3. Leave Policy

Wytmode Cloud believes that time away from work is critical to recharge, manage personal responsibilities, and maintain long-term productivity and mental well-being. However, to ensure operational continuity and team accountability—especially in a fast-moving startup environment—our leave policies are structured with clear entitlement rules, approval processes, and expectations based on employment type. The policy applies differently to full-time employees, contract-based workers, and interns. Each group has its own entitlement structure and responsibilities regarding leave communication, usage, and documentation.

3.1 Leave Policy for Full-Time Employees

Full-time employees at Wytmode become eligible for paid leaves only after successful completion of their probation period, which spans the first 90 calendar days of employment. During the probation period, no paid leaves are permitted. Any leave taken during this phase will be considered unpaid (loss of pay) unless explicitly approved as an exception by HR or the reporting manager due to unavoidable circumstances.

Once the probation is completed, full-time employees are granted access to a structured leave package that includes three main categories of paid time off: sick leave, casual leave, and annual leave. Each category is designed to serve a different purpose and cannot typically be substituted for one another.

Employees are eligible for 10 days of paid sick leave per financial year, which can be used for health-related concerns, medical treatments, or mental health recovery. In addition, employees receive 10 days of paid casual leave, which are intended for short, personal matters such as travel, appointments, or emergencies. These two categories—sick and casual leaves—do not carry forward to the next year and will expire on March 31st if unused.

In contrast, annual leaves are accumulative and allow for longer breaks such as vacations, family time, or strategic time off. Employees are allotted 10 days of paid annual leave per year, and any unused days can be carried forward to the next fiscal year. However, there is a maximum carry-forward cap of 50 days, beyond which unused days will lapse.

Additionally, Wytmode promotes holistic well-being by offering 1 wellness day off per quarter. This is a floating, no-questions-asked personal day that employees can use for rest, rejuvenation, or mental wellness. The only requirement is advance notice and approval, ensuring that team operations are not disrupted.

3.2 Leave Policy for Contract Employees and Interns

Due to the short-term nature of their engagements, contract employees and interns are not eligible for paid leaves at Wytmode. Any leave taken during the contract or internship period is treated as unpaid leave (loss of pay) and will reflect in the monthly payroll unless otherwise stated.

That said, Wytmode understands that emergencies can arise. If a contract employee or intern needs to take time off for medical or personal reasons, they are encouraged to inform their reporting manager in advance. Any exceptions to this no-leave policy must be discussed and agreed upon during the hiring process or communicated officially at the time of offer. Verbal conversations without documented follow-up will not be considered valid grounds for paid leave entitlement.

3.3 Public Holidays and Mandatory Leave Days

Wytmode observes a limited but non-negotiable set of mandatory public holidays, which are aligned with national holidays in India. These include:

• January 26th – Republic Day
• May 1st – Labour Day
• August 15th – Independence Day
• October 2nd – Gandhi Jayanti
• November 1st – Kannada Rajyotsava (Applicable only to employees based in Karnataka)

These holidays are declared in advance for each calendar year and are non-swappable. Employees cannot exchange these days for other dates or request compensatory off in place of observing them. All teams are expected to remain non-operational on these dates unless special instructions are provided for business-critical functions.

3.4 Rules for Unplanned Leaves and NCNS (No-Call No-Show)

Wytmode maintains a zero-tolerance policy for unplanned or uninformed leaves, especially those that result in a No-Call No-Show (NCNS). Clear communication is a cornerstone of our remote-first work culture, and disappearing without notification disrupts team productivity and damages trust.

If an employee is absent without informing their manager for even one full working day, a formal warning email will be issued, requesting a valid reason and clarity on return-to-work expectations. If the absence extends beyond three consecutive working days with no response, the company reserves the right to terminate employment on the grounds of job abandonment, unless a compelling and documented justification is provided within a reasonable time frame.

Employees are expected to log their leaves in advance, use official communication channels, and receive confirmation from their reporting manager or HR to ensure leave legitimacy. Emergencies will be handled empathetically, but only when proper communication follows as soon as reasonably possible.

3.5 Additional Leave Provisions

Wytmode provides additional support for life events such as parenting and medical needs. Women employees are entitled to 10 weeks of maternity leave, which can be used before or after childbirth based on their health, family needs, and medical advice. Men employees are eligible for 4 weeks of paternity leave, giving them time to support their families during the arrival of a child.

