A restricted holiday, often referred to as RH leave, is a type of optional holiday that allows employees to take time off based on their personal, cultural, or religious preferences. Unlike mandatory public or gazetted holidays, which are uniformly observed across the organization, restricted holidays are flexible and chosen individually by employees from the list issued annually.Â
This system promotes inclusivity and work-life balance, enabling employees from diverse backgrounds to celebrate occasions that are important to them. In HR terms, understanding the restricted holiday meaning is essential for implementing employee-friendly and diverse workplace policies.Â
What is Restricted Holiday?
In simple terms, a restricted holiday is a non-mandatory holiday that employees may opt to take off. Organizations, especially in India, usually provide a list of such holidays—known as the restricted holidays list—from which employees can select a limited number (commonly 2–3 days) per year.Â
The RH full form stands for Restricted Holiday. These holidays do not impact core business operations, as only a subset of employees will be off on any given RH day.Â
Restricted Holiday Leave: Key Features
- Optional Nature: RH leave is not compulsory; employees have the freedom to choose based on their needs.Â
- Cultural Inclusivity: Helps employees observe festivals or religious events not covered by national or gazetted holidays.Â
- Limited Days: Employees can typically avail 1–3 RH days in a calendar year.Â
- Pre-Declared List: Employers release a RHÂ list at the start of each year for employees to choose from.Â
- HRMS Integration: Most companies track and manage restricted holiday leave via digital HR platforms.Â
Few examples of RH in India
- Mahavir JayantiÂ
- Good FridayÂ
- OnamÂ
- Guru Nanak JayantiÂ
- Eid-e-MiladÂ
- Basant PanchamiÂ
- Christmas EveÂ
(Note: Actual holidays available may vary by region, religion, and company policy.)Â
Check out our blog on complete list of restricted and national holidays.
Restricted Holiday vs Gazetted Holiday
Understanding the difference between restricted holiday vs gazetted holiday is important for HR compliance and employee awareness.Â
Feature | Restricted Holiday (RH) | Gazetted Holiday |
Nature | Optional | Mandatory |
Selection | Employee chooses | Government declared |
Applicability | Varies by employee | Applicable to all |
Frequency | Limited (2–3 days/year) | Fixed (as per official calendar) |
Flexibility | High | None |
Why RH Leave Matters in the Workplace
Implementing RH leave is a best practice for modern organizations that value diversity and flexibility. It allows employees to take time off without affecting overall productivity, offering a balance between personal beliefs and professional responsibilities.Â
Summary
To sum up, restricted holidays means offering employees the freedom to observe personally significant events through a flexible leave policy. It’s a smart, people-first strategy that enhances inclusivity and supports employee well-being.Â
FAQs:
What is the restricted holiday meaning in HR?
Restricted holiday refers to an optional leave that employees can take based on their religious or cultural preferences. It is chosen from a list provided by the organization and is not mandatory for all employees.Â
How many restricted holidays can an employee take in a year?
Typically, employees can choose 1 to 3 restricted holidays per year, depending on the organization’s leave policy.Â
What is the difference between a restricted holiday and a gazetted holiday?
A gazetted holiday is a mandatory, government-declared holiday observed by all employees. A restricted holiday, on the other hand, is optional and chosen individually by employees.
Is RH leave paid?
Yes, RH (Restricted Holiday) leave is generally considered paid leave, as long as it is approved and within the allotted number of restricted holidays per year.Â
What is the RH full form in HR terms?
The full form of RH in HR is Restricted Holiday.
Can RH leave be carried forward to the next year?
Usually, no. RH leave is not carried forward and must be utilized within the calendar year.Â