Attendance Policy Generator
Generate an attendance policy setting out working hours, core hours, how attendance is recorded and regularised, late arrival, and what happens after unauthorised absence.
Free · No sign-up · Nothing leaves your browser · Figures reviewed 22 September 2026
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Still to fill, shown as [square brackets] below: Company name, Effective date, Policy owner
[COMPANY NAME] ATTENDANCE POLICY Version: 1.0 Effective from: [Effective date] Owner: [Policy owner] Applies to: All employees ================================================================ 1. PURPOSE Work that depends on other people depends on knowing when they are available. This policy sets out working hours, how attendance is recorded, and what happens when someone is absent without notice. 2. WORKING HOURS Working days Monday to Friday Standard hours 09:30 to 18:30 Flexibility Start any time within 30 minutes either side of 09:30 Core hours 11:00 to 16:00 — be available and reachable Normal working hours and weekly rest follow the applicable Shops and Establishments Act or Factories Act. Hours worked beyond the normal working day are overtime and are paid at not less than twice the ordinary rate of wages, as required by the Code on Wages. 3. RECORDING ATTENDANCE Attendance is recorded by the biometric or access-card system at each location. Where a punch is missed, raise a regularisation request with your manager the same week, stating the actual times. Repeated regularisation requests will be reviewed. Marking attendance for another employee is misconduct and is dealt with under the disciplinary procedure. 4. LATE ARRIVAL Up to 3 late arrivals a month, within 30 minutes of the start time, is accommodated without deduction. Beyond that, the manager will discuss the pattern with the employee. Arrival more than 4 hours after the start time, without prior approval, is recorded as a half day. 5. ABSENCE WITHOUT NOTICE If you cannot attend, tell your manager as early as possible on the day — before the start time wherever you can. Absence without notice is unauthorised and is unpaid. Three consecutive days of unauthorised absence will result in the company writing to the employee at their registered address. Continued unexplained absence may be treated as abandonment of employment and dealt with under the disciplinary procedure, following the process the law requires. 6. HALF DAYS AND SHORT LEAVE A half day is recorded where fewer than half the normal working hours are worked. Short leave of up to two hours may be approved by a manager, up to twice a month. 7. WORKING ON A WEEKLY OFF OR A HOLIDAY Working on a rostered weekly off or a public holiday requires prior approval. Where it is worked, compensatory time off or overtime pay is granted in accordance with the applicable rules. 8. MONITORING Attendance data is used to administer pay, leave and statutory registers, and is retained for the period the law requires. It is not used for any other purpose without notice. REVIEW This policy is reviewed annually and whenever the law changes. Where anything in it falls below a statutory entitlement, the statute applies and this policy is to be read as amended accordingly. Questions about this policy should be raised with the human resources team at [Company name].
A starting point, not legal advice. Policies interact with your employment contracts and with the Shops and Establishments Act of every state you operate in — have this reviewed before you publish it.
An attendance policy is mostly about two things: what people can rely on about each other's availability, and what happens when somebody stops showing up.
The second is where policies are usually thin. Three consecutive days of unexplained absence needs a defined response — a letter to the registered address, then a process — because treating it as abandonment without one is how a termination gets set aside.
Frequently asked questions
- What should an attendance policy include?
- Working days and hours, core hours when people must be available, how attendance is recorded and corrected, the position on late arrival and half days, what to do when you cannot attend, and what happens after unauthorised absence.
- Can a company deduct salary for late arrival?
- A deduction for absence is permitted, but it has to be proportionate to the time not worked and counts towards the 50% cap on total deductions under the Code on Wages. A punitive deduction larger than the time lost is on weak ground.
- What is attendance regularisation?
- Correcting a missed or wrong attendance entry — a missed punch, a client visit, an approved offsite. It should be a request the employee raises and the manager approves, with a record, rather than an edit anyone can make silently.
- How should absconding be handled?
- With a defined process: attempt contact, write to the registered address after a stated number of days, allow a reasonable period to respond, and only then treat it as abandonment — following the procedure the law requires. Treating an absence as a resignation without that process is frequently set aside.
About this tool
Built by the ViniOffice team. Figures and rules last reviewed 22 September 2026 against the statutory reference this team maintains. Indian statutory rates are date-effective and change by notification — confirm against the current one before running payroll or filing. A starting point, not legal advice. Policies interact with your employment contracts and with the Shops and Establishments Act of every state you operate in — have this reviewed before you publish it.
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