What is compensatory off (comp-off)?
Compensatory off (comp-off), also called time off in lieu (TOIL), is paid time off an employer gives back to a person who worked extra hours, a weekend or a holiday, in place of paying for that time. The employer's own policy sets how much time is earned and how long it can be kept.
Comp-off usually starts with a Saturday release or a holiday spent on a client launch. Instead of extra pay, the person banks the time and takes it later, on a quieter day.
Three choices shape every comp-off policy. The earning rate: an hour back for an hour worked, or more for a holiday. The expiry: many employers ask for the time to be used within a set window, such as 30 or 90 days. The approval: who confirms that the extra hours were actually worked.
Write all three down before the first request arrives. A comp-off rule that lives in a manager's head gets applied three ways by three managers.
Treat the balance like any other leave balance. It needs a record of what was earned, what was taken and what is left. Otherwise, a year later, nobody can say whether that Saturday in March was ever given back.
Where this shows up in PeopleMuster
In PeopleMuster, comp-off can run as its own leave type, so each person's comp-off days sit in the leave-quota grid beside annual and sick leave, with used and allocated shown per cell.
Questions people ask
Is comp-off the same as overtime pay?
No. Comp-off gives time back instead of money. Overtime pay compensates the same extra hours with cash. Some employers offer the choice, and the policy says which applies.
How long can comp-off be carried?
That depends on the employer's policy. Many set an expiry window, commonly 30 to 90 days, so banked time gets used while the extra work is still recent and easy to verify.
How do you track time off in lieu?
Record it as its own leave type. Add days to the person's balance when the extra work is approved, and deduct them when the time is taken. The balance then shows earned, used and remaining at a glance.