Leave management that shows the math before anyone submits.

It is software that applies your company leave policy to a request, calculates the units and balance impact, routes the decision to the right reviewer and keeps an explainable balance and history for authorised users. LekhaHR folds every accrual, request, carry-forward and reasoned adjustment into a balance you can trace back to its source.

Balance is derived from an append-only ledger. Opening balance, accruals, carry-forward and comp-off credits add; approved requests and reasoned adjustments subtract; the balance is their sum. Every row keeps its source, so you can open the request, policy version, import batch or HR adjustment that produced each movement.

Yes. The request flow shows the selected dates, the holidays and weekly offs it excludes, the counted units and the balance after, before Submit. A clash with a teammate, a sandwich rule or a short-notice condition appears as a warning at that point, not a silent block.

SL is Sick leave, CL is Casual leave and EL is Earned or Privilege leave. These are conventional Indian categories, and your company plan sets the exact numbers, accrual and rules for each. LekhaHR does not assert a universal count; it applies the plan your admin configured and effective-dated.

India's four Labour Codes took effect on 21 November 2025, with central rules notified in May 2026 and state rules being notified through 2026. They change how earned-leave eligibility, carry-forward and encashment work. Exact figures and applicability depend on your establishment type and state. For most private establishments, your state's rules continue to apply until that state notifies its own rules. LekhaHR configures your plan to the applicable rules and versions the change with an effective date, so a historical request keeps the rule that applied on its date.

Paid-leave entitlement is set by the applicable Shops and Establishments or Factories Act, now read with the Labour Codes, together with your company policy, which may be more generous. LekhaHR configures the plan against your company policy and the applicable act; dated statutory floors are added as fixtures land. We do not print a single national number, because the figure depends on your state and establishment type.

That depends on your company policy, not a universal rule. Most companies cap consecutive casual leave and expect longer absences to be taken as earned leave. LekhaHR shows your company's exact limit as a warning before you submit, so a request that crosses it is flagged rather than quietly rejected.

Yes. Probation restricts what a new hire can avail, not what they accrue. The default is that leave keeps accruing during probation while availing may be gated by the plan. Denying accrual during probation tends to create full-and-final disputes later, so LekhaHR keeps the ledger accruing and gates only what can be taken.

The National and Festival Holidays Acts are state-specific, so the mandated count varies by state. LekhaHR models holiday calendars per legal entity and location rather than assuming one national list. The exact mandated number is deferred to dated statutory fixtures.

Maternity leave is statutory and is handled as a separate protected-leave construct, per event, fully paid and non-deductible. Paternity, bereavement and marriage leave are common company-policy types your plan can add; they are not private-sector statutory entitlements in India. LekhaHR keeps the two apart rather than treating them as equivalent.

Yes. LekhaHR is built around effective-dated plans and scoped assignments, so different entities, locations or grades can carry different policies. A company plan may be more generous than the applicable floor. Every policy change is effective-dated and logged, and the system flags a change that would reduce a protected entitlement for review before it takes effect.

Unused leave carries forward to your plan's cap. Over your plan's cap, mandatory-encashment leave is carried and queued for payout, never silently lapsed. Encashment means those days are paid out and removed from the balance once Payroll runs it, not kept in addition to what carried forward. Other above-floor leave lapses only where your plan sets it to, on a dated lapse rule, and the ledger records it. Payroll owns the payout; no money is computed here.

No. Leave produces a reviewed pending-encashment fact and stages it. Payroll owns the money calculation, review and payout after its own release gate. LekhaHR does not value the encashment or run the payment today.

Attendance owns the worked-day evidence. When you work a weekly off or holiday, Attendance freezes that day with its calculation version and input hash, and Leave revalidates it against the comp-off plan that applied on the worked date. Leave then credits the balance and shows the expiry before the credit lapses. A later attendance correction raises an explicit review fact rather than silently rewriting the credit.

No. Ordinary reporting hierarchy does not reveal protected-leave kind, medical facts or documents. Scheduling views use the minimum authorised absence projection, so a manager may see that someone is unavailable without seeing why. Evidence is purpose-bound and audited.

Pricing is per active employee with no base fee, and the leave module sits in the Operations plan. There is no permanent free tier; you can trial it before committing. The pricing page shows the exact per-employee rate and how it scales with your team.