Regulation 93 provides gratuity on retirement, death, certified disablement, resignation after five years of continuous service, and non-punitive termination after five years. Employees with less than ten years of continuous service receive gratuity under the Payment of Gratuity Act, 1972. Those completing at least ten years receive gratuity under rules prescribed by the Authority, but not below the statutory amount. The Authority may create a gratuity trust.

Deputation and external assignment of an Authority employee to another employer require the Authority's approval and remain subject to terms and conditions specified by it. An employee cannot be sent on deputation or external assignment against that employee's will.

Deputation of employees to military service may be undertaken on terms and conditions determined by the Authority. The Authority prescribes the applicable conditions for employees deputed for such service.

Travelling and halting allowances for employees are payable at rates and subject to terms and conditions approved by the Authority from time to time. The allowance framework is governed by periodically approved rates and conditions.

Regulation 89 provides medical aid and facilities to employees of the International Financial Services Centres Authority and eligible dependents under Authority-approved guidelines. Coverage may include illness, accidental injuries, hospitalisation and domiciliary treatment. The Authority may also obtain comprehensive health insurance for employees and dependents on terms it determines. Group Mediclaim Policy and National Pension System arrangements apply in accordance with Annexure-2.

Employee disciplinary appeals may challenge penalties or suspension orders before the designated Appellate Authority. Appeals must be filed within 45 days, be in Hindi or English, contain all material arguments, use respectful language, and specify the relief sought. Appellate review considers the justification of findings and whether the penalty is excessive or inadequate. The Appellate Authority may confirm, enhance, reduce or set aside a penalty, or remit the matter. Enhancement to a major penalty requires a prior inquiry or, where an inquiry has been held, a show-cause notice and consideration of the employee's representation.

Vigilance cases concerning alleged employee corruption may be investigated by the Central Bureau of Investigation, Central Vigilance Commission, or another approved agency where specified conditions exist. A prima facie investigation report may be referred for advice on disciplinary action. The inquiry may be conducted by a Commissioner for Departmental Enquiries or another nominated person. Advice may also be sought on proof of charges and penalties, while the competent authority decides the penalty after considering that advice.

Suspension may be ordered where disciplinary proceedings are contemplated or pending, or a criminal case is under investigation, inquiry or trial. Deemed suspension follows detention exceeding 48 hours or conviction resulting in imprisonment where immediate separation from service does not occur. Suspension cannot ordinarily exceed 90 days, subject to a limited exceptional extension. Subsistence allowance is payable during suspension, with an enhanced rate after three months where delay is not attributable to the employee.

Regulation 85 permits the Competent Authority to impose prescribed disciplinary penalties through a special procedure overriding ordinary requirements where facts are established by a court of law or court martial, an employee has absconded, or communication is impracticable. Requirements may also be waived where observance is difficult and waiver causes no injustice to the employee. Written reasons are mandatory whenever any procedural requirement is waived.

Common disciplinary proceedings may be directed by the Competent Authority where a case concerns two or more employees. The disciplinary proceedings against all such employees may then be conducted jointly through common proceedings.

Disciplinary or appeal-related orders made by the Competent Authority must be communicated to the employee concerned. Where an inquiry has been conducted, the employee must also be supplied with a copy of the inquiry report.

Minor penalty proceedings require written communication to the employee of the alleged lapses and an opportunity to submit a written defence. The defence must be filed within the specified period, which cannot exceed 15 days unless the Competent Authority grants an extension, and must be considered before orders are passed. Where an inquiry is considered necessary, the procedure applicable to major penalties must be followed.

The Competent Authority may remit a disciplinary matter for fresh or further inquiry by recording written reasons, where it is not the Inquiry Officer. If it disagrees with findings on an article of charge, it must record its reasons and may make its own findings where the evidence on record is sufficient. Based on findings on any or all charges, it may impose a prescribed penalty or exonerate the employee where no penalty is warranted.

Major penalties may be imposed only after a formal inquiry into alleged misconduct or misbehaviour. Definite charges and supporting imputations must be served on the employee, who may submit a written defence, take assistance from another employee, inspect and seek relevant evidence, cross-examine witnesses, lead defence evidence, and file a written brief. The Inquiry Officer must assess the evidence and record reasoned findings on each charge. Non-compliance may result in an ex parte inquiry. The complete inquiry record must be forwarded to the Competent Authority where it did not conduct the inquiry.

Regulation 79 classifies employee disciplinary sanctions into minor and major penalties for regulatory breaches, negligence, conduct detrimental to the Authority, indiscipline, and misconduct. Minor penalties include censure, withholding promotion or increments, recovery of pecuniary loss, and limited non-cumulative pay reduction. Major penalties include specified pay reduction, reduction in grade, post or service, compulsory retirement, removal, and dismissal. It also excludes specified increment withholding, non-promotion, reversion, employment termination, medical termination, and retirement actions from the meaning of penalty.

Sexual harassment of women employees at the workplace is prohibited. Complaints are handled by a Complaints Committee chaired by a senior woman employee and constituted with specified male, female and external representation, with at least half its members being women. The Committee may close motivated or frivolous complaints, initiate a reasoned inquiry where grounds exist, exercise inquiry-officer powers, and provide counselling or support services. Its findings are recorded as an inquiry report, while the Competent Authority initiates disciplinary proceedings and imposes penalties for proven conduct-rule violations.

Regulation 78 prohibits employees from misusing Authority-granted residential accommodation, facilities or concessions. Employees may not sub-let, lease, or allow another person to occupy allotted residential accommodation without the Authority's express permission. Following determination or cancellation of an allotment, the employee must vacate within the period specified by the allotting authority.

Employees must not make statements of fact or opinion that adversely criticise a current or recent policy or action of the Authority or Government. The restriction covers broadcasts, electronic media, publications made under any name or anonymously, press communications, and public utterances. It does not apply to statements or views made in an official capacity or while performing assigned duties.

Employee disciplinary rules prohibit an employee from addressing an appeal, representation or petition to any outside authority or person concerning a matter relating to the employee's service in the Authority. Such conduct constitutes a breach of discipline.

Regulation 75 requires an employee to obtain prior sanction from the competent authority before approaching a court or the press to vindicate an official act subjected to adverse criticism or defamatory attack. It does not restrict action to vindicate the employee's private character or acts done in a private capacity, but any such action must be reported to the competent authority.