BYJU’S is an Indian educational technology company. Headquartered in Bangalore, the company was founded in 2011 and has over 150 million registered students. The motto of the company is to help students with K-12 education and competitive exams through online video-based learning programs. The edtech company is known to offer people-friendly policies such as maternity, paternity, and adoption leaves.
Continue reading to have a detailed look at BYJU’S leave policy.
BYJU’S Casual Leave/Sick Leave Policy: Professionals working at BYJU’S are eligible to one casual/sick leave every month (with an accumulation of 12 leaves in a calendar year), which can be availed in case of illness or emergency. These leaves can neither be carried forward to the next year nor can they be cashed out. Permitted leaves are credited to the employee’s leave balance account from the 1st of January every year.
BYJU’S Earned Leave Policy:
Employees will be eligible for 1.25 earned leaves every month. After completing the probation period in the company, employees are eligible to avail of these leaves.
BYJU’S Maternity Leave Policy:
BYJU has a people-friendly policy and supports employees by giving them maternity leaves. Female employees at BYJU’S are permitted to take a period of approved absence to give birth and take care of the newborn baby. The provisions of the Maternity Benefit Act of 1961, would govern the maternity leave benefits given to working women.
The maternity leave policy at BYJU’S, includes 26 weeks of paid leaves, along with an option to extend up to 13 weeks of unpaid leaves. Maternity leaves can be availed by both regular and trainee female employees. Maternity leaves can be availed by all female employees under the Retainer employment type. The woman employee has to be employed, for not less than 80 days.
Keep in mind that sanctioning any kind of leave is at the discretion of the management/line manager, depending on the business requirements or the seriousness of the case. BYJU’S Paternity Leave Policy: BYJU’S understands the significance of the bond between a father and a child. Therefore, male employees at BYJU’S are allowed to take time off from work when their spouse is expecting a baby or has delivered a child. Employees are allowed to take 15 paid leaves within one year of childbirth.
BYJU’S Adoption Leave Policy:
Professionals working at BYJU who legally adopt a child can request a paid Adoption Leave by furnishing mandatory adoption documents. Female employees can avail up to 12 weeks of paid leave, whereas 6 days of paid leave are permissible for male employees. The adoption leaves must be taken all at once and cannot be divided and used one by one.
BYJU’S Period Leaves Policy: For the well-being of female employees, BYJU offers up to 12 days of paid menstrual leave in a year. Period Leaves can be availed by both regular and trainee female professionals.
BYJU’S Child Care Leave Policy: Taking care of children, especially in the formative years is of utmost importance. Therefore, both male and female employees at BYJU’S who have children up to the age of 12 years can avail of up to one week (7 days) of paid leave to take care of their children in case of a medical emergency, sickness, etc.
BYJU’S Bereavement Leave (BL) Policy:
BYJU permits up to three days of paid leaves in case of the death of an immediate family member of an employee. Immediate family member includes spouse, children, parents/in- laws, siblings, and grandparents.
BYJU’S Compensatory-Off Policy: Compensatory off is allowed to employees if they were made to work on a week off, public holiday, or company-declared holiday due to ongoing project requirements.
BYJU’S Loss of Pay (LOP) Policy
BYJU’s employees can only take leaves without pay if there’s no leave available. However, this can only be authorized in the case of special circumstances like sick leave, emergency leave, marriage, etc. An employee can get up to 15 days of LOP only after a discussion and approval by the management. Some of the requirements for loss of pay are:
- An employee has to apply for LOP within three days from the date of commencement leave.
- An employee is not entitled to any wages, bonus, or allowance during loss of pay.
- If the employee fails to report to the office on a set date after the approved LOP, it is deemed that the employee has discontinued their employment with the company on his or her own accord.
- If your week off falls in between your absent days (due to uninformed leaves, unapproved leaves, failure to log in through the biometric system, etc.), then that particular week off will be treated as a loss of pay.
- Loss of paydays will not be considered under earned leave eligibility.
BYJU’S India holidays in 2024
|New Year’s Day
|Dr. B.R. Ambedkar’s Birthday
|Foteha Dwaz Dham
|Durga Puja & Lakshmi Puja
|Kali Puja & Bhratridwitiya
|Guru Nanak’s Birthday