Leaves on Autopilot: Effortless and Efficient

The software makes it easier for the HR department to handle all leave-related concerns, such as applying for, approving, or denying leave and any leave inconsistencies. HR does not have to suffer headaches with this software as it eliminates the leave conflicts and ensures seamless operation.

Leave management software is a type of human resource management software that helps organizations manage employee leave and absence requests. Here are some of the key functions and features of leave management software:

1. Request and approval of leave: Employees can submit their leave requests through the software, which can be reviewed and approved by their managers. This eliminates the need for paper-based forms or emails and streamlines the leave request process.

2. Tracking of leave balances: Leave management software allows employees and managers to track their leave balances, including earned leave, casual leave, and sick leave. This helps ensure that employees are aware of their available leave days and helps managers prevent leave conflicts.

3. Integration with payroll: Leave management software can be integrated with payroll software to ensure that employee leave days are accurately reflected in their payroll calculations. This helps prevent errors and ensures that employees are paid correctly for their time off.

4. Customizable leave policies: Leave management software allows organizations to set up and customize their leave policies, including the number of leave days, eligibility criteria, and rules for leave accrual and utilization.

5. Reporting and analytics: Leave management software provides insights into employee leave patterns, such as the types of leave requested, leave trends over time, and leave utilization rates. This helps managers make informed decisions about staffing and resource allocation.

Overall, leave management software can help organizations automate and streamline their leave management processes, reduce errors and administrative workload, and provide better visibility and insights into employee leave patterns.

Kredily provides you with the best software for managing leave since it contains all of the features you need, such as managing leaves on the go, balance carryover details, holiday lists, and so on.

Some of the benefits of leave software are:

• Reduce paperwork
• Make leave management process simple
• Online access from anywhere
• Comes with legal compliance
• Holiday calendar
• Access to leave database
• Saves time

Kredily can serve as the best attendance and leave management software for your company. By planning and managing all leave arrangements, it will assist your staff in being more productive. With Kredily’s employee leave planner, you can make smarter decisions.

In India, the number of leaves employees can take in a year depends on the company’s leave policy and the type of leave being taken. Typically, companies in India offer their employees various types of leaves such as earned leaves, casual leaves, sick leaves, maternity/paternity leaves, and so on.

As per the labor laws in India, employees are entitled to a minimum of 12 days of casual leave and 12 days of sick leave per year. Additionally, employees are also entitled to a certain number of paid leave days, known as earned leave, which are accrued based on the length of service with the company.

However, the actual number of leaves that employees can take may vary from company to company and is usually decided by the employer’s leave policy. It’s best to check with the human resources department of your company or refer to your employment contract to know the exact number of leaves you are entitled to.

There is no single formula for calculating leave entitlement in India, as it depends on various factors such as the type of leave, the length of service, and the company’s leave policy. However, here are some common formulas used for calculating leave in India:

1. Earned Leave: Employees are entitled to a certain number of earned leave days per year, which are usually calculated based on the length of service with the company. For example, some companies may offer one day of earned leave for every 20 days of work completed.

2. Casual Leave: As per Indian labor laws, employees are entitled to a minimum of 12 days of casual leave per year. However, some companies may offer more than this as per their leave policy.

3. Sick Leave: Employees are entitled to a minimum of 12 days of sick leave per year as per Indian labor laws. However, some companies may offer more than this as per their leave policy.

4. Maternity/Paternity Leave: Female employees are entitled to 26 weeks of maternity leave as per Indian labor laws, while male employees are entitled to up to 15 days of paternity leave.

It’s important to note that the actual formula for calculating leave entitlement may vary from company to company and is usually determined by the company’s leave policy. It’s best to check with the human resources department of your company or refer to your employment contract to know the exact formula used for calculating leave in your organization.

Private companies in India typically have their own leave policies, which may vary from company to company. However, there are certain rules and regulations that private companies in India must comply with when it comes to employee leave entitlement. Here are some of the key rules and regulations for leave in private companies in India:

1. Minimum leave entitlement: Private companies in India must comply with the minimum leave entitlement as per the labor laws, which include a minimum of 12 days of casual leave and 12 days of sick leave per year.

2. Earned leave: Private companies in India may offer earned leave to their employees, which is typically accrued based on the length of service with the company.

3. Maternity/paternity leave: Private companies in India must comply with the minimum maternity and paternity leave entitlement as per the labor laws, which include 26 weeks of maternity leave for female employees and up to 15 days of paternity leave for male employees.

4. Leave encashment: Private companies in India may offer their employees the option to encash their unused leave days, which is typically calculated based on the employee’s basic salary and the number of days of leave accumulated.

5. Company-specific policies: Private companies in India may also have their own leave policies, which may include additional types of leave, such as bereavement leave or study leave, and may have different rules regarding the accumulation and utilization of leave.

It’s important to note that the actual rules and regulations for leave entitlement in private companies in India may vary from company to company and are typically determined by the company’s leave policy. Employees should refer to their employment contract or consult with the human resources department of their company to know the exact rules and regulations regarding leave in their organization.

CL and PL are two types of leaves that organizations commonly use. Here are the differences between the two:
Casual Leave (CL): CL is an unplanned leave that employees can take for personal reasons, such as illness, personal emergency, or any unforeseen circumstances. CL is usually granted in a limited number and can be availed of without prior approval.

Privilege Leave (PL): PL is a planned leave that is pre-approved by the employer. An employer grants PL to employees as part of their employment contract. Employees can accumulate it over a period of time. Employees take it for vacations, personal events, or to take care of personal matters.
Entitlement: CL is usually granted in a limited number, often between 7-10 days per year, while
PL is granted based on the employment contract, and the number of days an employee is entitled to varies based on their seniority and tenure.

Payment: CL is usually not paid if an employee does not utilize the entire leave entitlement,
while companies can pay out PL if an employee resigns or retires with an unused leave balance.