Leave types and policies
Start from a category — earned or privilege, casual, sick, maternity, paternity, adoption, bereavement, marriage, sabbatical, compensatory off, unpaid — or define your own, and set the rules that make it yours.
- Paid or unpaid. Unpaid leave becomes loss of pay in payroll; paid leave does not.
- Accrual. Prorated for mid-year joiners, a fixed entitlement, or earned as it is worked.
- Carry-forward of unused days into the next year, per leave type.
- Probation rules. Let people on probation accrue and take a leave type, accrue it but not take it yet, or not accrue it at all — with an optional lower yearly quota while on probation.
- Notice period rules. Decide per leave type whether it can be taken during the notice period.
- Supporting documents can be required for a leave type, and half-day leave is supported.
Employees see live balances and apply from the web or the mobile app; managers approve through your approval workflow, with escalation and delegation when an approver is away.
Holiday calendars and weekly offs
Holiday calendars are kept per location, so a branch in another state can follow its own list. Optional holidays let employees pick from a list, with each choice going through approval.
Weekly offs are not limited to fixed days. A pattern can say Sunday plus the 2nd and 4th Saturday, or any other occurrence of a weekday in the month, and it can be set for a shift, a department or a location — the most specific one applies. A change to the pattern takes effect from the 1st of a month, so months already worked keep the rule they were worked under.
| Pattern | Days off |
|---|---|
| Sunday | Every Sunday |
| Sunday, 2nd and 4th Saturday | Every Sunday, and the second and fourth Saturday of each month |
| Saturday and Sunday | Every Saturday and Sunday |
| No weekly off | A seven-day working pattern, for roles that run every day on a roster |
Comp-off and On Duty
On Duty is how an employee asks, in advance, to work a weekly off or a holiday. Once approved, the day is settled as a comp-off credit or as paid overtime, whichever your attendance policy uses.
Work on a weekly off or holiday is requested in advance and approved. Once the day has passed, it settles either as compensatory leave or as paid overtime — the settlement rule is set per policy, not chosen per request, so two people who worked the same Sunday are treated the same way.
- Each comp-off credit has its own expiry, either a number of days or the end of the leave cycle, set on the comp-off leave type.
- You can run more than one comp-off type if, for example, holiday work and weekly-off work earn different leave.
- Employees can see their comp-off credits and apply against them from the web or the mobile app.
Leave encashment with rules and approval
Encashment is switched on per leave type and per employment type. The rate is your company's rule: gross or basic pay, divided by the calendar month, a fixed 30 days or a fixed 26 days. Rules can differ by location or country, with the most specific one applying.
- The employee raises an encashment request against an encashable balance.
- It goes through approval before anything is paid.
- The approved amount is paid through payroll.
- When someone leaves, the full-and-final settlement pays leave encashment under the same company rule.
Moving from another system mid-year
You do not have to wait for January or April. Bulk import loads leave balances and history from a spreadsheet, and a dry run checks every row before anything is saved.
- Leave balance adjustments bring in days carried forward from the old system, days already taken there, and corrections — each row with a reason.
- Historical leave loads leave already taken as real, approved leave history, so the record is complete.
- A completed import can be undone as one batch, and re-uploading a file that stopped part-way is safe.
Plans
Leave policies, comp-off, On Duty, holiday calendars and leave encashment are all in the Starter plan, together with attendance and payroll. Book a demo and the Verdeshell team sets up a 14-day trial for your company after it.