Leave Policy of UPSTEP EDUCATION PRIVATE
LIMITED
PURPOSE
The purpose of this policy is to have a leave record system for all team members. This policy will
enable us to keep track of every team member’s leave entitlement and utilization in a consistent
and fair manner which will enable us to meet legal and payroll requirements. It will facilitate
seamless operation of business and create work-life balance for our employees.
1. LEAVE ENTITLEMENT FOR ALL EMPLOYEES:
TYPES OF LEAVE NO. OF DAYS
National Holidays 4 Days
Festival Holidays 4 Days per year
Privilege Leave 15 Days per year
Casual Leaves 8 Days per year
Sandwich leaves As per the Act
Maternity Leave As per the Act
15+8 (National & Festival) + 8 Casual = 31
2. NATIONAL/ FESTIVAL HOLIDAYS and Other Paid Holidays
I. The company will publish the list of National Holidays and Festival Holidays at the
beginning of every calendar year through email.
The 4 National Holidays are as follows:
a) Republic Day
b) Labour Day
c) Independence Day
d) Gandhi Jayanti
Other 4 Paid Holidays As decided by company and to be declared as above.
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3. GENERAL PROCEDURES / GUIDELINES FOR AVAILING LEAVE:
1. The Calendar Year of the Company i.e.,1st January - 31st December will be considered
as the year for the purpose of calculation of leave.
2. All leaves must be applied as per the prescribed form (Leave Card / Leave Application
Form), manually or on system, as may be applicable.
3. Leave Sanctioning Authority at the Corporate Office, Academy will be the Immediate
Reporting Manager.
4. In case of failure to inform HR about leave approval, the leave will be treated as LWP –
Leave Without Pay, resulting in deduction of salary.
5. The team member must attempt to contact his/her Reporting Manager each scheduled
day in which he/she is unable to report for work.
6. In any of the cases, the Reporting Manager/HR has the right to request verification of the
absence.
7. All senior team members reporting to the Employer should mark a copy of the leave
application to the HR Head for records.
8. If an employee remains absent without prior sanction or intimation for 3 consecutive days
or more, the Employer shall interpret this, as absence from duty and appropriate action
would be initiated.
• PRIVILEGE LEAVE and CASUAL LEAVE (PL & CL)
1. All employees would be eligible for one day Privilege Leave against 20 days actual
attendance. Provided however, the leave can be availed only in the subsequent year (next
year).
2. In addition to the Privilege Leave, additional 8 days of Casual Leave will be granted in a
year, if the employee has worked for full year. Else, it shall be calculated on pro rata basis.
provided however, the casual leave cannot be availed for more than 2 days in a quarter.
Casual Leave not availed by December, cannot be carried forward. Unavailed CL will lapse
on 31st December of each year.
3. Employees joining Employer anytime during the calendar year after 1st January will be
given leave on pro-rata basis.
4. Weekly Off / National Holiday / Festival Holiday availed in between the Privilege Leave will
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be considered as Privilege Leave
5. Due to the nature of business operations, a leave(s) may not be granted on 2 days Pre-
Festivals and during Festivals and/or peak season.
6. The Management reserves the right to approve / reject / ask employees to avail their
leaves during off-season when business demands are low.
7. All sick leave beyond 2 days should be supported with a medical certificate for treatment
within 48 hours of falling ill and a fitness certificate for resuming duty.
8. Employees covered under ESI Act are required to submit medical certificate of an ESIC
Panel Doctor for rest and fitness through ESI as per the rules.
9. Extended sick leave application submitted without medical certificate of recommendation
and as per procedure cannot be sanctioned, and will be treated as Leave Without Pay.
10. In case of emergency, either Medical or otherwise, the Reporting Manager should be
informed on the same day, either via email or SMS and thereafter, the Reporting Manager
should send a formal intimation to HR via email. Once the employee reports back to work,
he/she has to submit the Leave Application Form duly approved by the HOD to HR. It is
Reporting Manager’s prerogative to sanction such leaves, after assessing the situation,
irrespective of the fact that the PL is available in his / her credit.
11. If for any reason, the employee is reporting back to work later than the sanctioned leave,
then the employee is required to inform his/her Reporting Manager by way of email and
SMS, to formally document the extension of leave. It is the Reporting Manager’s
prerogative to sanction leave extension, even if PL is available in the employees leave
balance. The Reporting Manager is required to immediately inform HR by way of email
and SMS. In-case of failure to inform HR, the extended leave will be treated as Leave
Without Pay, resulting in deduction of salary.
12. In case of Planned Leave(s), the employee must apply for leave(s) keeping in mind the
operational needs of the Firm and the same is required to be sanctioned in advance by
the approving authority. The employee should submit a written application at least 10 days
prior to commencement of leave(s).
13. A Leave request may be refused, revoked or curtailed by the Reporting Manager,
depending upon work requirement.
14. Employer believes in their employees recharging themselves and therefore encourages
them to avail their entitled leaves (subject to operational needs of the Employer/Business).
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15. Employees serving notice period will not be allowed to avail their pending leave during the
notice period.
• SANDWICH LEAVE:
If an Employee takes any leave (PL, CL, or Unpaid Leave), the Non-Working Days (Weekly
Off(s) / Day(s) / Paid Holiday) before and/or after such Leave availed/granted, will also be
counted and adjusted against the Available Leave Days. The Employees are therefore
cautioned from availing/getting such days sanctioned as a Paid/Unpaid Leave.
• MATERNITY LEAVE:
1. Maternity Leave is applicable as per prevailing provisions of the Maternity Benefit Act
1961.
2. An employee, covered under the ESI Scheme, will get Maternity Benefits from ESIC, and
not from the Employer.
3. Female employee shall produce necessary medical certificate from a Registered Medical
Practitioner about her pregnancy or delivery. Female employees must not take up any
employment, temporary or part-time or otherwise, during Maternity leave.
4. Maternity Leave for female employees shall be granted only twice during her entire service
in Employer.
5. Weekly Offs and National Holidays occurring during the period of Maternity leave will be
considered as part of Maternity Leave.
6. There will be no accrual of leaves during Maternity Leave.
7. Notice of pregnancy has to be given to the Employer as early as possible, not later than
90 days, in order to enable the Employer to plan the work schedule. Maternity Leave
should be sanctioned at least three weeks in advance.
8. Proper handover should be done prior to the commencement of the Maternity Leave or
planned long leaves.
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4. LEAVE FOR OCCUPATIONAL INJURY OR DISEASE
In the event an associate requiring leave for medical treatment due to occupational injury
or disease, Employer shall handle the case in accordance with the Indian Labor Laws.
5. INTERPRETATION & POWER TO AMEND
The interpretation of the Policy shall be with the HR Manager. However, the final authority
will lie with the Employer. The Employer reserves the right to amend /withdraw the policy
at any time without assigning any reason.
6. Holiday List for the calendar year 2025
For Upstep Education Private Limited
Authorised Signatory
Director
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