BENGALURU, November 12, 2026: Bengaluru-based iD Fresh Food is encouraging employees to turn their business ideas into independent ventures through an entrepreneurship policy that offers partially paid sabbaticals, mentorship and access to the company's business network.
Founder and global CEO P.C. Musthafa highlighted the initiative in a LinkedIn post, explaining that employees should have the opportunity to pursue their entrepreneurial ambitions without immediately losing the financial security of their jobs.
The policy also provides a pathway for employees to return to the company if their ventures do not succeed.
According to an earlier report by HRKatha on October 23, eligible employees may receive partially paid leave for up to 18 months, depending on their level and the applicable policy conditions.
The initiative reflects Musthafa's belief that supporting employees who want to become entrepreneurs can create opportunities beyond the organisation itself.
What Is iD Fresh Food's Entrepreneurship Policy?
The entrepreneurship policy is designed to support employees who want to establish their own businesses.
Rather than requiring them to resign immediately and fund their entire startup journey independently, the company offers selected employees an opportunity to explore entrepreneurship while receiving some financial and professional support.
The policy includes four major benefits:
- Partially paid sabbatical: Eligible employees can take time away from their regular responsibilities while continuing to receive part of their salary.
- Business mentorship: Members of the iD Fresh leadership team can guide employees as they develop their business ideas.
- Access to business networks: Participants can benefit from the company's ecosystem, industry connections and partner network.
- Return opportunity: Employees whose ventures do not work out may have a pathway back to the company.
The arrangement could be particularly useful for employees who have promising ideas but are concerned about losing their regular income.
However, the company has not publicly disclosed a uniform salary percentage that every participating employee will receive.
The specific conditions for returning to work have also not been explained in detail in Musthafa's LinkedIn announcement.
Employees May Get Up to 18 Months to Build Their Startups
An October 23 report by HRKatha stated that iD Fresh Food's entrepreneurship policy provides eligible employees with partially paid sabbaticals of up to 18 months.
The duration reportedly depends on the employee's level.
The policy may support ventures developed within the iD Fresh ecosystem as well as independent businesses.
Selected participants may also receive access to industry and investor networks, alongside certain infrastructure and brand resources where applicable.
This makes the initiative different from conventional unpaid leave.
An employee taking an unpaid career break generally has to manage personal expenses without salary support. Under iD Fresh's arrangement, selected employees can retain a portion of their income while exploring a business opportunity.
Nevertheless, a partially paid sabbatical does not mean full salary continuation.
Employees would need to understand their individual eligibility, approved leave period and financial arrangements before participating.
Musthafa Recalls Building iD Fresh With ₹50,000
In his LinkedIn post, Musthafa connected the policy to his own experience of building iD Fresh Food.
He recalled starting the company in a small kitchen in Bengaluru with an initial investment of ₹50,000.
The early journey involved uncertainty, financial pressure and repeated challenges.
According to Musthafa, encouragement from people who believed in the business helped the founders continue despite those difficulties.
He explained that this experience influenced his decision to support employees who want to pursue ideas of their own.
For him, the initiative is about giving aspiring founders access to the kind of encouragement and support that helped iD Fresh during its early years.
From a Small Bengaluru Kitchen to a Recognised Food Brand
iD Fresh Food was established in Bengaluru in 2005 by Musthafa and four of his cousins.
The company began by selling fresh idli and dosa batter, aiming to make traditional food preparation more convenient for households.
Over time, it expanded its portfolio and distribution network.
The business became recognised for packaged fresh food products and its focus on everyday Indian meals.
Musthafa's entrepreneurial journey has frequently been discussed as an example of building a consumer brand from modest beginnings.
That experience now forms the background of the company's approach to employee entrepreneurship.
Instead of viewing every employee departure as a loss, the initiative seeks to create opportunities for people who want to build businesses themselves.
Can Employees Return to iD Fresh if Their Startups Fail?
