1 — Short title, commencement & application (Rule 1)

Q1. What is the short title and application of these Rules?

A1. They are called Civil Servants (Efficiency & Discipline) Rules, 2020. They come
into force immediately and apply to every civil servant.

Explanation: Title + immediate effect = these are the up-to-date E&D rules for all civil
servants.
Memory tip: “E&D Rules 2020 — live now, apply to all.”

2 — Definitions (Rule 2)
Q2. Who are the key people/words defined in the Rules? (short list)
A2. Important definitions you must know: Act (Civil Servants Act, 1973), accused (civil
servant against whom action is taken), authority (appointing authority), authorised
officer (officer authorised to act for authority), appellate authority, hearing officer,
inefficiency, inquiry officer, inquiry committee, misconduct, penalty.

Explanation: The rules define who acts, who is accused, and words like “misconduct”
and “inefficiency” so there’s no doubt who is covered.
Memory tip: “Accused, Authority, Authorised, Inquiry — the chain.”

3 — Grounds for proceedings & penalty (Rule 3)

Q3. On what grounds can proceedings be started against a civil servant?
A3. Proceedings may begin if the civil servant is:
a) inefficient (or ceased to be efficient);
b) guilty of misconduct;
c) corrupt (or reasonably suspected — e.g., unexplained wealth, living beyond means,
persistent corrupt reputation); or
d) engaged or suspected of subversive activities or has disclosed official secrets.

Explanation: If any of these four categories applies, the authority may act. Corruption
examples include unexplained assets or living beyond means. Subversion and leaks to
unauthorised people are treated seriously.
Memory tip: “IMCS: Inefficiency, Misconduct, Corruption, Subversion.”

4 — Penalties (Rule 4)
Q4. What penalties can be imposed? Name minor and major penalties and
important provisos.
A4. The authority may impose one or more penalties (in writing with reasons):

Minor penalties include:

• Censure;
• Withholding increment(s) for a specific period (max 3 years, not cumulative;
not if already at max scale or retiring within period);
• Reduction to lower stage(s) in pay scale (max 3 stages, not cumulative);
• Withholding promotion for a specified period (max 3 years — counted from
when a junior is first considered for promotion).

Major penalties include:

• Recovery (of embezzled money/pecuniary loss) from pay or by law;

• Reduction to a lower post/pay scale for up to 3 years;
• Compulsory retirement;
• Removal from service;
• Dismissal from service. (Removal does not disqualify for future Govt.
employment; dismissal does.)

Explanation: Minor penalties correct; major penalties remove or severely punish.

Special rule: even if court case is ongoing, departmental proceedings can continue
unless the court order restrains them; criminal custody may postpone inquiry if it
prejudices trial.

Memory tip: “Minor = warning/stop increment/promo; Major =

reduce/retire/remove/dismiss + recovery.”

5 — Suspension & sending on leave (Rule 5)

Q5. When can a civil servant be suspended or sent on leave? What are the time
limits and pay rules?
A5. The authority may suspend or send on leave any civil servant against whom
proceedings are proposed for an initial period not exceeding 120 days (extendable in
writing). If the period is not extended, suspension ends when the initial period expires. If
arrested and committed to prison on criminal charge, the civil servant is deemed
suspended from arrest date (no separate order needed). During suspension the civil
servant retains pay & allowances as per FR-53. If put on leave under this Rule, the
leave is treated as on duty. If the civil servant is absent without sanction during
proceedings, that absence is treated as extraordinary leave without pay.
Explanation (simple): Authorities can suspend or make someone stay on leave while
they investigate. Suspension starts for up to 120 days and can be extended. If you go to
jail for a criminal charge, you're automatically suspended. You typically keep pay while
suspended. If you skip work without permission while proceedings happen, you lose
pay.
Memory tip: “Suspend = 120 days to start; prison = automatic suspension; pay under
FR-53.”

6 — Initiation of proceedings (Rule 6)

Q6. From which date are proceedings counted/initiated?
A6. If no inquiry is needed, proceedings start when the accused is informed in writing
of the grounds. If the authority decides to hold an inquiry, proceedings start from the
date of the inquiry order.

Explanation: The “start” date depends on whether the authority chooses inquiry or just
written show-cause. This matters for time limits and records.
Memory tip: “Written notice = start; inquiry order = start.”

7 — Procedure where inquiry is dispensed with (Rule

7) — step-by-step
Q7. If the authority decides NO formal inquiry is needed, what steps must be
followed? (give the sequence exactly)
A7. When no inquiry is held, the authority MUST:

1. Inform the accused in writing of the grounds and specify charges, apportion
responsibility and state the penalty(ies) proposed.
2. Give reasonable opportunity to show cause (must be not less than 10 days
and not more than 14 days) — authority may extend.
3. On receipt of the accused’s reply (or after the time expires if no reply), decide
whether charges are proved on the basis of record/facts.
4. If charges proved, afford personal hearing before passing any penalty.
5. If charges not proved, exonerate the accused in writing.
6. Impose penalty(ies) in writing if proved.

Additional timing rule: Except where President/Prime Minister is the authority, the
authority shall decide the case within 30 days after receipt of reply (or expiry), unless
extended.
Explanation (plain): If no formal inquiry, the authority issues a show-cause, gives 10–
14 days to reply, then decides — but must give a personal hearing if planning to punish.
Usually decide within 30 days.
Memory tip: “No inquiry → Show-cause 10–14 days → Decide (30 days).”

