Apart from official state and national holidays, you will be eligible for 20 days of paid leave — short trips, long holidays, ‘don’t feel like working’ days etc. In order to encourage everyone to take ample time off, leave days do not roll over to the next year. More than anything, we want you to think about what your body and mind needs instead of your leave quota.
On average there are about 12-13 national holidays per year. The specific dates will be communicated by the HR & Talent Experience team at the beginning of each year.
Unlimited. We know being sick feels awful and the last thing that should worry you is the count of sick leaves. Don't feel guilty for being sick. As long as your manager is aware and (if possible) you’ve managed to drop a voice note of immediate things-to-do, just focus on getting better.
Your team leads are trained to default to trust. Treating time-off this way simply signals trust throughout the organization. It says to our employees: ‘we trust you to take the time you really need while also making sure that you take care of our business and your colleagues who are depending on you.’ That being said, trust is a two-way street and easy to break.
This is a personal favourite of our founding team from their previous jobs - a nice long winter break. The joy of coming back the next calendar year well rested, with much enthusiasm and renewed ambition. To this effect, Talented will be closed during the last week of the calendar year. Exact dates of this will be announced during Oct/Nov every year.
If you’re a new parent with a newborn baby, we follow the government approved benefits from The Maternity Benefit (Amendment) Act 2017. As a mother, you are eligible for 26 weeks paid maternity leave. We extend the same benefits for adopting & commissioning mothers as well. In the case of fathers, paternity benefits are for 5 weeks extendable to 8 weeks.
We understand that whether you’re a new mother or a father, no time is enough time when you have a newborn. Regardless of local laws, we also believe that we should ideally not be distinguishing between parents, and strive to give both sets of parents the time-off that they need. So, post the basic eligible period as per our policies, we’ll try our best to find flexible solutions that suit all parties.
We encourage you to try to give your team as much notice as possible before you take new parent leave, though there is no requirement for how far in advance the notification needs to be given. Parenthood can be unexpected and sensitive, but the better a team can anticipate your absence, the easier it will be for them to handle their work.
We understand that sometimes tasks and projects can demand extra time, occasionally even stretching into weekends or holidays. It is important to first acknowledge that this is not and should not be the norm. However, if you do find yourself having to put in the extra time, it is important that first all stakeholders are notified and then the extra hours made up for through additional time off. This is why we encourage everyone to consider taking their compensatory time off as per official policy. Here's how it works: