Time-off Policy
🏩

Time-off Policy

Why?

Historically, Fyle has not had a leave policy. We trusted people to do what is right by them and the company and self-regulate. If someone wanted time off, it will be granted and this can be figured out between the manager and their report.

In the last few quarters, we've got enough feedback that this isn't working for everyone. We recognize the importance of time-off. It is important for a healthy work-life balance and for taking care of oneself and family. Hence, we came up with this policy.

We looked at time-off / vacation policies of a number of startups that are generally known to be employee friendly and studied them. We also spoke to a number of individuals who have experienced different policies elsewhere. We've taken all of these inputs into consideration and come up with a time-off policy that will achieve the following goals:

  1. Make it very explicit that teammates are entitled to certain time-off to recharge.
  2. Teammates should be able to take care of physical and mental wellness
  3. Include a slack-based tool that will make it very easy to record time-off so that everyone knows when others are off and do not disturb them
  4. Provide insights to managers and People Success team around number of days taken off by their team so that they can nudge folks who don't take enough time off

As with everything we do at Fyle, we will check in after a quarter to see how things are working and fine-tune, if required.

Categories

The Fyle holiday calendar runs from 1st Jan to 31st Dec. There are broadly the following categories of time-off that a full-time employee (FTE) can avail:

  • Casual Leave
  • Sick Leave
  • Mental Wellness Days Off
  • Public Holidays (India and US)
  • Parental Leave
  • Sabbatical

We will cover each of them below.

Casual Leave

This category covers time off for planned activities like vacation, wedding etc.

As an FTE, you are entitled to 20 days-off for casual leaves in a calendar year.

If you joined Fyle in the middle of the year, this number will be prorated. E.g. if you joined on on Sep 1, you will have 5 / 12 * 20 = 9 days of casual leaves available

Please work with your managers to time your casual leaves as early as possible so that business-critical deliverables are not impacted. If you are taking more than 3 planned days off, please get approval from your manager well ahead of time.

Any unused leave at the end of the calendar year or upon resignation/termination, will not be carried forward or encashed

⚠️
If you do not take sufficient leaves, your manager or People Success will start nudging you to take time off 🙂

Sick Leave

This covers unexpected illness or emergency scenarios covering you and your immediate family. These are almost always unplanned. As a FTE, you are entitled to unlimited sick leaves.

In these situations, please do keep your manager and People Success informed as soon as you are able to.

When you are able to, please record the days off in the system under the sick leave category.

Mental Wellness Days Off

You will have 4 mental wellness days off, one per quarter. These will be announced every quarter by the People Success team.

You do not need to record these in the system.

Public Holidays

Depending on your shift, you are entitled to public holidays per the Indian or US calendars. These will be published every calendar year. Please refer to them.

You do not need to record these in the system.

Parental Leave

Parental leave is applicable to employees with newborns and those who have adopted a child. Our parental leave is gender-neutral but calls out the difference between primary and secondary caregivers to be in line with local labour laws.

You must talk to your manager and record this in the system at least 30 days prior so that your team can make alternate arrangements.

Primary caregivers

We recognise that the primary caregiver needs significant time and energy to bond with the newborn or newly adopted. As an organisation, we are fully supportive of this need.

  • All primary caregivers will be entitled to 26 weeks or 130 working days of leave with full pay and benefits. This subsumes the legal requirement of Maternity leave for new mothers but is not restricted to them.
  • This time can be either taken in one chunk or two chunks within a span of 1 year. We do not allow splitting into more than 2 chunks because it will make it very difficult to plan significant efforts with many fragments. Example:
    • 22 weeks starting Jan 1
    • 4 weeks starting Dec 1

Secondary caregivers

The secondary caregiver includes, but is not limited to the new father.

  • The secondary caregiver is entitled to 8 weeks or 40 working days of parental leave with full pay and benefits. This subsumes what is typically called Paternal leave in most organizations, but is gender-neutral.
  • This time can be either taken in one chunk or two chunks within a span of 1 year. We do not allow splitting into more than 2 chunks because it will make it very difficult to plan significant efforts with many fragments. Example:
    • 4 weeks starting Jan 1
    • 4 weeks starting Dec 1

Sabbatical

Anyone completing 3 years at Fyle will be entitled to a sabbatical of 20 additional days for that year