Starting January 2026, this is applicable for all full-time team members who have completed 36 months of full-time employment with Never Grow Up, Yellow Seed, Good Wave &/or SPRD. This policy comes into effect from the date of roll out and is also applicable to team members who have availed this facility or may take a sabbatical, after the effective date, even if it has been approved prior to this date. You are eligible to apply for a sabbatical with the following understanding • This policy provides a pre-approved, unpaid duration during which eligible team members can take time away for personal reasons or rest. • The process involves a recommendation from your manager and a final approval by the management. • An application does not guarantee approval. i.e. We would like to say 'yes' depending on the merit of the ask, provided the organization can make the necessary arrangements to keep operations running smoothly in your absence. • Your work goal ratings should have been rated at a minimum of 3.5 or above during the last two performance cycles (annual or mid-year) prior to the application and • You should have completed 3 years of full-time employment in the company

Requests must be raised at least 45 days in advance, from the desired date of commencement of the sabbatical period and will be reviewed by the Reporting Manager and recommended to the Management team for approval. Please note that merely applying for a sabbatical does not guarantee approval.

A sabbatical may be availed only once every three years, for a maximum duration of anywhere between 15 days to three months.

A sabbatical cannot be availed by team members in the following situations: • Prior or after, or in conjunction with, any other leaves or addition to an existing provision i.e. clubbing this with an existing leave type that is already in place. • Health-related reasons (without a doctor’s recommendation) I.e. to take a sabbatical for health reasons, one needs to submit a doctor’s prescription with details. • Sudden Family emergencies, which can be availed under planned leave or regular leave without pay. • Sabbaticals cannot be clubbed with other extended leaves, and any changes to approved dates must follow the same approval process. Note: Moonlighting or any form of paid professional engagement during your sabbatical period that violates our existing policies like zero tolerance or confidentiality code does not work.

Before commencing a sabbatical, the team member is required to complete a structured handover on email. This includes documenting ongoing responsibilities, training the identified backup, and closing or transitioning open tasks. Furthermore, you are also required to complete all self-goals. In case you are a manager, you also need to plan and ensure completion of goals for your direct reports up to the start date of the sabbatical and prior to your handover and submit a report on the status of goal completion for your direct reports.

The sabbatical period requires specific adjustments to ensure fair performance evaluation and goal management. During the sabbatical period, the team member will not be eligible for appraisal evaluations or be required to participate in any formal performance management evaluations. • If the annual appraisal cycle occurs while a team member is on sabbatical, their review will be deferred until their return and will be based only on the measurable performance during actual working days within the review period. • Before starting the sabbatical, the team member and their Reporting Manager must review all goals and Key Performance Indicators and agree to a plan in writing. • Goals must be completed or formally reassigned for the year to another team member willing to take on the goals. • Goals can be cancelled only if approved by management and if there is no direct impact on the business. • Goals, as set at the beginning of the performance cycle will be expected to be delivered by any team member opting for a Sabbatical during the respective performance cycle. • While annual appraisal rating and subsequent annual increment will be determined by performance on goals defined at the start of the performance period, ratings and appraisals including pay-outs, will be evaluated based on the period of active employment while excluding the sabbatical period during any performance period. That said, the sabbatical itself has no negative impact on appraisals or ratings.

For sabbaticals extending beyond 15 days (over and above standard leaves already available), we as a company, reserve the right to reassign your role and responsibilities internally to ensure business continuity. • Upon conclusion of the sabbatical period (which can be a maximum of 3 months), the team member and organization will mutually identify suitable roles for the returning team member. • If a matching position is available, the team member will resume active duty on the next day the sabbatical ends. • However, if no role is available (as the company had to hire someone to manage work), your association with the company may conclude in accordance with the notice period applicable at your level. If you, as a team member, resign at any time during the sabbatical period, or within 15 days of resumption of service after the sabbatical, your employment with the company will cease to exist on an immediate basis, without any notice period to be served, severance, salary pay-outs or any full and final settlement amount by the company.

• During your sabbatical, you continue to be a full-time member of the company and hence, all our policies as outlined including the company Moonlighting Policy remains in full effect. • Any form of professional engagement including freelance, consulting, or advisory roles, paid or unpaid would be considered as a material breach of this sabbatical benefit. • Any such breach of policy would lead to actions already outlined in our exit policy.

During an unpaid sabbatical PF, ESIC, and other statutory contributions are not applicable, in line with prevailing labour regulations where statutory payments are linked to active wages. Contributions will resume upon the team member’s return to active service

Sabbatical leave is an unpaid break and does not count toward the regular leave cycle. Leave will not accrue during the sabbatical period. For 1.75 days of paid leave are credited each month annually, the corresponding leave for the months on sabbatical will be adjusted from the existing leave balance. For example, a three-month sabbatical will result in a deduction of 5.25 days from the annual leave balance. Sabbatical leave cannot be combined with paid leave or any other leave type.

During the sabbatical, your tenure continues, and insurance and counselling benefits remain active. Salary payments and monthly leave accruals are paused and adjusted on a pro-rata basis for the duration of the sabbatical. Upon return, a brief catch-up will be conducted to align on updates, changes, and next steps. Hope you understand that in true One Team spirit, there’s a degree of empathy and fair practice understanding at both ends. We’ll see you off with a ‘See you soon!’ and welcome you back with an equally thoughtful coffee catch-up to discuss how you can restart your journey.

Make sure you check-in at least 2 weeks prior to the end of your sabbatical with your line manager to chalk out a way back and how you can prepare to settle back into the company and current processes. In case you are returning after a sabbatical that was availed due to health reasons, you will need to submit a doctor certified 'fit for work' letter 1 week before joining back.

The intent of offering a sabbatical is to help team members come back more energized and focused. Ideally, there should be no adverse impact on work quality or productivity upon return. In fact, we hope the impact is positive and the break helps you. In the rare instance that you are unable to meet expected productivity or performance standards over a period of time upon return, we may, in line with due process put you into a structured reignite program in line with ongoing policies. Pauses matter, but how we hold space during them matters even more.