Employee dealing restrictions prohibit employees from using their position to obtain returns or profits from an IFSC Unit on terms more favourable than prevailing market norms. Employees must not obtain financial services concerning a regulated financial product while possessing unpublished price sensitive information. The restrictions also prohibit specified direct or indirect investments in instruments solely listed on recognised IFSC exchanges, subject to exclusions for mutual fund units, non-convertible bonds, non-convertible debentures, and rights issues in shares already held.

The private trading restriction bars employees from engaging in any commercial business, whether on their own account or as agents for others. Employees may not act as agents for insurance companies or participate in the formation or management of joint stock companies. Canvassing in support of an insurance agency or commission agency carried on or managed by a family member constitutes a breach.

Employees must not solicit or accept gifts from persons having actual or likely official dealings with them, or from subordinate employees; this extends to family members and persons acting on their behalf. Gifts include pecuniary advantages such as free transport, boarding, lodging and services, subject to specified exceptions for qualifying personal relationships, casual social hospitality, and nominal customary tokens received at official functions. Lavish or frequent hospitality must be avoided. Social or religious occasion gifts from personal friends without official dealings require reporting when they exceed the prescribed value threshold. Dowry-related giving, taking, abetment and demands are prohibited.

Where required by the Competent Authority, an employee must obtain prior sanction from her superior before remaining absent from the station overnight. If genuine circumstances make advance permission impossible, the employee must notify the Competent Authority within 24 hours after the absence. Station includes the place of posting and contiguous areas specified by the Competent Authority.

Employees must obtain permission before absence from duty and submit a medical certificate for sickness or accident where required. Unauthorised absence or leave overstay results in loss of pay and allowances and may attract disciplinary measures. Such periods may be treated as extraordinary leave unless followed by discharge, compulsory retirement, removal, or dismissal. Habitual lateness may result in forfeiture of casual leave, or treatment of the forfeited period as ordinary or extraordinary leave.

Part-time work for a private or public body, or a private person, and acceptance of related fees require prior approval of the Competent Authority. Approval is limited to exceptional cases where the work does not detrimentally affect official duties and responsibilities. The Competent Authority may require fees or payments received for approved work to be paid wholly or partly to the Authority.

Seeking to influence in employee service matters is prohibited where an employee brings or attempts to bring political or other outside influence to bear on a superior authority to further her interests in matters pertaining to her service in the Authority. The restriction applies to completed efforts and attempted influence alike, protecting superior-authority consideration of employee service interests from improper political or external pressure.

Giving evidence by employees requires prior approval of the Competent Authority where it concerns an enquiry conducted by any person, committee or authority. An employee giving approved evidence must not criticise the policy or actions of the Central Government, a State Government, or the Authority. Prior approval is unnecessary for evidence before specified government-appointed authorities, judicial enquiries, or departmental enquiries ordered by the Competent Authority.

Employees cannot use their position or influence to secure employment with regulated IFSC Units for relatives by blood or marriage of themselves or their spouses, whether dependent or not. They must report family members' employment with an IFSC Unit with which they have official dealings, its parent entity, or another entity having official dealings with the Authority. A parent entity has controlling or majority interest and operational control over the IFSC Unit.

Post-retirement employment during the one-year cooling-off period requires prior written approval for commercial employment and for employment or association with entities regulated by the Authority. Commercial employment includes specified private-sector roles, cooperative society offices, and certain advisory or consulting practices linked to official knowledge, unfair advantage, or liaison activity. Approval may be conditioned, including by restricting representation before the Authority. Fresh approval is required for another regulated entity, and approval is deemed granted if no decision is communicated within 30 days; refusal requires an opportunity for written submissions.

Employees may not accept or solicit outside employment or office without previous sanction of the Competent Authority. This requirement applies equally to paid and honorary engagements, making prior approval mandatory before an employee undertakes any external professional or official role.

Shareholder intervention in financial creditor-initiated insolvency proceedings is not maintainable merely to challenge the validity of a corporate guarantee. Objections to the financial creditor's material and all legally permissible defences to the insolvency application must be raised by the corporate debtor itself. The corporate debtor, rather than an individual shareholder, is entitled to contest the corporate guarantee and defend the insolvency proceedings.

Employee contributions to public-domain media and the publication of official-capacity information require prior approval from the Competent Authority. Prior approval is also required for authored books or similar content and for public talks or lectures. Purely literary, artistic, scientific, professional, cultural, educational, religious, or social contributions and publications are exempt from approval. Where approval is granted, the employee must state that the expressed views are personal and not endorsed by the Authority.

Employee association and strike restrictions prohibit an employee from becoming, continuing as, or serving as an office bearer of a trade union of employees of the Authority, a federation of such trade unions, or being directly or indirectly associated with them. Employees are also barred from resorting to or abetting any strike, or participating in violent, unseemly, or indecent demonstrations concerning their own or another employee's service conditions.

Political neutrality and electoral participation are mandated for employees: no employee may actively participate in politics or political demonstrations, or contest elections for a Municipal Council, District Board, other local body, or legislative body.

Employees must serve the Authority honestly and faithfully, promote its interests, and maintain courtesy in dealings with the public, government officers and the Authority. They must uphold integrity, good conduct, discipline, devotion and diligence to duty, and avoid conduct unbecoming of an employee or public servant. Dilatory tactics and wilful delays in assigned work are prohibited. Official duties and powers must be exercised according to the employee's best judgment unless acting under a superior's direction. Employees must also seek to ensure integrity and devotion to duty among persons under their control.

Employees must preserve secrecy concerning the Authority's affairs and confidential operational information, subject only to disclosure compelled by judicial or law-enforcement agencies or authorised in writing by a superior officer. Information acquired through official duties cannot be used for personal benefit or for the benefit of others. Unpublished price sensitive information may be communicated only when required for official duties. Employees must execute a declaration of fidelity and secrecy before taking charge.

Employee conduct and discipline require every employee to conform to and abide by the applicable service regulations. Each employee must also observe, comply with and obey all orders and directions issued from time to time by any person or persons under whose jurisdiction, superintendence or control the employee is placed.

Unless otherwise specified or directed, an employee's whole time must remain at the Authority's disposal. Employees must serve the Authority's business in the capacity and at the place directed from time to time, with service governed by directions concerning assigned roles and service locations.

Privity of contract prevents a creditor from enforcing a purchaser's promise in an absolute conveyance to discharge the vendors' debts unless the arrangement creates a trust or identifies a fund for the creditor. A personal covenant forming consideration for the sale, without property, sale proceeds, or an earmarked fund, creates no enforceable trust for the creditor; the vendors retain enforcement rights. For joint contractors, payment by one contractor does not extend limitation against another who neither made nor authorised it. A claim against a non-paying co-contractor is therefore time-barred when that contractor's own last payment falls outside the limitation period.