Navigating the Complexity of Holiday Policies in India

As an EOR service provider in India, one of the common conversations I have with clients revolves around the topic of holidays. It might seem straightforward, but in a country as culturally diverse as India, it’s far from simple.

These discussions usually come up during the client onboarding process. Clients, often from Western countries, typically ask, “How many holidays do we need to account for? Which holidays are important?” I start by mentioning the mandatory national holidays that everyone observes, such as Independence Day on August 15th and Gandhi Jayanti on October 2nd. However, that’s just the beginning of the conversation.

India is a tapestry of cultures, languages, and religions, each with its own set of holidays. Even within Hinduism, the majority religion, there are variations based on regional and cultural practices. For instance, Diwali, the widely celebrated festival of lights, spans five days, but not every day holds the same significance for every Hindu. Similarly, other festivals like Holi, Navratri, and Pongal are significant in certain regions but may not hold much importance in others. Beyond Hindu festivals, there are also holidays observed by Muslims, Christians, Sikhs, and other communities, each with its own set of important days.

When it comes to creating a holiday list for the Indian team, it’s not as straightforward as one might think. If the team is centralized in one location, it’s easier to create a common holiday list that aligns with the majority’s preferences. However, if the team is distributed or working remotely, flexibility becomes crucial. I often suggest a practical solution: having a core set of fixed holidays supplemented by a pool of optional holidays. This way, employees can choose the holidays that hold personal significance for them, reflecting their cultural and religious backgrounds.

Occasionally, clients express a desire to include some of their own country’s holidays so that the entire company, including the Indian team, takes a common day off. While this can foster a sense of unity, it also limits the choices available to Indian employees for observing their own cultural and religious holidays. I usually recommend striking a balance. By incorporating some holidays from the client’s country, we can maintain a sense of cohesion, but it’s equally important to ensure that Indian employees have the flexibility to observe their significant days. Offering a mix of fixed and optional holidays can achieve this balance.

I recall one instance where a client was adamant about having a fixed holiday list, citing their experience with straightforward holiday policies back home. I explained, “Imagine working in a country where your significant holidays are not recognized. How would that feel? In India, holidays are deeply tied to cultural and religious identity. A thoughtful approach to holiday policies helps create a workplace where everyone feels respected and valued.”

Most clients understand and appreciate this perspective, recognizing that respecting the diversity of their Indian team is not just about adhering to policy but about fostering an inclusive and harmonious workplace. By involving the team in the process of finalizing the holiday list—whether through a poll or by allowing employees to choose from a set of fixed holidays—companies can ensure that their holiday policies reflect true inclusivity and respect for diversity.