Special hardship leave is available to eligible employees for family-care or health purposes, subject to prior approval and discretionary assessment of administrative exigencies and individual merits. It is limited to an aggregate maximum of two years during service and is generally without pay, perquisites, and allowances, except house allowance and eligible medical-treatment claims in India. The leave cannot be used to avoid transfer, posting, or placement. Resignation or voluntary retirement may result in compensation or recovery obligations, while outside trade, employment, business, or profession may lead to cancellation and recall.

Special casual leave may be granted for quarantine, duty-related injury supported by medical evidence, civil-defence duties, exceptional circumstances, and specified family-planning procedures. Except for exceptional-circumstance leave, combined casual and special casual leave is capped at 45 days annually, with public holidays excluded from calculation. Family-planning leave may be combined with leave other than casual leave. Persons with benchmark disabilities may receive annual special casual leave for disability-related programmes and disability-specific requirements, subject to work exigencies, approval, and applicable conditions.

Casual leave is limited to twelve working days per calendar year, subject to minimum and maximum periods for each spell. It cannot be combined with other leave except special casual leave, and public holidays cannot extend continuous absence beyond the prescribed limit without conversion of the entire absence into Ordinary Leave. Leave is credited annually or on a pro-rata basis, requires prior sanction or timely intimation, and excess leave on retirement or resignation is adjusted against Ordinary Leave or dues. Half of unused leave is credited to Ordinary Leave at year end.

Leave eligibility during suspension and disciplinary proceedings is restricted. Leave may not be granted to an employee who is under suspension or against whom disciplinary proceedings are pending.

Medical fitness certification may be required before resumption of duty where an employee has taken medical leave exceeding three days. The Competent Authority holds discretion to require a certificate of fitness even if the medical leave was neither supported by nor granted upon a medical certificate. This condition applies to return from medical-ground leave.

Employees returning from leave must ordinarily resume duty at the station where they were posted immediately before commencing leave. They may be required to report at another station where a specific contrary instruction directs a different reporting location.

Before commencing leave, an employee must intimate the Competent Authority of the locations at which she will be present and provide contact details. Any change to a previously furnished location must be communicated. Location denotes a broad geographical area, namely a state for travel within India or a country for travel outside India.

Employee leave commences on the first working day immediately after the last working day on which the employee reported for duty. Leave terminates on the working day immediately before the employee resumes duty after returning from leave. The applicable starting and ending points are tied to the working days surrounding the employee's duty status.

Leave is not claimable as a matter of right. The Competent Authority may refuse or revoke any category of leave and recall an employee on leave due to work exigencies or in the Authority's interest. An employee may resume duty before expiry of sanctioned leave by intimating the Competent Authority. Unless specifically preserved, leave credited to an employee lapses on cessation of service.

Section 50 of the NDPS Act requires a person facing a personal search to be clearly informed of the option of search before a Magistrate or Gazetted Officer. Where contraband is recovered from clothing, omissions in seizure records and unsupported notices may raise doubt about compliance. That doubt can support the reasonable-grounds limb of the statutory bail test, while lack of criminal antecedents may support the non-reoffending limb.

Leave approval under the International Financial Services Centres Authority (Employees' Service) Regulations, 2026 vests in the Competent Authority. Regulation 32 assigns that authority the power to grant leave, making it the designated decision-maker responsible for exercising leave-granting power within the employee service framework.

Leave entitlement includes casual, ordinary, sick, special, maternity or paternity, extraordinary, accident, study, compensatory, and other Authority-specified special leave. Leave pay is drawn at the full or half rate applicable to the leave type, but no pay is admissible during extraordinary leave.

Employee domicile requirements mandate a written domicile declaration upon appointment. Where the declared domicile differs from the employee's place of birth, the employee must establish that domicile to the satisfaction of the Competent Authority. A declared domicile may be altered only where the employee demonstrates that the change is bona fide and does not increase the Authority's cost.

Where promotion occurs before the employee reaches the maximum of the incremental scale in the pre-promotional grade, the next increment in the promotional grade falls on the same increment date that applied in the pre-promotional grade. Where the employee has reached that maximum, the next increment falls one year from the date of promotion, subject to alignment with the accrual date of qualifying post-scale benefits.

Pay on promotion or officiating appointment in a higher grade is fixed at the stage equal to or immediately above lower-grade pay after one notional increment. Employees drawing maximum lower-grade pay receive a notional addition equivalent to the last increment in that grade. Lower pay may be fixed for a justified temporary promotion. Earlier higher-grade service after reversion counts for subsequent pay fixation and increments, while specified post-scale benefits accruing within one year may determine the promotional-grade increment date.

Annual increments accrue at every scale stage for probationary, officiating and substantive service and are payable from the first day of the month of accrual. Deputationists ordinarily follow the Authority joining date, but may retain the lending organisation's increment date where equivalent pay structures apply and a loss of last-drawn pay would otherwise result. Leave without pay generally does not count, subject to authorised or medically supported exceptions. Increment withholding is confined to disciplinary action, while efficiency-bar progression requires fitness certification.

Compensatory allowance, excluding pay, may be granted to a whole-time employee required to work on holidays or extra hours on working days for the Authority's work. Compensatory leave may be permitted instead of allowance for holiday work. The Chairperson determines the payment rate and circumstances for payment.

Allowances are payable only where an employee fulfils the conditions governing entitlement to the particular allowance under the International Financial Services Centres Authority (Employees' Service) Regulations, 2026.

Pay and allowances cease to accrue when an employee ceases to be in service. For dismissal, removal, or compulsory retirement, cessation takes effect on the respective date of separation. Where an employee dies while in service, pay and allowances cease from the day after death.

Part-month pay and allowances are not payable to an employee who leaves or discontinues service during a month without giving due notice. Entitlement to those benefits for the relevant part of that month is conditioned on giving due notice. The restriction does not operate where the Competent Authority waives the notice period, allowing payment of pay and allowances for that part of the month.