Rights of employees

Question: An organization here has inquired from me what is the Islamic view on employee compensation and other employment rules. As far as I am concerned with the Qur'an, Hadith and books of jurisprudence, I could not understand any rule in this regard. That is why I am bothering you to clarify the light of the Book and the Sunnah and the interaction of the Rashidah Caliphate and the later sultans. Some of the unsolved questions that may arise in this regard are as follows: (1) How much leave is every employee entitled to during the year? (2) What is the right to take casual leave? (3) Sick days will be paid or not? (4) On what principle should the salary of the employees be fixed? (5) If the employee's family members increase, should the salary be increased or not? (6) Is written permission necessary to obtain leave or not? (7) High and low employees will be equal in rights or will there be some difference? Answer: Your question requires a very thoughtful and detailed answer, but I am forced to limit myself to a short answer. The rights of employees and laborers are not mentioned in the form of any detailed regulations in Shariat, but such principles have certainly been given to us, in the light of which we can formulate detailed regulations. The details of what was done with government and non-government employees during the Rashidah Caliphate based on these principles are not found together in the hadith and history, but are scattered in different chapters and chapters. Even in these details, your questions will probably be less answered. At this time, I am giving a comprehensive answer to your questions, relying on the popular and well-known concept of Islam. It seems to be a well-known practice regarding leaves that one month's leave in a year should be normally given and emergency leave should be given for fifteen days in a year with pay. Leave beyond this can be granted without pay up to a certain limit. Sick days must be paid in full to every employee, regardless of the length of the illness. If an employer does not agree to this, then he should bear the expenses of the sick employee's treatment or arrange for his treatment free of charge and should be responsible for the needs of the sick employee and his relatives. There are several factors to consider in determining the compensation of an employee. For example, what is the nature of his work, what is his own capacity, what are the known necessities of life for a man of that kind of work and that ability, and what are the personal responsibilities of that particular employee. It is not the job of ordinary tenants and institutions to increase the employee's salary in the same proportion as the members of the employee's family increase. However, the government should take responsibility for it or large business and industrial organizations can also be made bound by it. The matter of permission for leave is also similar to the matter of transaction. Therefore, the rule requires that written request and written permission be restricted. However, in private employment where one person deals with one person, there may be room for an exception to verbal permission. Apart from the disparity in remunerations, all other rights should be equal in principle between the high and low employees.