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Concerned that working without time offs is taking a toll on its workforce amid the Covid-19 pandemic, some of the biggest companies in the country are giving employees surprise “wellness day-offs<\/a>” or actively encouraging them to take casual leaves, multiple employees and Human Resource chiefs told ET.
An HR consultant said, “at least one-fourth of large-to-medium-sized firms across sectors” are adopting the policy tweak and have forecast the trend to increase in the next few months.
Large corporates like Hindustan Unilever<\/a>, Nestle India, L’Oreal India, Mondelez India, GSK Consumer Healthcare and Godrej Group, as well as multinational technology majors like Google<\/a> and Twitter<\/a>, are adopting the practice knowing fully well that employees are stuck at home and cannot indulge in leisurely travel during this period.
Even new economy companies like Flipkart, Freshworks, Springworks, Mobile Premier League, PayU India and Khatabook, among others, are chiming in. The reason for this unprecedented move-- to not only encourage but also ensure that employees take a much-needed break from non-stop duties.
Corporate India is typically leave-shy, a practice that has only worsened during the pandemic. This time around, employees, too, are going the extra mile due to fears surrounding job security, staying online and available to contribute at work.
In fact, there has been a 50%-60% drop in the number of employees taking casual leave for three days or more compared to before the outbreak, HR consultants told ET.
“Hardly 5%-7% of employees on average would have been taking casual leaves for more than three days,” said Prakash Rao, founding member and chief experience officer at HR tech firm PeopleStrong.
Besides travel restrictions affecting everyone’s holiday plans, “people are also wary of being on leaves too much as there is a fear of missing out or consequences in case someone is found to be away a lot,” Rao added.
Several firms told ET that they indeed want employees to take time out to do what they love.
“We had been looking at the data internally and realised that the work-from-home scenario resulted in our workforce working for longer hours and not taking vacations, partly because of the lockdowns that were in place,” said Suman Gopalan, chief human resources officer at Freshworks.
A spokesperson for Paytm said that less than “7% of our colleagues have taken casual leave for more than three days since the lockdown.”
Only about a fourth of L’Oreal India’s employees have taken personal leave for more than three days at a stretch post the pandemic forced companies to adopt work from home.
\"This is a 50% decline compared to the same period last year,\" said Roshni Wadhwa, the company’s HR director.
Creative tweaks<\/strong>
So, companies have devised creative ways to get staff to stay off work. Some have limited the number of leaves carried forward to the next year to 10.This acts as another step to ensure that employees utilise their leaves in the current financial year, said Vishalli Dongrie, partner and head, people and change, at KPMG<\/a> in India.
“Reduction of permissible accumulation of leaves is also done to bring down the overall leave-encashment-liability on the books of the company,” Dongrie added.
At DBS Bank, for instance, employees have been told to block a 5-day mandatory annual leave in the calendar year.
Last month, the India operations of confectionery maker Mondelez introduced a concept of “Do Nothing Days” -- which coincidentally acronymises to DND - “Do Not Disturb”.
“Do Nothing” is also the campaign theme for one of its popular chocolate brands - Cadbury<\/a> 5Star.
Advertising agency 82.5 Communications has rolled out a beach-holiday-themed poster online announcing its “Chhota Recharge Day”. Inspired by the WPP agency, another firm from the holding group -- GTB India -- announced a weekday off for employees to have an extended weekend.
Employee-Speak<\/strong>
Several employees across sectors told ET that despite companies enforcing progressive leave policies, concerns at the department-level prevented them from taking leaves as and when they wanted.
A Mumbai-based telecom professional said taking an off was contingent on the attitude of the immediate supervisor and had little to do with the company’s overall HR policies. “I have a really good team so no complaints, but another team is expected to always be at their boss’s beck and call,” said this person requesting anonymity.
A senior associate at a global BFSI company’s Bengaluru branch said, “The company keeps shifting the date of re-opening the office. Those working from their hometowns outside Karnataka are not able to plan holidays that involve travel amidst such ambiguity, especially as the festival season beckons.”
Some companies are trying to address these concerns. For instance, Mondelez India said its leadership teams have been “very vocal about calling out their days off.” “They make sure not to work on their time-off days, so as to inspire by role modelling,” said Mahalakshmi R, director – HR at Mondelez India.
Covid-19 Leaves<\/a><\/strong>
Covid-19 related leaves have also been added to the existing mix of casual, paid, and sick leaves at several companies.
For instance, Flipkart has introduced what it calls ‘Covid Care Leaves’ whereby its employees can take up to 28 calendar days of paid leave in case they are diagnosed with Covid-19, regardless of whether they are hospitalised or not. “As per our ‘Time Away From Work Policy’, employees can take unlimited bereavement leaves in case of the unfathomable loss of a family member,” a company spokesperson told ET.
Most companies typically give 21 days of Covid-19 leave in case the employee gets infected and 14 days in the case of a family member, said Rao of PeopleStrong.
The Godrej Group, in contrast, offers unlimited sick leave.
“The idea stems from the thought that one cannot put a number to falling sick and you cannot plan your illness or recovery,” said Sumit Mitra, head-group HR and corporate services at Godrej Industries.
For a lot of other companies, Covid-19 leaves partially get deducted from the employee’s sick leave balance, said Dongrie of KPMG India.
The pandemic may have a lasting impact on the way corporates devise their leave policies.
