Good work starts with clear expectations.
Our HR policy puts clear boundaries around work, protects time to rest and sets out how people should be treated. From overtime consent and safe travel home to fair leave, transparent pay and useful feedback, these are the commitments behind working at Skillset Squad.
Working hours and time to switch off
Our standard office schedule
- Standard office week
- Monday to Saturday
- Office hours
- 10:00 am to 7:00 pm
- Daily working time
- 8 hours + a 1-hour meal/rest break
- Normal weekly rest day
- Sunday
Some teams or sites follow a different written roster. Your offer or published team schedule sets out the arrangement for your role.
Respect for your time
Your scheduled day includes a full meal/rest break and a normal weekly day off. The policy also provides at least one continuous 24-hour weekly rest period.
You are not expected to respond to work messages outside scheduled hours unless a specific written on-call arrangement sets out compensation and rest protections. Our overtime safeguards below explain how exceptional extra work is handled.
Finish on time. Overtime stays exceptional.
Our standard is to complete routine work within the scheduled day. When extra work is genuinely needed, the policy puts clear safeguards around your time, consent, safety and pay.
Your finish time is protected
The default is to stop work at your scheduled end time, whether in the office or working remotely. A verbal request to stay late does not authorize overtime, and you are not expected to wait after your shift for a manager to complete the paperwork.
Clear terms before extra work
An exceptional overtime request must be issued in writing before your scheduled finish. It sets out the reason, work, start time, maximum end time and relevant rest, transport, safety and compensation arrangements. Further time needs a fresh written authorization and the required acceptance.
Your consent is meaningful
Where consent is required by law or our policy, your express acceptance is recorded before overtime starts. Reading a message, remaining logged in, being present or staying silent is not treated as consent.
Personal commitments count
You may decline an overtime request for a genuine, reasonable or protected reason, including health, fatigue, caregiving, transport safety, religious needs or a prior personal commitment. HR reviews concerns about pressure or penalties for a legally protected refusal.
Workload planning is a management responsibility
Managers must plan routine work to fit scheduled hours. Repeated reliance on overtime is treated as a staffing or workload-planning issue that management needs to address. You can raise concerns with HR when extra work is being requested informally.
Pay rights stay protected
Overtime authorization and payment rights are handled separately. A missing approval does not remove compensation legally due for work the company directed or knowingly permitted. HR and Finance review the actual work and process any required payment correction.
Flexibility with clarity
For office-based roles, temporary work from home and schedule changes can be considered through written approval. Arrangements take account of the role, team collaboration, client needs, security and the approved work location.
Recurring hybrid or longer remote arrangements also involve HR and written terms. Reasonable workplace adjustments for health, disability, pregnancy, religion, caregiving and other protected needs are considered individually, with care for your privacy.
Equal opportunity, from the start
Hiring and employment decisions are based on job-related criteria. We welcome people across backgrounds and prohibit discrimination based on personal or protected characteristics.
Recruitment uses role-relevant assessment. Any hiring test is time-limited, uses fictional or synthetic data and is designed to assess skills without asking for unpaid productive client work. Workplace adjustment requests can be raised with HR or your manager.
Leave principles that respect real life
Time to recharge
Eligible employees covered by the Maharashtra Shops and Establishments framework receive 8 paid casual-leave days per calendar year, credited at 2 days per quarter. Annual and earned leave follow applicable eligibility, accrual, carry-forward and encashment rules and written employment terms.
No sandwich-leave rule
A weekly rest day or declared paid holiday is not deducted from your leave balance simply because it falls before, after or between leave days. Weekly rest and paid festival holidays remain separate from leave.
Care when it matters
Statutory and protected leave are maintained separately. Genuine emergencies are considered when advance notice is impracticable, and health information is handled through restricted HR channels with only necessary details requested.
Leave means time away
Routine availability is not required during approved leave. If the company requests work and you agree to perform it, working time and your leave balance are corrected as required. A clear handover helps you take your break.
