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All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
All-in-one HR platform · v2.0
14-day free trial · No credit cardhello@HrMagix.com
The rest day each employee is entitled to in a week, required by the Factories Act and by state Shops and Establishments Acts. It need not be Sunday or the same day for everyone, which matters for rostered teams, and whether a weekly off between two leave days counts as leave is decided by the sandwich rule in the policy.
Weekly offs are configured per employee or per shift group, and for rostered teams they are set through the roster. The attendance engine uses them to tell an absence from a rest day, and payroll uses them in counting paid days.
As an example, a retail store open seven days gives staff staggered weekly offs. If an employee's off day is Wednesday but the system holds the company default of Sunday, a Sunday shift may be paid as weekly-off work and a Wednesday read as absence, leading to a payslip that is wrong in both directions.
Working on a weekly off is the other case to handle. Most policies grant a compensatory off to be used within a set window or pay for the day as overtime, depending on the employee's category. State Shops and Establishments rules on weekly rest vary by state, so check them for each location.
Yes. Factories Act section 52 and state Shops and Establishments rules require a weekly rest day. The specific rules vary by state for shops and establishments.
Yes, it can be any day fixed by the employer, as long as it is notified and the legal requirements are met.
They are usually given a compensatory off or overtime pay, depending on the law and policy.
For monthly-salaried staff it is paid. For daily-rated workers, state rules and the policy decide.
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