If required, women employees may be granted 2 additional weeks of leave based on their doctor’s recommendation, either before or after delivery. This is offered in addition to the standard maternity leave and is processed upon submission of valid medical documentation.

While Wytmode currently does not offer specific bereavement leave, employees facing family emergencies or personal tragedies are encouraged to coordinate with their manager to utilize other available leaves. Managers are expected to handle such requests with empathy and flexibility, prioritizing the well-being of the employee.

5. Performance Management

At Wytmode Cloud, we believe that great performance isn’t accidental - it’s a result of intentional alignment, continuous feedback, and a shared understanding of goals and expectations. Our performance management system is designed not just to evaluate output, but to promote personal growth, identify leadership potential, and drive meaningful impact across the organization. As a high-agility, high-autonomy company, we prioritize transparency, consistency, and fairness in every performance conversation—whether it’s a weekly check-in or an annual appraisal.

5.1 Weekly Performance Feedback

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Performance management at Wytmode starts on a micro-level, with weekly feedback sessions led by reporting managers. These one-on-one meetings are short, focused discussions meant to review the previous week’s progress, address blockers or challenges, and lay out the goals and priorities for the week ahead.

These conversations are critical in a remote environment where asynchronous work can sometimes create gaps in visibility. They help team members stay aligned, ensure clear direction, and provide space for open dialogue between managers and employees. Weekly feedback sessions are also used to document wins, course-correct early, and track commitments in a structured yet flexible manner.

5.2 Monthly Business Reviews

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In addition to weekly touchpoints, Wytmode conducts Monthly Business Reviews (MBRs) at a team or departmental level. These sessions are designed to assess overall performance against key results, deliverables, and KPIs for the previous month. They also provide an opportunity to forecast upcoming initiatives, allocate resources, and recalibrate team goals if needed.

Each team lead or department head is responsible for presenting their unit’s performance, supported by individual contributions from team members where applicable. These reviews also offer a broader lens into cross-functional collaboration, customer impact, and product delivery velocity, ensuring the entire organization stays synchronized on forward momentum.

5.3 Mid-Year and Annual Performance Reviews

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Wytmode’s formal performance review cycle includes both a mid-year review and an annual review, offering employees and managers an opportunity to assess sustained progress and long-term alignment. These reviews go beyond short-term deliverables and look at holistic performance across multiple dimensions over a 6- or 12-month period.

The mid-year performance review takes place in October, covering the evaluation period from April to September. This checkpoint allows Wytmode to ensure that employee performance remains consistent and aligned with both team and company-level objectives throughout the year. It also enables early course correction and recognition of rising talent before the end-of-year cycle.

The annual performance review, conducted in March, captures the full-year contribution of an employee. This review plays a key role in determining bonuses, promotions, raises, and eligibility for long-term incentive programs such as ESOPs (where applicable). Annual reviews are comprehensive and based on input from self-assessments, manager evaluations, and if needed, 360° peer feedback.

5.4 Performance Evaluation Criteria

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To ensure fairness and consistency, Wytmode uses a structured set of performance dimensions to evaluate all employees - regardless of role or seniority. These criteria reflect not only what employees achieve, but how they go about achieving it.

• Role-Specific Performance assesses how well the employee fulfills their core responsibilities and delivers on their job description.

• Execution & Productivity measures how efficiently and consistently the employee manages time, tasks, and resources to achieve outcomes.

• Collaboration & Communication evaluates the employee’s ability to work with teammates, communicate effectively, and maintain professional alignment in a remote-first environment.

• Initiative & Innovation looks at how proactively the employee takes on new challenges, proposes improvements, or drives innovation within their scope of work.

• Learning & Growth tracks the employee’s commitment to self-development, adoption of new skills, and application of knowledge to real-world work.

• Results & Impact quantifies the outcomes generated by the employee—whether that’s revenue impact, user growth, customer satisfaction, or process improvement.

• Culture & Values Alignment considers how well the employee embodies Wytmode’s core leadership principles, such as customer obsession, data-driven thinking, and respect for diversity.

• Readiness for Growth evaluates whether the employee is prepared to take on higher responsibilities, leadership opportunities, or complex cross-functional projects.

Each of these dimensions is rated using a transparent scale during the review process, and employees receive detailed feedback in both written and verbal formats to support their growth.

5.5 Learning & Development (L&D) Support

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At Wytmode, we don’t just review performance - we actively invest in improving it. Our Learning and Development (L&D) team conducts a variety of upskilling sessions aimed at helping employees grow in both technical and soft skill areas. These sessions are open to all team members, including full-time employees, contractors, and interns.

