Leave Policy-India

ZINNOV MANAGEMENT CONSULTING PRIVATE LIMITED
UMIYA EMPORIUM, NO.97, 4TH FLOOR, HOSUR MAIN ROAD, SUDDAGUNTEPALYA, BANGALORE, KARNATAKA - 560
029 | T: +91 080-40804600 | FAX +91 80 41327578 [email protected] | www.zinnov.com | CIN - U72200KA2000PTC027044
ZINNOV INDIA LEAVE POLICY
PURPOSE
The purpose of this policy is to enable employees to take time off to attend to personal matters,
sudden illness, spend time with their families and rejuvenate themselves.
The Company expects that employees avail their annual leave in a planned manner with sufficient
advance intimation so that work is not disrupted or affected by their absence.
SCOPE
This policy is applicable to all full-time employees on the payrolls of Zinnov.
ADMINISTRATION
The Human Resources Department is responsible for administration of this policy.
TYPES OF LEAVE
The following types of Leave are permissible under this policy as per the defined entitlement:
1 Earned Leave 13 days per annum

2 Sick Leave 12 days per annum
3 Maternity Leave As per the provisions of Maternity Benefit Act
4 Adoption/Surrogacy Parenting Leave 12 weeks for Primary Care Giver
10 days for Secondary Care Giver
5 Paternity Leave 10 days
6 COVID Leave 5 days
7 Bereavement Leave 5 days
8 Compensatory Off In case an employee works on a weekend/holiday
9 Public Holidays 12 days as published in the Holiday Calendar
________________
Shweta Rani
Chief People & Culture Officer
GENERAL LEAVE REGULATIONS
1. All types of Leave should be applied for and recorded through the online Human Resource
Management System (HRMS), currently Darwinbox.
2. Earned Leave and Sick Leave balance are maintained on a calendar year basis and on pro rata
calculation and shall be credited in employee’s account on per month basis.
3. Earned Leave shall be granted at the discretion of the reporting manager who has the right to
refuse, revoke or curtail leave in consideration of work exigencies of the company.
4. Maternity Leave, Paternity Leave, Adoption Leave, COVID Leave, and Bereavement Leave shall
be granted as and when applicable according to eligible limits.
5. If employees go on leave without notice for more than 3 consecutive days and not able to
provide satisfactory explanation, their employment shall be considered to be terminated with
immediate effect.
6. Any employee who overstays sanctioned leave for more than 3 days without prior intimation,
sufficient grounds or without satisfactory explanation shall be considered to have voluntarily
left the service of the Company.
7. Extension of leave shall be granted only in exceptional cases, provided reasonable and
satisfactory justification is furnished for such extension. The approval for extension lies at the
sole discretion of the management.
8. In case of separation of an employee from the services of the organization, should a situation
arise wherein employee has availed more leave than accrual up to the individual’s last working
day, then compensation paid towards such extra leaves shall be recovered from the
individual’s dues. Similarly, if the employee has balance Earned Leave left as per accrual, and
as available on the portal up to the last working day, then compensation shall be paid to the
employee by the company along with the full & final settlement. All such calculation of leaves
is based on Basic Pay only.
9. No leave type shall be adjusted against the notice period, in case of separation of an employee
from the services of the organization.
10. Employees under probation period are eligible to take sick leave in case of any illness, however
they are advisable not to apply for planned leaves.
________________
Shweta Rani
11. The Company reserves the right to add, clarify, revoke, or alter any of the leave rules at any
point of time. The information of such changes, however, shall be communicated to all
employees.
LEAVE CATEGORIES
EARNED LEAVE
Employees are eligible for 13 days of leave for every completed calendar year of service or on pro-rata
basis for any broken-out period thereof.
Employees may carry forward the 13 days of earned leave per annum and accumulate a maximum
balance of 30 leaves in their earned leave account. Any leave beyond the aforementioned entitlement
shall be lapsed.
Encashment of earned leave shall be done on the basis of Basic Pay only, normally at the time of
separation or at any other time at the sole discretion of the management.
Earned Leave required for a week or more should be intimated at-least 3 weeks before the planned
date.
Weekly off days and company holidays falling at the beginning, during and end of leave period shall
not be counted as part of the leave.
SICK LEAVE
Employees may take up to 12 days of sick leave for every completed year of service or on pro rata
basis for any broken-out period thereof. This leave shall be taken in the event of personal illness or
injury.
All applications for sick leave of more than 3 days should be supported by a medical certificate issued
by a Registered Medical Practitioner.
Un-availed Sick Leave is neither encashable nor can be carried forward.
________________
Shweta Rani
MATERNITY LEAVE
