Comp-off, short for compensatory off, is time off granted for working on a day you weren’t scheduled to, most commonly a holiday or your weekly off. It’s the closest thing to overtime for salaried employees who aren’t covered by statutory overtime pay.

The legal basis, and where it’s actually just policy

For most private-sector office employees, comp-off isn’t centrally legislated at all, it’s a policy benefit companies choose to offer, not a legal entitlement. The one real statutory anchor: the Factories Act requires factory workers who work through their weekly off to be given a substitute holiday, generally within a defined window before or after, commonly interpreted as within about three days, and to be availed within roughly the following two months. Outside that factory-worker context, comp-off validity is set purely by company policy, commonly a window of 30 to 90 days before it lapses, with real variation by state and company; some states, Karnataka among them, allow a longer window.

Frequently asked questions

Can comp-off be encashed instead of taken as time off?

Depends on company policy. It’s not legally mandated as an encashable benefit, so whether unused comp-off converts to pay or simply lapses is set by the employer.

What happens if comp-off isn’t used before it expires?

Under most company policies, it lapses without payout once the validity window closes, which is why tracking comp-off balances actively matters more than tracking regular leave.

Is comp-off the same as TOIL?

Closely related. Comp-off specifically compensates for working a full day you weren’t scheduled for; TOIL more broadly covers time off for extra hours worked, which can include partial days.

Calculate comp-off entitlement or payout with the Comp-Off Calculator.