Leave Policy

1. Purpose and Scope

This Policy sets out the leave entitlements for employees of FITENABLE LLP (“FITENABLE” or the “Company”) and the process for requesting and approving leave.

It does not apply to independent contractors and coaches engaged on a contractor basis; their availability is governed by their underlying contract.

2. Leave Year

The leave year runs from 1 April to 31 March (“Leave Year”).

3. Categories of Leave

Earned / Privileged Leave (EL/PL)

• Entitlement: 15 working days per Leave Year, or such higher entitlement as required by the applicable Shops and Establishments Act, accruing monthly.
• Carry-forward and encashment as per applicable law and Company practice as required by applicable law and Company practice.
• Must be applied for in advance with reasonable notice and is subject to manager approval based on operational needs.

Casual Leave (CL)

• Entitlement: 7 working days per Leave Year.
• Used for short, unforeseen personal needs. Cannot generally be combined with EL/PL without prior approval.

Sick Leave (SL)

• Entitlement: 7 working days per Leave Year.
• For absence due to illness or injury. A medical certificate may be required for absences exceeding 3 consecutive days.

Public Holidays

• National holidays (Republic Day, Independence Day, Gandhi Jayanti) and additional festival holidays as notified by the Company as per the annual holiday list notified by the Company.

Maternity Leave

• Provided in accordance with the Maternity Benefit Act, 1961 (as amended). Eligible women are entitled to 26 weeks of maternity leave for the first two children, and 12 weeks for the third onwards, with adoption and surrogacy provisions as per law. Detailed eligibility and procedure as per the Act.

Paternity Leave (Discretionary)

• 5 working days around the birth or legal adoption of a child, subject to manager approval.

Bereavement Leave (Discretionary)

• up to 5 working days on the death of an immediate family member.

Marriage Leave (Optional / Discretionary)

• up to 5 working days on the employee’s own marriage, once during employment.

Unpaid Leave / Leave Without Pay (LWP)

• Where statutory entitlements are exhausted or do not apply, unpaid leave may be granted at the Company’s discretion, based on operational needs.

4. Pro-Rating

Leave for new joiners and leavers is pro-rated for the part of the Leave Year worked.

5. Procedure

Apply for leave through Company tool or email to the reporting manager, with reasonable advance notice (except for sick or emergency leave, which must be notified as soon as reasonably possible).

Approval is at the Company’s discretion based on operational needs; conflicting requests will be balanced fairly.

Where you are unavailable for client check-ins or live classes, you must arrange handover in advance.

6. Misuse of Leave

Producing false documents or misrepresenting reasons for leave is a disciplinary matter and may result in termination.

7. Interaction with Statutory Benefits

Leave under this Policy operates alongside statutory entitlements (ESI sick leave where applicable, maternity benefits, etc.); the more favourable entitlement applies.

8. Public Health and Special Circumstances

The Company may provide additional leave or remote-work options during public-health emergencies or special circumstances as it considers appropriate.