Empowering our people

Compensation and benefits

Our compensation policy is aligned with our business strategy, market dynamics, internal policies, and organisational complexities. It is designed to provide a fair and transparent structure, building competitive advantage and brand equity. Our ‘Pay for Performance’ culture considers factors like differentiated roles, skills/ competencies, experience, and grade/seniority, to ensure fair compensation.

A comprehensive Total Rewards Statement has been designed for crew and non-crew employees comprising of Gross and Variable Pay, retiral contributions including provident fund, gratuity and National Pension Scheme, along with other allowances and benefits. To maintain transparency, the career roadmap of crew members is shared as part of the employee contract, along with the defined compensation figures for all levels. This is also available to view on IndiGo’s People Policy page.

Insurance

We stand by our employees and their dependents during challenging times, ensuring they receive necessary aid and care through comprehensive insurance policies. Our insurance benefits cover the following:

• Comprehensive medical insurance covering the employee, their spouse and dependent children, with an option to include parents or in-laws.

• Life insurance policy covering all employees of the Company.

• Group accident policy covering employees in the event of an accident.

Voluntary benevolent schemes

Our benevolent schemes offer a much-needed support for families in the unfortunate event of an employee’s demise while in service. Additionally, these schemes extend coverage for situations where an employee becomes medically unfit to perform flying duties.

We comply with regulatory guidelines regarding retiral benefits covering Provident Fund, Gratuity, and the National Pension Scheme.

Employee Stock Option Scheme

We rolled out an Employee Stock Option Scheme on June 25, 2015, which was amended on September 07, 2016, to grant share-based benefits to eligible employees. This initiative was designed to attract and retain talent, and encourage employees to align their individual performances with the Company’s broader growth objectives. In FY 2023, there has been no change in the scheme, and we continue to comply with the provisions of the SEBI (Share Based Employee Benefits and Sweat Equity) Regulations, 2021, as amended (“SEBI SBEB Regulations”). The disclosure, in compliance with the SEBI SBEB Regulations, is uploaded on the Investor Relations section of the website.

Employee well-being

We believe that employee’s well-being is crucial for the overall success of our organisation, and we undertake several initiatives to foster the same.

Parental leaves:

Our maternity benefits cover a paid leave of 26 weeks for all expecting mothers. Male employees get a paternity leave of 4 days. In addition to this, we provide flexible working options and reassignment of responsibilities for the cockpit and cabin crew during and post pregnancy.

Employee Assistance Programme:

We have partnered with 1to1help.net, a provider of Employee Assistance Programmes (EAP), to give our employees access to psychological counselling and comprehensive wellness solutions. This is undertaken with strict confidentiality to help employees navigate through stress, anxiety, parenting, relationship issues, and work-life balance.

Supporting educational pursuits and special circumstances:

We provide sabbaticals to employees who want to pursue their aspirations to become a pilot or take a long break due to special circumstances.