Paid festival holidays
For covered Maharashtra employees, the policy provides at least 8 paid festival holidays, including Republic Day, Maharashtra Day, Independence Day and Gandhi Jayanti. Four further holidays are agreed with employees before the year starts.
Holiday work comes with protection
For eligible work on a covered statutory festival holiday, our policy provides at least double the average daily wage plus a paid substitute day, or any greater applicable benefit. That substitute day is separate from your leave balance.
Planned leave is coordinated with your manager and HR so coverage and handovers are clear. The policy provides for a written decision within two working days, reasons and alternative dates where appropriate, and an HR appeal route. Statutory rights and genuine emergencies are considered separately from ordinary planning requirements.
Safety for late work and night shifts
Company-arranged travel home
Women whose authorized work continues until 9:30 pm or later are provided company-arranged transport to their residence. HR and management coordinate the arrangements, including when a shoot, recording or event runs late unexpectedly.
Consent and safe staffing
The policy requires the applicable written consent before women are rostered for night work. Its safeguards include at least three women on duty and an additional company standard of at least one woman for every four men during the covered night hours.
Safety follows the assignment
These commitments extend to offices, studios, shoots, events and client sites. They include safe access, lighting, facilities and protection from isolated late-night working. Genuine safety concerns can be raised without adverse treatment; missing mandatory safeguards require another operational arrangement.
Clear terms, transparent pay and benefits
Clear terms from day one
A written offer before you start sets out your role, pay, schedule, benefits and any probation terms. Safety, grievance and non-retaliation protections apply during probation too, and statutory entitlements are not removed by probation status.
Transparent monthly pay
The policy provides for monthly salary payment by the 5th where operationally possible, and no later than the 7th of the following month. Each pay period includes an itemized statement of earnings, deductions, employer contributions and net pay.
Benefits and expenses handled clearly
HR and Finance assess eligibility for benefits such as EPF, ESI, gratuity and maternity benefits individually under the applicable rules. Reasonable, authorized business expenses can be claimed; approved claims are ordinarily processed within 15 calendar days or the next applicable payment cycle, subject to verification.
Fair handling of earned pay
Deductions must have a lawful, recorded basis and be itemized. Undisputed earned wages are kept separate from asset-return formalities or unrelated disputes, including at the end of employment. You can raise payroll questions and ask for inaccurate records to be corrected.
Our workplace commitments
Respect in every interaction
Our policy prohibits discrimination, harassment, bullying and retaliation. Respectful conduct applies across the office, remote work and work-related interactions.
Safety throughout the workday
We are committed to safe, accessible working conditions, appropriate breaks, safety guidance and clear ways to report risks. Work-related travel and late-work arrangements require appropriate safety measures.
Privacy and care with information
Employee information is collected for defined purposes with limited access and extra care for sensitive records. The policy rules out routine always-on webcam, audio, keystroke and personal-device-content monitoring. Any permitted workplace monitoring must have a specific notice and a proportionate, defined purpose.
A voice and a fair hearing
You can raise a good-faith concern with your manager, HR or an alternative escalation contact when needed. Our policy protects people from retaliation and provides for fair review, an outcome or progress update, and an appeal route.
Learning and growth through the work
- Coaching, clarification and relevant training can help build skills and improve work.
- Work across projects and teams can broaden experience within your role, skills and agreed employment terms.
- You can request a role or compensation review through HR. Reviews consider documented performance, role requirements, internal equity and business circumstances.
Clear goals, useful feedback
- Managers communicate role expectations, quality standards, priorities and relevant goals.
- Feedback draws on work evidence and explains the expected standard, with space for your response and context.
- Where a structured improvement plan is used, it should set out the goals, relevant support, review period and check-ins.
- Health, disability and other protected circumstances are referred to HR so appropriate adjustments can be considered.
Find your place at Skillset Squad
Explore our current openings or ask HR about the working arrangements and expectations for a particular role.
This page shares highlights from our HR policy. Your signed employment terms, the full policy and applicable law govern individual arrangements and eligibility. HR can help with role-specific questions.