One of the most notable features of the policy is the possibility of returning to iD Fresh.
Musthafa indicated that employees who try entrepreneurship should not have to view an unsuccessful business attempt as the permanent end of their relationship with the company.
This could reduce some of the uncertainty surrounding a career change.
Starting a business involves risks, including inadequate funding, slow customer acquisition and unexpected operating expenses.
Not every promising idea becomes commercially sustainable.
Having a possible route back to employment may help employees assess those risks with greater confidence.
However, the available public statements do not establish that every participant has an unconditional guarantee of reinstatement to the same role or salary.
The company's internal policy would determine the applicable terms.
Why Is iD Fresh Encouraging Its Own Employees to Leave?
Supporting employees who want to establish competing or independent businesses may appear unusual for an established company.
Organisations generally invest considerable time and resources in recruiting and developing experienced workers.
Losing capable employees can therefore create operational challenges.
Musthafa acknowledged that seeing talented team members leave would be difficult.
However, he argued that helping them build meaningful businesses could create a wider social impact.
The policy reflects a view of professional development in which career progress does not always mean securing a promotion or moving to a larger organisation.
For some employees, it may involve becoming a founder and creating employment opportunities for others.
How Could the Policy Benefit Employees and Startups?
The initiative addresses three challenges commonly faced by aspiring entrepreneurs.
Financial Security
A regular salary is often essential for meeting household expenses.
Leaving employment to start a business can create immediate financial pressure, particularly before the new venture generates revenue.
Partial salary support may reduce that pressure during the initial development period.
Mentorship and Business Experience
New entrepreneurs frequently need guidance on operations, product development, distribution and customer acquisition.
Access to experienced business leaders may help participants make better decisions.
However, mentorship cannot eliminate business risk or guarantee commercial success.
Access to Networks
Business relationships can be valuable when entrepreneurs are searching for suppliers, service providers, investors or distribution partners.
The opportunity to use established networks may help selected participants explore these requirements more efficiently.
The actual level of support will depend on the programme's terms and each participant's business needs.
Has iD Fresh Supported Employee Businesses Before?
The new policy builds on an existing culture of entrepreneurship within the company.
HRKatha previously reported examples of former iD Fresh employees who established businesses, including Daily Fresh Foods in Assam, I Made in Mangalore, A1 Snacks in Bengaluru and a chapati manufacturing venture.
These examples suggest that some former employees have already used their professional experience to pursue independent ventures.
However, the success, scale and current operating status of those businesses would require separate verification.
The new policy seeks to provide a more structured route for employees interested in following a similar path.
What Are the Eligibility Conditions?
Although the broad benefits have been described publicly, several operational details have not been established.
These include the exact salary percentage during the sabbatical, eligibility based on years of service, the number of employees who may participate and the terms governing a return to employment.
The policy is intended for eligible or selected employees rather than automatically covering every member of the workforce.
Interested staff would therefore need to refer to the company's internal guidelines.
The public announcement should not be interpreted as an open offer of paid leave to anyone who wishes to establish a business.
A Different Approach to Employee Entrepreneurship
The iD Fresh initiative comes at a time when companies are reconsidering how they attract, develop and retain talent.
While many organisations focus on keeping experienced employees within their existing roles, Musthafa's approach recognises that some may want to build ventures of their own.
The policy could provide those employees with a more structured transition from employment to entrepreneurship.
Its long-term impact will depend on how many employees participate, what businesses they establish and whether the support produces sustainable outcomes.
For now, the initiative illustrates how one Indian food company is attempting to make entrepreneurship a career option without requiring selected employees to give up every element of financial security.
Editorial note: This report is based on P.C. Musthafa's publicly reported LinkedIn announcement, HRKatha's October 23 coverage of the entrepreneurship policy and independent reporting published on November 12. All India Story has not reviewed the company's complete internal employee policy or independently confirmed individual eligibility terms.
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