Paternity leave is available to eligible male natural fathers with fewer than two surviving children for 15 days per child around childbirth, and to adoptive fathers within six months of legal adoption. A 15-day entitlement also applies where fatherhood results from surrogacy, within six months after custody is given. Leave pay is payable, leave may be combined except with Casual Leave and Special Casual Leave, and the leave must ordinarily be taken at one time.

Female employees may be granted maternity leave on leave pay for up to 180 days on full pay at a time, subject to a cumulative service ceiling of 360 days. Within that ceiling, leave may be claimed for hysterectomy, miscarriage or abortion, with medical certification required for miscarriage or abortion. Other admissible leave may be combined with or continued after maternity leave on requisite medical certification.

Sick leave accrues at twenty days per year of service, subject to a cumulative ceiling, and ordinarily requires a medical certificate unless the leave does not exceed three days. It is generally available on half pay. After three years of service, an employee may seek full-pay sick leave within the prescribed aggregate limit, with full-pay leave debited at twice the period taken. Leave is credited half-yearly, cannot be taken for a half day, and first-year pro-rata leave requires prior permission.

Ordinary leave encashment may be permitted once in each calendar year for between ten and thirty days, provided the employee retains at least 180 days of ordinary leave after encashment. For employees with more than eight years of total service who did not join through direct recruitment in Grade A or as Multi-Tasking Staff, the required post-encashment balance is reduced to 90 days. Cash equivalent of unavailed ordinary leave may also be granted upon death in service or complete and permanent medical incapacity.

Ordinary leave accrues at 30 days annually, credited in 15-day instalments every half year, and is capped at 300 days. When the balance reaches 286 days or more, the next credit is held in an additional account and leave taken during that half year is deducted from it. Leave exceeding the ceiling lapses at the relevant half-year end. Accrual stops during continuous non-casual leave exceeding six months, while proportionate credits apply for shorter service. Ordinary leave normally requires a minimum five-day period, advance application, and pay equal to leave pay.

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.