Types of Employee Leaves in India (2025): A Complete Guide for Employees and Employers
Understanding employee leaves in India is more than a formality—it’s essential for building fair, legal, and people-first workplaces. Whether you’re managing a growing team or navigating your own entitlements, being informed about the types of leaves available ensures better planning, compliance, and well-being on both sides.
In 2025, as hybrid work and employee wellness gain more attention, leave policies are evolving across Indian workplaces. This guide breaks down the major types of employee leaves, their legal context, and practical tips for application and management.
1. Earned Leave (EL) / Privilege Leave (PL)
Earned Leave is a long-term leave employees accrue over time—typically based on days worked. It’s often used for vacations, personal commitments, or rest periods that go beyond casual leave limits.
Eligibility: Usually after 240 days of continuous service
Entitlement: Varies by state but generally 15–30 days per year
Carry forward: Most companies allow carry-forward or encashment
Since it is statutorily mandated under the Factories Act or Shops and Establishment Act, employers must track and report it accurately.
2. Casual Leave (CL)
Casual Leave is granted for short, unplanned absences like personal emergencies, family obligations, or urgent matters.
Entitlement: Typically 7–10 days per year
Rules: Often cannot be clubbed with other types of leave
Approval: Generally requires prior notice (unless in emergencies)
While not mandated in central law, it is a standard inclusion in most company leave policies.
3. Sick Leave (SL)
This leave is designated for health-related concerns, whether due to illness, injury, or recovery needs.
Entitlement: 10–12 days annually (varies by state)
Proof: May require a medical certificate for more than 2–3 days
Unused leave: May lapse or carry forward, depending on policy
Sick Leave helps support employee well-being and reduces burnout when implemented properly.
4. Maternity Leave
Governed by the Maternity Benefit (Amendment) Act, 2017, this leave supports pregnant employees through childbirth and early parenting.
Entitlement: 26 weeks for first two children; 12 weeks for subsequent ones
Adoption leave: 12 weeks for adopting a child below 3 months
Additional benefits: Nursing breaks and work-from-home provisions
This is a legal right and non-compliance can result in penalties for the employer.
5. Paternity Leave (Policy-Based)
While not currently mandated by Indian labour law, many progressive companies offer paternity leave as part of inclusive HR policies.
Typical duration: 7–15 days
Applies to: Biological and adoptive fathers in many organizations
This reflects a growing understanding of shared parental responsibilities.
6. Bereavement Leave
To offer space for grieving, companies now offer bereavement leave following the death of a close family member.
Duration: 3–7 days depending on relationship and policy
Mandatory? No, but increasingly seen as a compassionate standard
This kind of leave, while not legislated, helps build empathy-driven cultures
7. Leave Without Pay (LWP)
When employees exhaust paid leave options, they may opt for unpaid leave with company approval.
Common reasons: Long illness, personal travel, or study plans
Impact: Typically affects salary, benefits, and sometimes seniority
Despite being unpaid, it’s a flexible option that can retain talent without pressure.
Managing Employee Leaves in 2025: It’s Time to Work Smarter
Employee leave policies are no longer just a compliance requirement—they’re a direct reflection of your company culture, flexibility, and operational efficiency. But without the right tools in place, even well-designed policies can fall short in execution.
This is where HRTailor’s cloud-based HRMS offers quiet but powerful support. Our Leave and Attendance Management System allows businesses to automate leave accruals, simplify approval workflows, and maintain accurate records—all while staying compliant with Indian labour laws. Employees can easily apply for leave, track balances, and stay informed, while HR teams get complete visibility and control. In short, we help you modernize leave management without disrupting your existing flow. Because in 2025, the smarter your systems, the smoother your operations.
