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 Unpublished price sensitive information may be communicated only when required for official duty.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.

Reassessment founded principally on a tax evasion petition requires the Assessing Officer to independently examine the allegations and disclose the supporting material to the assessee. Where regular assessments were already completed, reliance on undisclosed petition material without addressing the assessee's explanation on the source and timing of share-capital investment did not meet these requirements. The reassessment order and consequential notice were set aside for fresh consideration after full disclosure of relevant material, personal hearing, opportunity to address any fresh material, and a reasoned order.

Ordinary leave accrues at 30 days per year, credited half-yearly, subject to a maximum accumulation of 300 days. Employees with high accumulated balances receive further half-yearly credits in an additional ordinary leave account, and leave beyond the ceiling lapses at the end of the relevant half-year. Accrual is restricted during prolonged non-casual leave. Ordinary leave generally requires a minimum five-day period and a 15-day advance application. Employees on ordinary leave receive leave pay.

Special hardship leave may be granted to eligible female employees for family, child-care, or health grounds, including as an extension of maternity leave. It is subject to prior approval, administrative exigencies, and individual merits, and is limited to two years during service. The leave is unpaid except for house allowance and eligible medical-treatment claims, may be combined with specified leave categories, and counts for seniority. Approved leave is irrevocable, cannot be used to avoid transfer or posting, and may be cancelled for outside employment or exigencies.

Special casual leave may be permitted for quarantine, duty-related injury, specified sporting or civil-defence training, exceptional circumstances, and family-planning operations supported by a medical certificate. It may be combined with any leave other than casual leave. Except for exceptional-circumstances leave, combined casual and special casual leave cannot exceed the prescribed annual ceiling, while intervening public holidays are excluded from computation. Differently abled employees may receive limited leave for disability-related programmes and disability-specific requirements, subject to work exigencies and competent-authority approval.

Casual leave is available up to 12 working days per calendar year, subject to a minimum of half a day and a maximum of five days at a time. Public holidays cannot be combined to extend absence beyond 12 days, and leave beyond prescribed limits becomes ordinary leave for the entire period. Prior sanction is required, subject to emergency intimation within 24 hours. Employees joining during the year receive one day per month, while 50 percent of unavailed leave is credited to ordinary leave.