Topics may include leadership development, advanced tooling and technologies, communication skills, domain-specific deep dives, and industry trend analysis. Sessions are delivered by both internal experts and invited external speakers. Participation in these programs is tracked and may positively influence performance appraisals, especially in the areas of initiative and continuous learning.

9. Resignation & Exit Policy

Wytmode Cloud recognizes that career transitions are a natural part of professional growth. Whether it’s the pursuit of new opportunities, relocation, or personal change, employees may choose to resign from their role at some point. Our resignation and exit policy is designed to ensure that this process remains structured, respectful, and seamless, both for the departing employee and for the team that continues forward.

A clear resignation and offboarding process allows for a smooth transfer of knowledge, preservation of team morale, and protects both company and employee interests. It also ensures that access rights, data security, final payments, and legal compliance are handled appropriately.

9.1 Resignation Procedure

If an employee decides to resign, the first step is to have a formal discussion with their reporting manager to communicate their intention to step down. This initial conversation should take place well before the planned exit date, allowing both sides to discuss transition timelines, handover plans, and any critical dependencies that need attention.

Following the verbal discussion, the employee must submit their resignation in writing—via a formal email to both their reporting manager and the HR department. In addition to the email, the employee is expected to submit a physical copy of the resignation letter, where possible, clearly stating the reason for resignation and their intended last working day. This documentation is important for record-keeping, compliance, and initiating the full-and-final settlement process.

9.2 Notice Period Duration

Notice periods vary by role type and are designed to give the company adequate time to backfill roles, reassign responsibilities, and protect business continuity. Employees are required to serve the following notice periods:

• Full-time employees: 60 calendar days
• Contract employees: 30 calendar days
• Interns: 14 calendar days (2 weeks)

Serving the full notice period is mandatory, unless mutually agreed otherwise in writing between the employee and management. Early exits without notice may result in deductions from the final settlement or impact rehire eligibility in the future.

During the notice period, employees are expected to continue performing their day-to-day responsibilities with the same level of commitment as before. They must also contribute to a structured knowledge handover, assist with documentation, and support training of the replacement or interim resource identified by their team.

9.3 Leave Policy During Notice Period

Employees are generally not allowed to take paid or unpaid leaves during the notice period, unless pre-approved under exceptional circumstances. Taking unplanned or extended leave during this period disrupts handover efforts and delays ongoing operations. Any leave taken during the notice period without written approval may be considered unauthorized absence and will be treated as loss of pay (LOP).

If medical emergencies or unavoidable personal circumstances arise, the employee must inform their reporting manager immediately and submit appropriate documentation to HR. Requests will be considered case-by-case, but approval is not guaranteed.

9.4 Exit Interview & Offboarding Process

Before the employee’s final working day, a formal exit interview will be scheduled by the People Operations team. This is an opportunity for the departing employee to share feedback about their experience at Wytmode, including the work culture, management, processes, and areas for improvement. All feedback shared during exit interviews is treated confidentially and used solely for the purpose of improving organizational practices.

Post the exit interview, the offboarding process will be initiated. This includes deactivating corporate accounts, revoking access to internal tools and data, collecting company assets (if any), and ensuring all pending handovers or documentation are completed.

9.5 Full-and-Final Settlement

Wytmode’s full-and-final settlement process is initiated once the exit formalities are completed. This includes processing of the final salary, reimbursement claims, bonuses (if applicable), deductions (e.g., for unserved notice period), and any other financial dues or recoveries.

The full-and-final settlement is typically processed within 45 working days from the employee’s last working day. Employees are advised to ensure their bank details, mailing address, and compliance forms are up to date to avoid delays.

A final settlement statement will be shared via email, and any clarifications or disputes can be raised with the HR team. Employees leaving the company are also provided with their relieving letter and experience certificate, provided the exit process was followed professionally and all obligations were fulfilled.​

10. Conclusion

This employment policy reflects Wytmode Cloud’s ongoing commitment to creating a transparent, inclusive, and high-performing workplace where every individual understands their rights, responsibilities, and opportunities for growth. As a rapidly evolving startup operating in a dynamic business environment, Wytmode reserves the right to amend, update, or revise any part of this policy at its sole discretion. Any changes made will be communicated to all employees via official channels, and the most recent version of this document will be treated as the authoritative reference. For any clarifications, additional information, or concerns related to this policy, employees and candidates are encouraged to reach out to us at careers@wytmode.com.