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.

Leave and disciplinary status are regulated by restricting the grant of leave to an employee under suspension or facing pending disciplinary proceedings. Leave may not be granted while either status continues.

Medical fitness certification may be required by the competent authority before an employee resumes duty after taking more than three days' leave for health reasons, even where the leave was not originally supported by a medical certificate.

Return from leave requires an employee, unless instructed otherwise, to report for duty at the place where the employee was last stationed. A contrary instruction may specify a different reporting location.

Employees proceeding on leave must intimate the competent authority of their leave address and contact number before departure. Any change in the address furnished during the leave period must be promptly communicated to the competent authority.

Leave commencement and termination are determined by reference to charge handover and resumption of duty. An employee's leave begins on the working day immediately following the day on which the employee takes over charge. Leave ends on the working day immediately preceding the day on which the employee reports back for duty after leave.

Leave is not claimable as a matter of right. Where service exigencies require, the authority empowered to grant leave may refuse or revoke leave of any kind and may recall an employee on leave when necessary in the interests of the Authority's service. Earned leave lapses on cessation of service unless specifically preserved. An employee may not return to duty more than 14 days before approved leave expires without the granting authority's permission.

Leave-granting authority vests in the competent authority under the International Financial Services Centres Authority (Employees' Service) Regulations, 2020. Employees must address every leave application to the authority empowered to grant leave.

Employees may be granted casual, special casual, ordinary, sick, special, maternity or paternity, extraordinary, accident, study, and other Authority-specified special leave. Leave pay is drawn at the full or half rate according to the leave category availed. No pay is admissible during extraordinary leave.

Every employee must declare domicile in writing upon appointment and must establish it to the Competent Authority's satisfaction if it differs from the place of birth. A declared domicile may be changed only upon establishing that the change is bona fide, and no change may increase the Authority's cost of any employee concession.

Increment entitlement on promotion depends on whether the employee has reached the maximum of the pre-promotional incremental scale. Before reaching that maximum, the next promotional-grade increment remains due on the existing pre-promotional increment date. After reaching the maximum, it is due one year after promotion, unless a post-scale benefit, including personal allowance or stagnation increment, was due within that year; the increment then falls on the benefit-accrual date.

On promotion, an employee's pay is initially fixed at the minimum of the higher-grade scale, with any positive difference from substantive pay in the former scale treated as personal pay. Upon confirmation in the higher grade, pay is re-fixed at the next higher stage above the former-scale substantive pay as on the confirmation date, if that amount exceeds the pay drawn at confirmation.

Annual increments accrue in incremental scales during probationary, officiating, and substantive service, and become admissible from the first day of the month of accrual. Officiating service in higher and relevant intervening grades counts for increments, while leave without pay is excluded unless authorised in writing. Increments require competent-authority sanction and may be withheld only as a disciplinary measure. Efficiency-bar increments require fitness certification, without retrospective benefit on removal of the bar. Stagnation increments may be granted to employees at the final stage of the applicable scale.

Compensatory allowance, excluding pay, may be granted to employees required to work on holidays or additional weekday hours for the Authority's work. The Chairperson determines the applicable rate and circumstances for drawal. Special compensation allowance may be considered personally for contractually hired expatriates or Indian citizens working abroad or in India, subject to the Chairperson's recommendation and the Authority's approval, where the required expertise or talent is unavailable internally and cannot ordinarily be procured through the public sector or open market under approved recruitment rules.