The Company’s policy is to adhere to the provisions of the Maternity Benefit Act and the rules framed
thereunder.
Every female employee shall be entitled to maternity leave of 26 weeks.
All intervening holidays and weekends falling during this period of maternity leave are counted as part
of leave.
An employee should work for a minimum of 80 days in the preceding 12 months to be eligible to avail
Maternity Benefits.
Employee should intimate her manager at-least 3 months in advance about the expected date of
delivery supported by a medical certificate issued by the registered medical practitioner and apply for
leave.
In case of miscarriage an employee is entitled for 6 weeks paid leave immediately following the day
of her miscarriage upon production of a medical certificate from a registered medical practitioner.
If the female employee is suffering from illness arising due to pregnancy, delivery, premature birth or
miscarriage, she is entitled to leave for 1 additional month upon production of appropriate proof
including a medical certificate from a registered medical practitioner.
Maternity Leave is not encashable in any manner, under any circumstance. It cannot be accumulated
or used in installments.
ADOPTION/ SURROGACY PARENTING LEAVE
An employee who legally adopts a child and is a primary care giver is entitled to paid adoption leave
of 12 weeks (84 days) from the date when the child is handed over. An employee who is a secondary
care giver is entitled to paid adoption leave of 10 days.
The employee should have worked with the company for a period of not less than 80 days to become
eligible under this leave category.
The employee shall be eligible to avail the leave upon production of appropriate proof of a legal
adoption, for example the adoption deed.
________________
Shweta Rani
A female employee who is a commissioning mother, i.e., a biological mother who uses her egg to
create an embryo implanted in any other woman is entitled to paid surrogacy leave for a period of
12 weeks (84 days) from the date when the child is handed over to her. The employee shall be
eligible to avail the leave upon production of appropriate proof including a medical certificate from
a registered medical practitioner.
Adoption/ Surrogacy Parenting Leave is not encashable in any manner, under any circumstance. It
cannot be accumulated or used in installments.
PATERNITY LEAVE
Every male employee shall be entitled to paternity leave of 10 days in case of childbirth.
Paternity Leave is not encashable in any manner, under any circumstance. It cannot be accumulated
To avail Paternity Leave, the employee should intimate his manager in advance about the expected
date of delivery of his partner supported by a medical certificate issued by the Registered Medical
Practitioner and apply for leave.
COVID LEAVE
We at Zinnov are committed to the employee’s safety and wellbeing and have introduced this leave
category into our leave policy.
Any employee can avail 5 days of COVID leave in the event that they have contracted the virus.
To avail COVID Leave, employees should intimate their manager about the condition, supported by a
COVID positive report issued by a registered testing laboratory and apply for leave.
BEREAVEMENT LEAVE
Employees shall be granted 5 days’ leave in the event of bereavement arising out of the demise of
close family members.
The employee or the manager of the concerned employee shall intimate the HR partner of the
occurrence of such an instance and apply for leave.
________________
Shweta Rani
COMPENSATORY OFF
All Consultants, Project Leads, Analysts and equivalent below manager level are eligible to avail the
compensatory off in the event they have worked on a declared holiday or weekend.
Employees shall be eligible to avail compensatory off on any other day provided they have worked for
a minimum of 6 hours on a day off. The approval for compensatory off should be taken through email
from the respective manager and needs to be applied within 90 days of extra work done on the HRMS.
Compensatory off is not encashable in any manner, under any circumstance. It cannot be accumulated
PUBLIC HOLIDAYS
12 public holidays may be availed, as notified by the company at the beginning of each year.
CONCLUSION
This Leave policy is defined keeping in view the necessity of time off for employees to attend to
personal matters, spend time with their families and rejuvenate themselves.
Use your discretion, enjoy your time off!
________________
Shweta Rani

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ZINNOV MANAGEMENT CONSULTING PRIVATE LIMITED

ZINNOV INDIA LEAVE POLICY

This policy is applicable to all full-time employees on the payrolls of Zinnov.

The Human Resources Department is responsible for administration of this policy.

1 Earned Leave 13 days per annum

GENERAL LEAVE REGULATIONS

Un-availed Sick Leave is neither encashable nor can be carried forward.

Every female employee shall be entitled to maternity leave of 26 weeks.

ADOPTION/ SURROGACY PARENTING LEAVE

Use your discretion, enjoy your time off!

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