Mobile Strip
Home / Blog / 13 Types of Leave Offered By Companies in India

13 Types of Leave Offered By Companies in India

8 min read

Be it for a medical emergency, to observe a festival or just Netflix & chill, everyone needs a break.

Your employees do too. Moreover, leaves are a corporate compulsion.

These are vital to help employees refresh their minds, tend to their priorities, and maintain a healthy work-life balance.  

Though there are a set of mandatory national holidays, most employers offer additional categories of leaves to their employees.

Leave policies may be different for different companies based on their geographies.

In India, organizations follow the Factory Act of 1948 and the Shops & Commercial Establishments Act.  

Are you planning to revise or jot your company’s leave policy from scratch?

Check with your state laws as they vary in every region. A considerate leave policy can also help attract talent and improve brand image.

Certain day-offs can also have perks. If employees don’t utilize them by the end of the year, they can be encashed or carried forward.  

List of different types of leave In India

Did you know that there are over 13 types of leaves in the business world?

Whether you are an employer or an employee, the below list will help you understand them all and make use of the ones offered at your workplace. 

Sick leave/Casual leave 

An employee can call in sick and take the day off by applying for this type of leave.

Prior intimation for the same differs in organizations due to their HR policies.

Also called casual leave by certain companies, it can also be availed for other personal reasons without furnishing any medical certificate.

However, employees may have to add a note reasoning their leave request.

The number of days granted in this category varies from state to state.  

Privilege leave 

Employees commonly become eligible for privilege leaves after they complete certain number of days of continuous service or post their probation period. T

his timeframe differs as per the company policies.

It is generally around 12-15 days in a calendar year. Unconsumed leaves can either be encashed or carried forward at the end of a year. 

Medical leave 

Approved on the submission of a valid medical certificate, this type of leave does not mandate employees to inform the manager beforehand.

They are granted when a worker gets injured in an accident or due to other medical reasons.

Around 3-8 days are usually provided.  

Maternity leave 

Female employees who have been working with the company for a specific number of days are eligible for a paid maternity leave.

This extends for nearly 3-4 months depending on the HR policies. 

Paternity leave 

Granted to the male employees who are soon to become fathers, paternity leaves aren’t provided at every company.

Organizations that do, need the employees to apply for the same before or immediately after the child is born. The duration differs at each company.  

Bereavement/Compassionate leave 

It often takes time to recover from the death of a family member.

As such, this type of leave is granted for employees to mourn the tragedy.

Some companies replace the term ‘bereavement’ with ‘compassionate’ and offer leaves to accommodate ill health/urgent care/medical emergency of the employee’s immediate family members. 

Compensatory leave 

It isn’t uncommon for employees to work on non-working days to complete their work or do extra work.

Compensatory leaves or comp-offs are provided to such workers with additional leaves to appreciate their work.  

Floater leave 

Certain religious festivals & occasions are not marked as leaves for employees.

However, workers can choose to take the day off by applying for a floater leave, usually granted 2 in a year.

Though most companies offer this type of leave, employees can select their preferred day only from a list of festivals and cultural events curated by organizations. 

National holidays 

Otherwise called public holidays, national holidays are the type of leaves mandated by the government of a country.

In India, Independence Day, Republic Day, some religious festivals and birth/death days of certain famous personalities are declared holidays for every citizen.  

Marriage leave 

Employees can take about 5-10 days of leave, as per the company’s policies, only on the occasion of their wedding.

It is given to the employees upon submission of their wedding invitation cards and typically for one marriage only during his tenure.  

Sabbatical leave 

A long term (generally for months) unpaid leave, a sabbatical can be taken for multiple reasons.

Be it for a career break, family crisis, education or to simply relax, this type of leave needs prior intimation and approval from the concerned superiors.

During this time, the person still remains a part of the company without the risk of termination.

It helps employees upskill and recommit to their work to contribute better to the organization.

Some companies need employees to be working with them for a specific number of years to be eligible to apply for a sabbatical 

Unpaid leave 

This refers to the leave taken after consumption of all available leaves.

Employees can usually apply for any number of day-offs but with loss of pay.

The money amounting to the number of leaves is deducted from the salary at the month-end.  

Other special leaves 

Some progressing companies also offer additional leaves for special occasions like an employee’s birthday, joining day, marriage anniversary, graduation or others.

This is to allow workers to celebrate their important events without worrying about loss of pay. 

Final Thoughts! 

It is difficult for HRs to manually maintain attendance sheets, update leave balances, and respond to employees’ leave requests.

These mundane tasks rob HRs of the time they could spend enhancing employee experience, becoming a strategic partner and much more.

This is where an attendance and leave management system comes into play. Bid adieu to traditional, tedious, and error-prone employee leave tracking ways with Keka. 

Table of Contents

    Meet the author

    Dr. Nishat Afzal

    Content Writer

    A dentist by profession and writer by choice, Nishat is the Communications Manager and Content Writer at Keka Technologies. A literature lover and a religious fan of Ruskin Bond, her magic works best in creating pieces that involve story-telling, emotional punches, facts & current affairs. If not found sewing letters together to form impactful phrases, Nishat can be seen doing RCTs, crocheting or eating to her heart's content.


    Thank you for Subscribing!

    Related articles

    Culture Strategy
    Founders! Are you and your core team ready to answer the culture question?
    Ahmed ZD 21 min read

    Does this story sound familiar   How does it feel when you are finally ready with your business idea You are bristling with excitement and raring to go   Your core team has assembled the capital has been secured and plans are in place   You hit the ground running as you and your team start the

    Future of HR Featured Image
    Future of HR: Why 2023 is the Best Time to Enter the People Profession
    Ahmed ZD 15 min read

    HR professionals need to walk with a swagger &# Leena Nair  This is one of the first statements made by Leena Nair the illustrious Indianborn executive who went on to become the first Asian to head Chanel the reputed French fashion company Born and brought up in India Leena chose to study Human Res

    HRM Functions Blog Cover
    Functions of an Human Resource Management(HRM)
    Balaji Sogathur 10 min read

    Human Resource Management is a way of managing maintaining training and developing the key resource of any organization its people  It helps in the smooth functioning of an organization to work towards its goals Its the key factor that enables the employers and the organization to achieve their obj

    cookie image

    By clicking “Accept", you consent to our website's use of cookies to give you the most relevant experience by remembering your preferences and repeat visits. You may visit "cookie policy” to know more about cookies we use.