An employee must not use position or influence, directly or indirectly, to secure employment with a registered intermediary for a person related by blood or marriage to the employee or the employee's spouse, whether dependent or not. An employee must report to the competent authority when a son, daughter, or other family member accepts employment with an intermediary or undertaking with which the employee has official dealings.

Post-retirement commercial employment requires prior written approval for one year after final cessation of service. The restriction covers employment, agency, directorship, partnership, relevant advisory or consultancy practice, and liaison work with the Authority. Former employees, including contractual employees, also require approval to join or associate with registered intermediaries, with fresh approval required for another intermediary. Approval may be conditioned according to prior dealings and may prohibit representation before the Authority. Refusal requires a hearing, and applications not decided within 90 days are deemed approved.

Outside employment restrictions require an employee to obtain prior sanction from the Competent Authority before accepting, soliciting, or seeking any external employment or office. The restriction applies whether the outside engagement is paid or honorary and operates as part of employee conduct, discipline, and appeals obligations.

Employees require prior sanction to contribute to the press or to make public or publish documents, papers or information acquired in an official capacity. Prior sanction is also required for publishing books or similar printed matter and for delivering public talks or lectures. No sanction is required where a broadcast, contribution or publication is purely literary, artistic, scientific, professional, cultural, educational, religious or social in character.

Employees are prohibited from membership, office-bearing, or direct or indirect association with trade unions of the Authority's employees or federations of such trade unions. They must not resort to, abet, or participate in strikes or violent, unseemly, or indecent demonstrations relating to their own or any other employee's service conditions.

Political neutrality of employees is maintained by prohibiting active participation in politics or political demonstrations. Employees are also barred from standing for election to a Municipal Council, District Authority, other local body, or legislative body.

Employee conduct and duty obligations require honest and faithful service, promotion of the Authority's interests, and courteous dealings with the public, government officers and the Authority. Employees must maintain integrity, good conduct, discipline, devotion and diligence, and avoid unbecoming conduct. They must not use dilatory tactics or wilfully delay assigned work, must exercise official powers according to best judgment unless directed by a superior, and must seek to ensure integrity and devotion to duty among persons under their control.

Employee confidentiality obligations prohibit direct or indirect disclosure of confidential information concerning the Authority's affairs, except where compelled by competent authority or directed in the discharge of official duties. Information acquired through the Authority or official duties cannot be used for personal benefit or for the benefit of friends or relatives. Unpublished price sensitive information may be communicated only when required for official duty. Employees, including contractual and temporary personnel, must make the prescribed declaration of fidelity and secrecy before assuming duties.

Regulation 48 requires every employee to comply with the applicable service regulations and to obey orders and directions issued by persons exercising jurisdiction, superintendence, or control over the employee.

Scope of an employee's service requires an employee's whole time to remain at the disposal of the Authority unless expressly provided otherwise. The employee must serve the Authority's business in the capacity and at the place to which he or she is directed from time to time.

Failure by an employee to join the post within the allowed joining time is deemed to constitute a breach of Regulation 60 under the International Financial Services Centres Authority (Employees' Service) Regulations, 2020.

Joining time may be granted to enable an employee to assume a new post, but is unavailable where there is no change in headquarters. The period is treated as duty, with pay and allowances governed by the applicable service framework, and cannot exceed seven days excluding entitled journey time. Unavailed or curtailed joining time on transfer may be taken as Special Casual Leave subject to prescribed conditions; any remaining balance is credited to the employee's Ordinary Leave account.

Pay during special leave is fixed at one-half of leave pay. After six months, the payment must be reduced to one-quarter of leave pay unless the Chairperson grants special sanction permitting otherwise.

Special leave for private affairs is limited to an aggregate of 360 days during service and is generally unavailable where ordinary leave is admissible. Quarantine absence may be treated as ordinary, sick or special leave for up to 90 days, with special leave available despite admissibility of ordinary leave. Study leave for whole-time employees may be sanctioned for knowledge upgradation up to 24 months, subject to limits on combined leave and a five-year post-study-leave service bond.

Extraordinary leave may be granted where no other leave is due and sick or special leave is not justified. It is ordinarily limited to 90 days on one occasion and 360 days during service. The competent authority may combine it with other admissible leave or retrospectively convert unauthorised absence into extraordinary leave. The leave is unpaid and normally does not count for increments, but may count where illness or another cause beyond the employee's control justified the absence.

Accident leave may be granted to an employee injured while performing duties, for the recovery period certified by the Authority's Medical Officer. Employees injured on official tour or duty are also eligible upon certification by the Authority's Medical Officer or a Government doctor. At the employee's option, another admissible leave category may be granted in combination with or continuation of accident leave. Full leave pay applies for the first four months of accident leave, followed by half leave pay for the remaining period.

Paternity leave may be granted for fifteen days per child to eligible natural fathers during the period from fifteen days before delivery until six months after delivery, and to eligible adoptive fathers within six months of lawful adoption. Eligibility requires fewer than two surviving children. Leave pay is payable during paternity leave. The entire leave must be availed at one time within the applicable period and may be combined with other leave except Casual Leave and Special Casual Leave.

Maternity leave for female employees is available on leave pay for up to 180 days on full pay at one time, subject to an aggregate limit of 360 days throughout service. Hysterectomy-related leave of up to 20 days and miscarriage or abortion leave of up to 45 days, supported by a medical certificate, fall within that ceiling. Another admissible form of leave may be combined with or continued after maternity leave upon requisite medical certification.

Sick leave accrues annually, subject to an overall service ceiling, and generally requires a medical certificate, which may be waived for short absences. It is payable at half pay, while employees completing the qualifying service period may request limited sick leave on leave pay, debited at twice the leave period used. Additional sick leave may be granted in the Authority's interest, and first-year entitlement may be allowed pro rata at the Competent Authority's discretion.

Ordinary leave encashment may be permitted annually where the employee maintains the required leave balance, and the policy may be modified to encourage minimum leave utilisation. Cash equivalent of unavailed earned leave may be granted on death or medically certified permanent incapacity, with legal heirs eligible in case of death. An employee resigning after proper notice may be permitted to encash half of the ordinary leave standing to their credit, subject to the prescribed maximum limit.