Your policy guide.

• Working days: Monday to Friday.
• Login window: between 8:00 AM and 10:29 AM.
• Full day: 9 hours including a 1-hour break (lunch, tea/snacks). Half day: 4 hours 30 minutes.
• Attendance: a login at or after 10:30 AM counts as absent for the first half; logging out before completing 9 hours counts as absent for the second half.
• Overtime is not applicable — extra hours are managed within the standard 9-hour day.
• Attendance is marked on the biometric system at the office, and regularisation requests go to your reporting manager the next day with a valid reason.

Casual leave

• 24 casual leaves a year (2 credited each month); the leave year runs January to December.
• In your first month, leaves are credited but can't yet be availed — any leave then is treated as leave without pay.
• There's no separate sick-leave bucket — sick days are taken as casual leave. Leaves accumulate month on month, and unused casual leave carries forward automatically each year.
• Apply on the HRMS (GreytHR) portal — inform your Team Lead and Manager at least 4 days ahead for planned leave, or on your first day back for unplanned leave.

Menstrual Leave

• 1 menstrual leave per month which can't be carried forward to the next month.

Compensatory off

• Earned when you work on a weekend or public holiday: 4h 30m for a half day, 9 hours for a full day.
• Limits: up to 2 a month, 4 a quarter, 16 a year; comp-off expires 3 months after approval.

Leave encashment (on exit)

• Confirmed employees can encash up to 5 days per year of service, capped at 20 days over their tenure, at full & final settlement.

Maternity

• 26 weeks paid leave for the first two children; 12 weeks for the third or subsequent child.
• Miscarriage: 6 weeks of paid recovery leave. Adoption (child under 3 months): 12 weeks.
• Eligibility: at least 80 days of employment in the 12 months before the expected delivery date.

Paternity

• 2 weeks (15 days) of paternity leave, taken in one go, for eligible employees.

• Up to 12 WFH days a year (max 4 a month or 8 a quarter). Longer-tenure employees have higher limits under the current policy.
• WFH needs prior manager approval by email with HR in copy.
• Fridays can't be taken as WFH, and WFH can't be clubbed with a Friday leave. WFH days don't carry forward, and block WFH beyond the limits isn't permitted.

Salary structure

• 75% fixed (paid month on month) and 25% variable (tied to performance) of your monthly CTC.

Insurance

• Health cover of ₹5,00,000 and accident cover of ₹10,00,000, provided through Plum — with discounted health check-ups, dental, mental-wellbeing and partner benefits (Lenskart, 1mg Labs and others). Applies to employees (not management trainees/interns).

Other benefits

• Salary advance for emergencies: confirmed employees, up to twice a financial year, on take-home pay (excluding variable), with 2 days' notice. Not available during the notice period.
• Learning & development: after 1 year, Peepal reimburses 50% of an approved course, up to ₹25,000.
• Referral bonus: ₹5,000 for regular roles, ₹10,000 for critical roles.
• Team engagement: a ₹1,000 per-person, per-quarter team-outing budget.

How performance is measured

• Revenue model (individual roles): monthly target = 5 × your monthly salary; performance is your billing against that target (e.g. ₹1,00,000 billed against a ₹1,00,000 target = 100%).
• P&L model (team-leading roles): Profit & Loss = Revenue − Cost, where cost = total team salary × 1.5, and the target = 3 × the leader's monthly CTC.
• Quality Assessment (QA): a 1–5 rating from you and your manager; a minimum average of 4.0 is required for promotion eligibility.

Confirmation

• Probation is 6 months; confirmation requires a minimum performance of 45%. Interns moving to full-time have probation reduced by their internship length.

Promotions are 100% performance-based

There's no fixed annual increment cycle here. Both role promotions (a step up in title and responsibility) and salary promotions (a pay rise) are driven purely by your average performance over the review period — so a strong year can mean a significant hike. Clear the QA bar (4.0+) and your role's criteria, and your growth follows your numbers.

If performance dips

• A minimum performance of 45% is expected. If it falls below that, a structured Performance Improvement Plan (PIP) gives you a defined window to get back on track before any further step.

• Monthly & quarterly: Star Performer of the Month/Quarter, Team of the Month/Quarter, and the Centennial Club for standout achievement.
• Annual: Star Performer of the Year and Team of the Year.
• The Hi-Per Club: for those who sustain 150%+ performance — Silver, Gold, Platinum and Diamond tiers over 3, 6, 9 and 12 months.
• Peepal Rockstar and the Badge of Honour (our highest honour) recognise people who live Peepal's values; the Rising Star / Spark-Plug awards celebrate emerging talent and interns.
• Awards and Hi-Per incentives don't apply during an employee's notice period.

We ask everyone to act with integrity, honesty and professionalism. In short:

• Treat colleagues, clients and vendors with respect; keep the workplace free of discrimination and harassment.
• Avoid conflicts of interest; no outside employment that competes with or affects your work; disclose close relationships in a reporting line.
• Zero tolerance for bribery, corruption, fraud, theft or falsifying records — Peepal upholds an Anti-Bribery & Anti-Corruption policy.
• No drugs or alcohol at work; company assets and technology are for business use.
• Speak up: anyone aware of a breach can raise it to their manager, HR, the COO or CEO — whistle-blowers are protected from retaliation.

Dress code

• Business casual or formal, Monday to Friday — dress well for the office; follow event or client-site dress norms when they apply.

• Prevention of Sexual Harassment (POSH): Peepal maintains a zero-tolerance stance under the 2013 Act, with an Internal Committee that handles complaints confidentially and without retaliation. A complaint can be raised in writing within 3 months of an incident.
• Zero-Tolerance Policy (ZTP): workplace violence, harassment, discrimination, substance abuse, theft/fraud, breach of confidentiality and unethical conduct are grounds for disciplinary action up to termination.
• Equal opportunity: Peepal is an equal-opportunity employer — no discrimination on the basis of race, colour, religion, national origin, sex, age, marital or veteran status, or disability.
• Grievances: a clear escalation path — Team Lead → skip-level manager → HR → COO/Managing Director — plus HR one-on-ones, the employee survey, and an anonymous line to the CEO.

• Client and candidate data is confidential — handle it only through Peepal-approved systems, and only for your work.
• Follow the Digital Personal Data Protection Act, 2023 and Peepal's data-protection standards; report any suspected breach promptly.
• Keep login credentials private; return or securely delete company data when you leave.
• Non-solicitation: for 3 months after leaving, you won't solicit Peepal's clients or candidates using confidential information.
• Placed resources are protected from re-engagement for 12 months during their assignment without the original client's consent.

• Business travel and accommodation need manager pre-approval; claims go to Accounts and HR with original bills.
• Local business travel is supported (a company Uber account for client meetings, or per-km rates for personal vehicles).
• Employees working at a client location receive a monthly client-deputation allowance in place of separate travel claims for those days.
• Company assets (laptop, phone, SIM, headset and others) are issued for work use and returned in good condition on exit; report any loss or damage promptly.

• Stay connected: a monthly one-on-one with your manager, encouraged weekly check-ins, and quarterly skip-level conversations.
• Move around: after 12 months in role with strong performance, you can request a team switch with 30 days' notice.
• Be heard: an annual anonymous survey, quarterly live Q&A, confidential HR one-on-ones, and a direct-to-CEO feedback line.
• Interns: minimum 3-month internships on standard payroll, eligible for the same leave, the Spark-Plug award, and a possible pre-placement offer.
• Giving back: Peepal's CSR commitments cover the environment, human rights and community support.