillbirth or miscarriage are entitled to additional leave, against her annual leave entitlement, subject to available balance in the leave account. This leave is granted based on circumstances of each case and should necessarily be recommended by the sanctioning authority HOD.

  • Maternity leave is not encashable in any manner, under any circumstance. It cannot be accumulated or used in installments.

  • The employee must submit a scanned copy of the leave application form with the maternity leave start date & end date to the HOD.

Compensatory Leave / Off

  • Employees may be required to work on public holidays and/or during weekly off days. If such work is officially mandated in writing by either the reporting manager / HOD of the employee, then the employee may be compensated with compensatory leave for those days.​


Leave Encashment

Leave Encashment will not be allowed


Public Holidays

  • Employees are entitled to customary paid festival and national holidays as outlined by the Company and displayed at the beginning of each financial year.

Leave without pay (LOP)

  • Leave without pay must be applied under exceptional circumstances. An employee can apply for leave without pay only when there is no leave remaining to the employee’s credit. All such leaves must be sanctioned by the concerned reporting manager or department head.

  • Leave without pay for an employee is authorized based on exceptional circumstances and attentive to the business impact.

  • No components of the employee’s salary and/or benefits are paid during this period, and the associate is not granted any benefit linked to attendance during the duration of the unpaid leave.​


Extension of leave

  • If the employee wishes to extend an annual leave, he/she is required to complete an application in writing or email. The employee may also inform the sanctioning authority via telephone or other means, but prior to the expiration of the current leave period. The HOD / Reporting manager sends a mail to the employee indicating whether the extension is approved or rejected.

  • A copy of the mail has to be sent to HO. Please note: If the employee does not receive any such reply in writing, the application for the extension of leave is treated as rejected and the employee is required to resume duties on completion of leave originally granted.


Leave during notice period

  • Leaves cannot be adjusted against the notice period. Any deviation to this has to be approved by HOD and reporting manager.

Additional Leave Details

  • The organisation urges the employees to exercise their leaves. Specifically, an employee is expected to be away from work for a continuous period of fourteen (14)days.

  • All leaves should be taken with prior approval. In case, a sick leave has to be taken in an emergency situation, the employee must make best efforts to communicate his/her immediate supervisor/HOD on the first day of such leave.

  • The approved Leave Application form needs to be submitted on GreytHR portal.

  • If an employee remains absent without approved leave or overstays without approval from the sanctioning authority for a period of seven (7) consecutive days or more, disciplinary action including termination from service may be initiated against the employee by the Company. His/her salary shall be put on hold till he/she returns and informs the reason of such absence in a satisfactory way to his supervisor.

Responsibility of the Employee:

  • Employees are required to apply well in advance for approval of long annual leave.

  • Employees have to keep his/her supervisor/HOD informed in case of any extension of leave. An act of proceeding on leave without approval in writing will be treated as an act of misconduct and the employee will be liable to disciplinary action if deemed necessary.

  • In cases of approved leave without pay on medical grounds, the employee has to provide all the relevant medical documents to HO within 7 days from the start of such leave.

Responsibility of the Immediate Reporting Authority/HOD:

  • The immediate reporting authority has to inform the HO in case of leave without pay and absconding cases within seven (7) days from the start of such leave.

  • It is the responsibility of the immediate reporting authority to inform HO, if an employee does not report to office, after using the sanctioned leave within three (3) days from the end of such leave.


Clarification on Leave Policy:

This note is to clarify certain doubts regarding the Leave Policy and how leaves are earned, or encashed.

  • Every confirmed employee earns AL (Annual Leave) at the rate of 1.33 days per month, which gets added to his leave account at the backend.

  • We shall be following a yearly leave credit policy.

  • Company encourages employees to have a work-life balance; therefore, leaves should be availed as per leave plan of the department. All employees would have to take minimum 10 days leave in a year. Employees joining mid-year being eligible for leave may consume a proportionate amount.

  • Leave Credit will be done only in the month of April for all confirmed employees and employees who have completed their probation period. They would have credit of prorata leaves till 31st March.

  • Leaves will be credited to the Leave Account of every employee on prorata basis at the backend. i.e. 1.33 days leave for each completed month of service.

  • Employees, who have worked for part of the year, will get leave credit on prorata basis i.e. 1.33 days leave for each completed month of service.

Please note: All the planned leaves need to be applied on greytHR portal after approval from concerned reporting managers.

List of National/Festival Holidays of 2022

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  • Compulsory holidays are mandatory (Must be availed on the specified day)

  • Offices do not remain open on a compulsory holiday.

  • Offices are open on restricted holidays, if the work demands so.

  • Restricted holidays could be availed at employee’s discretion and could be compensated for any other statutory holiday.