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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
Leave types, accrual, carry-forward, comp-off, the sandwich rule and holiday calendars across states.
It is retained rather than deleted. Statutory records have to survive the employment that produced them, gratuity, Form 16 reissues and inspections all reach backwards, so an exited record moves out of active views but stays queryable.
Yes. Leave schemes and holiday calendars are configured per location and grade, which is what allows a company operating across states to hold different quotas and different regional holiday lists under one policy engine.
As a policy setting rather than a manual adjustment. Where the rule applies, intervening weekly offs and holidays are counted according to the configured policy for every employee equally, and the outcome is visible to the employee at the point of applying rather than discovered on the payslip.
By the rules the employer configures: a carry-forward cap, an optional separate cap on how much of that may be encashed, and the wage base encashment is computed on. The platform applies them to everyone on the same cut-off date and produces the encashment figures as a payroll input.
Yes. Maternity leave is a statutory entitlement under the Maternity Benefit Act rather than a draw on the company pool, so it is a distinct leave type. Ordinary entitlement continues to accrue through it, and the absence stays identifiable in the record for evidence later.
The record is retained rather than deleted with the login, which is what makes it possible to issue a document or answer a statutory question about a former employee months later.
Yes. Leave schemes and holiday calendars are configured per location and grade, which is what allows a company operating across states to be compliant in each without maintaining separate systems.
By rate, according to the rule configured for that day type. A day worked on a rotated weekly off is not compensated as an ordinary weekday, and where the employer grants compensatory time off instead, the same hours become a comp-off entitlement with an expiry rather than a payment.
Through the team calendar at the point of approval rather than through policy alone. Applications cluster immediately after a peak, and an approver seeing the overlap while deciding is making a staffing decision rather than approving four requests in sequence. Blackout or restricted periods can be configured where the firm needs them.
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