✨ Don't miss out! Register for our Employee Appreciation Webinar scheduled for 29th February.🎖️
✨ Don't miss out! Register for our Employee Appreciation Webinar scheduled for 29th February.🎖️
Register now
.svg)
Glossary of Human Resources Management and Employee Benefit Terms
Restricted holidays, also known as Optional Holidays, are additional holidays that are granted to employees by employers in addition to mandatory holidays such as national holidays, regional holidays, and company holidays. These holidays are optional, and employees can choose whether to take them or not, based on their personal preferences or religious beliefs.
Restricted holidays are usually announced at the beginning of the year, and the number of holidays and dates may vary depending on the employer's policy and the state or country's regulations.
In some cases, employers may provide a limited number of restricted holidays, while in other cases, employees may have the flexibility to choose from a list of holidays that the employer has pre-approved.
Restricted holidays are additional holidays that employees can choose to take in addition to the mandatory public holidays in a given year. These holidays are also known as optional holidays or Half Holidays.
The number of restricted holidays provided to employees varies by company policy and country. In India, for example, Central Government employees are provided with 14 restricted holidays in a calendar year, while State Government employees are provided with 2 to 4 restricted holidays.
Yes, employees are entitled to take restricted holidays, subject to the approval of their supervisor or manager. However, some organizations may have specific guidelines or policies that dictate when restricted holidays can be taken.
Yes, there is a difference between restricted holidays and public holidays. Public holidays are mandatory holidays that are recognized by the government and are applicable to all employees, while restricted holidays are optional holidays that employees can choose to take in addition to mandatory public holidays.
Again, it depends on the company's policy and the country's labor laws. In some cases, employees may be allowed to carry forward their restricted holidays to the next year, while in other cases, restricted holidays must be taken within a specific time frame.
Restricted holidays are not typically encashed, as they are additional days off that employees can choose to take in addition to their regular holiday entitlement.
Yes, there is a difference between restricted holidays and Casual Leave. restricted holidays are additional holidays that employees can choose to take in addition to their regular holiday entitlement, while Casual Leave is a type of leave that can be taken for personal reasons, such as illness, family events, or personal emergencies. Casual Leave is usually provided to employees as part of their employment contract and is subject to certain rules and regulations.
These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).
Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.
eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.
.svg)
.svg)
.svg)