Facts about hiring in India
By law, full-time workers in India are entitled to 15 days of holiday leave per year.
Expecting mothers are entitled to six months of paid pregnancy leave (before the due date) and at least 26 weeks maternity leave (after childbirth) for the first two children. For mothers with more than three children, each new child results in an entitlement of 12 weeks of paid maternity leave.
The private sector does not have mandatory parental leave and any parental leave policies are decided on a per-company basis. Male Indian government employees get up to 15 days.
Casual leave: provided for urgent and unexpected matters. Companies commonly have a limitation of three days of casual leave per month and a total of six per year. Lapses automatically by end of year if unused.
Work related injury leave: intended for unforeseen personal circumstances for which an employee has to take time off immediately. Examples include making arrangements for the care of a sick family member or in the event of a death in the family.
Termination of the employment relationship can happen in the following ways:
Voluntary termination by the employee (resignation);
Retirement as per the employment contract;
Non-renewal of the employment contract or expiry;
Dismissal of the employee due to serious employee misconduct (f.ex. theft, fraud, etc.); or
Collective dismissal due to economic reasons (f.ex. bankruptcy, restructuring, etc.).
For an employee that has worked for at least 3 months, a notice period of 30 days is required. No notice is required for termination for misconduct.
There is no legal stipulation for minimum and maximum probation periods. However, as a matter of trade practice, the probation period usually ranges from 2 to 6 months.