Attendance Percentage Calculator — India

The standard formula is (days present + paid leave) ÷ total working days x 100. Paid leave covers PL/EL, CL, SL, and other paid categories — they count toward attendance because they are statutorily compensated time. LOP/unpaid leave and unauthorised absences do not count.

Most Indian SMBs require 80% to 90% attendance during probation for confirmation, with 85% being the most common threshold. The exact figure should be in the appointment letter or HR policy. Anything below 75% during probation often triggers a review or extended probation — confirm the exact threshold in your appointment letter.

Section 2A(2) of the Payment of Gratuity Act, 1972 deems an employee to have completed 'continuous service' for the year if they have worked for at least 240 days in that year (190 days in below-ground mines, 150 days for seasonal establishments). This counts toward the 5-year qualifying period for gratuity. The Factories Act, 1948 uses the same 240-day threshold for treating a worker as having completed a full year of service.

Yes — for compliance and statutory purposes, paid leave (PL, CL, SL, maternity, etc.) counts as 'days worked' or paid days. The Payment of Gratuity Act Section 2A(2) explicitly counts leave with wages, lay-off with wages, and maternity leave toward the 240-day continuous-service threshold. Some companies maintain a parallel 'physical presence %' for performance reviews, but the statutory metric counts paid leave in.

Under the Factories Act, 1948 Section 79(1), a worker who has worked at least 240 days in a calendar year is treated as having worked the full year for the purpose of entitlements like earned leave (one day for every 20 days worked). Days on paid leave with wages, lay-off, or maternity leave are counted as 'worked' under Section 79 — and the Payment of Gratuity Act Section 2A(2) applies the same threshold for the 5-year qualifying period for gratuity.