Comp-off, compensatory time off for working through a weekly holiday or company holiday, is entirely a policy matter rather than a fixed statutory formula, which is exactly why the multiplier and expiry rules differ so much from one company to the next. Work out your days earned, or the cash-payout value if your company allows converting it to pay.
Most companies default to giving comp-off as additional leave days rather than cash, at a multiplier they set themselves, commonly day-for-day, though some double it for holidays specifically. Whether comp-off can be cashed out instead depends entirely on your company’s policy, and where it is allowed, the payout is usually based on your daily salary rate. One detail worth checking proactively: many companies set an expiry window, often 30 to 90 days, after which unused comp-off simply lapses.
Some state Shops & Establishments Acts require a substitute holiday within a defined window if an employee works through their weekly off, but the specific conversion rate and cash-out option aren’t uniformly mandated, they’re set by company policy.
This depends entirely on your company’s leave policy, some forfeit it outright, others allow a grace period or partial carryover. Check your specific policy document rather than assuming.
Yes, a cash comp-off payout is taxed as regular salary income through payroll, there’s no special exemption.
Comp-off compensates for working on an off-day with time (or sometimes cash); overtime compensates for extra hours on a working day, usually at a statutory multiplier. Our Overtime Pay Calculator covers that separately.
It’s usually tracked as its own category, separate from Casual, Sick, or Earned Leave, our Leave Balance Calculator covers those regular categories if you want to check them alongside your comp-off.
Our guide to shift planning covers how companies design rotation and holiday schedules, the piece that determines when comp-off situations come up at all.