“While our employees will find it difficult to escape to a destination, they must spend time with their family relaxing, reading books or watching a series together, which they don’t get time for usually. We see employees indulging in frequent video calls with the extended family or cousins over weekends,” said Priyank Parakh, director - HR at GSK Consumer Healthcare, India. “Going forward, the way companies approach leaves might be very different.”
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担心工作没有时间偏移是严重影响了员工在Covid-19大流行,在中国一些最大的公司给员工惊喜”国庆节期间健康”或积极鼓励他们采取随意的叶子,多个员工,人力资源部门的负责人告诉等。
一位人力资源顾问说:“至少有四分之一large-to-medium-sized公司跨部门采用的政策调整,预计在未来几个月增加的趋势。
大型企业,如印度斯坦联合利华,雀巢印度,印度,欧莱雅Mondelez印度,葛兰素史克消费者保健和戈德雷吉集团等跨国科技专业谷歌和推特,采用实践完全知道,员工是呆在家里,不能沉溺于悠闲的旅行在这个时期。
Flipkart公司甚至新经济公司、Freshworks Springworks,移动英超PayU印度和Khatabook,响声。的原因这一前所未有的举动,不仅鼓励,也确保员工的休息从无休止的职责。
印度企业通常leave-shy,这种做法只有在大流行期间恶化。这一次,员工也会额外英里因为害怕周围的工作保障,在工作中保持在线和可用的贡献。
事实上,有50%的员工人数下降-60%相比,事假三天或更多在爆发之前,人力资源顾问告诉等。
“几乎没有5%平均-7%的员工会被随意离开超过三天,”普拉卡什Rao说,创始成员和首席体验官PeopleStrong人力资源科技公司。
除了旅行限制影响每个人的假日计划”,人们也担心在叶子太多,因为害怕错过或后果,以防有人发现了很多,”Rao说。
几家公司告诉外星人,他们确实希望员工抽出时间做他们喜欢做的事。
“我们一直在观察数据内部和意识到在家工作的情况导致我们的员工工作时间更长,不是度假,一定程度上是因为的封锁,“Suman格帕兰说Freshworks首席人力资源官。
Paytm发言人说,不到7%的我们的同事已经封锁以来事假超过三天。”
只有第四个的欧莱雅印度员工事假超过三天了一口气把流行迫使企业采用在家工作。
“这是一个与去年同期相比,下降50%”Roshni Wadhwa说,公司的人力资源主管。
创造性的调整
因此,公司设计了创造性的方式让员工远离工作。一些叶子的数量有限结转到下一个10年。这作为另一个步骤,以确保员工利用他们的叶子在当前财政年度,说Vishalli Dongrie,伙伴和头部,人们和变化,毕马威(KPMG)在印度。
“减少允许积累的叶子也是为了降低整个leave-encashment-liability公司的书,“Dongrie补充道。
例如,星展银行员工被告知要阻止5天强制性的日历年度的年假。
上个月,印度业务的糖果制造商Mondelez引入了一个“天”的概念——巧合acronymises DND——“请勿打扰”。
“什么都不做”也是竞选主题之一,其受欢迎的巧克力品牌吉百利5星。
82.5广告公司沟通beach-holiday-themed海报在网上宣布推出其“Chhota充电的一天”。灵感来自WPP机构控股集团的另一家公司——GTB印度宣布一个工作日为员工有一个长周末。
Employee-Speak
几个员工跨部门告诉ET,尽管公司执行进步离开政策,关注在科级阻止它们以树叶为他们想要的。
孟买电信专业说休息一个视的态度直接主管,并与公司的整体人力资源政策。“我有一个很好的团队没有抱怨,但另一个团队将始终在他们的老板使唤,”说这个人要求匿名。
高级研究员全球BFSI公司班加罗尔分行表示,“该公司将重新开张日期。工作从家乡以外的卡纳塔克邦不能与旅行相关的计划假期在这种模棱两可,尤其是在节日季节的到来。”
一些公司正试图解决这些问题。例如,Mondelez印度说它的领导团队已经“非常强烈呼唤他们的休息日。”“他们在补假确保不工作的日子,所以所激发的角色造型,“说Mahalakshmi R -人力资源总监Mondelez印度。
Covid-19叶子
Covid-19相关叶子也被添加到现有的随意组合,工资,病假在几家公司。
例如,Flipkart公司推出了所谓的“Covid保健叶子”,员工需要28天的带薪休假,以防他们被诊断为Covid-19,不管他们是否住院。“按照我们的时间远离工作政策,员工可以无限制的丧亲离开以防深不可测的一个家庭成员的损失,”公司发言人告诉等。
大多数公司通常给21天Covid-19离开的情况下,员工被感染和14天的家庭成员,PeopleStrong Rao说。
相比之下,戈德雷吉集团提供了无限的病假。
”的理念源于认为一个人不能用数字生病,你不能计划你的疾病或复苏,”苏米特Mitra说head-group高德瑞治人力资源和企业服务行业。
对于很多公司来说,Covid-19叶子部分得到平衡,扣除员工的病假说Dongrie毕马威的印度。
大流行可能产生持久的影响的企业制定休假政策。
”,而我们的员工很难逃脱到目的地,他们必须花时间和家人放松,看书或看一系列在一起,他们通常没有时间。我们看到员工经常沉溺于视频通话与大家庭或堂兄弟在周末,“说Priyank Parakh,葛兰素史克消费者保健部门——人力资源总监,印度。“展望未来,公司的叶子可能会非常不同的方式。”
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