8 — Provision of record (Rule 8)

Q8. When an inquiry order is issued, how soon must case records be supplied to
the inquiry officer/committee?
A8. The authority must ensure relevant case record and documents are supplied
within 7 days (or such extended period as authority allows) to the inquiry
officer/committee.

Explanation: The IO/committee needs the file quickly — 7 days is the target so inquiry
can proceed without delay.
Memory tip: “Record → 7 days to IO.”

9 — Procedure where inquiry is necessary (Rule 9) —

contents of inquiry order & timing
Q9. If the authority decides an inquiry IS necessary, what must the inquiry order
include?
A9. The inquiry order must, as far as possible, include these things:

1. Appointment of an inquiry officer or an inquiry committee (IO/convener

should be of rank senior to accused; if multiple accused, senior to senior-most
accused).
2. Grounds for proceedings with charges and apportionment of responsibility
— to be communicated to accused within 14 days from initiation date.
3. Appointment of a departmental representative (by designation).
4. Direction to the accused to submit written defence to IO/convener within not
less than 10 and not more than 14 days of receipt of the order (or extended
period allowed).
5. Record of case and list of witnesses must be communicated to IO/committee
along with order.
6. If an IO/member must be replaced, the authority shall appoint another.

Explanation: The IO must be senior and the accused must get charges within two
weeks. The accused gets 10–14 days to reply to the IO. The department must name
someone to represent it.
Memory tip: “Inquiry order checklist: IO (senior), charges in 14 days, dept rep, reply
10–14 days.”

10 — Procedure to be followed by Inquiry Officer /

Committee (Rule 10) — step-by-step
Q10. What steps does the Inquiry Officer / Committee follow when conducting the
inquiry? (give the sequence exactly)
A10. The IO/committee must:

1. Start on receipt of accused’s reply or after expiry if no reply (IO proceeds ex

parte if no reply).
2. Inquire into charges and may examine oral & documentary evidence for
charge or defence. If one party produces a witness, the other may cross-
examine.
3. Hear the case day-to-day; no adjournment except for recorded reasons; any
adjournment not normally more than 7 days and must be reported to
authorised officer.
4. Record witness statements in presence of accused and departmental
representative.
5. If IO satisfied accused is hampering or attempting to hamper the inquiry, issue
a warning; if obstruction continues, record a finding of hampering and proceed in
a way that does substantial justice.
6. If accused is absent on medical grounds, he is deemed to be hampering unless
medical leave is sanctioned by the authority on recommendations of a
registered authorised medical officer.
7. Complete the inquiry within 60 days (or extended period allowed by authority
for recorded reasons).
8. Submit report to authority within 7 days of completion. The report must
contain clear findings (proved / not proved) and specific recommendations
regarding exoneration or imposition of minor/major penalties. (Note: time
schedule failure does not automatically vitiate inquiry.)

Explanation: IO has to move fast (60 days target), hold daily hearings, allow cross-
examination, and record everything in presence of accused. If accused blocks the
inquiry that is recorded and IO pushes forward to reach justice. The report must be
ready within a week after completion.
Memory tip: “IO steps: reply → daily hearing → ≤7-day adjourn → finish 60 days →
report in 7 days.”

11 — Revision power (Rule 11 / Rule 6-A)

Q11. Can the authority call for or revise a case while it is pending before an IO or
already decided by authorised officer?
A11. Yes. The authority may call for the record of any case pending before (or
disposed of by) the authorised officer and pass such orders as it deems fit (Rule 6-A /
Rule 11). But before passing an adverse order affecting an accused, the authority must
inform the accused in writing of the grounds and give an opportunity to show
cause and personal hearing if requested — unless the authority records that security
reasons prevent doing so. The power under Rule 6-A cannot be used after one year
from disposal by the authorised officer.

Explanation: Higher authority can review or call up a case, but must normally give the
accused a chance to defend again — except for security reasons; limitation: one year
after disposal.
Memory tip: “Authority can review (6-A) — but show-cause & hearing required; 1-year
limit.”

12 — Powers of IO / Committee; legal character (Rule

12)
Q12. What legal powers does the IO/committee have and how are proceedings
treated?
A12. IO/committee has powers of a civil court (Code of Civil Procedure, 1908) for:
summoning & enforcing attendance, examining on oath, requiring discovery/production
of documents, receiving evidence on affidavit, and issuing commissions to examine
witnesses or documents. Proceedings are deemed judicial under Sections 193 & 228
of the Pakistan Penal Code (false evidence/false statements are punishable).

Explanation: IO has subpoena-like powers; giving false testimony is criminal. So

evidence and witnesses matter and can have penal consequences.
Memory tip: “IO = civil court powers; proceedings carry criminal consequences for lies
(s.193/228).”

13 — Rules 7 & 9 not to apply in some cases (Rule 13)

Q13. Are there exceptions where Rule 7 or 9 does NOT apply?
A13. Yes. Rules 7 and 9 do not apply if:
a) The accused is dismissed/removed/reduced on grounds that led to a sentence
(fine or imprisonment); or
b) The authority competent to dismiss/reduce is satisfied in writing that it is not
reasonably practicable to give the accused an opportunity to show cause.
Explanation: If a case has resulted in criminal conviction or if giving chance is
impracticable (recorded reasons), the usual show-cause/inquiry rules may not apply.
Memory tip: “Conviction or impractical → Rules 7/9 may not apply.”

14 — Proceedings before/during training, scholarship

& leave (Rule 14)
Q14. What happens if a civil servant under proceedings is nominated for training,
or is on training or leave?
A14. If nominated for training but not yet joined, the nomination is withdrawn. If
already in training, the civil servant is allowed to finish training and proceedings may
be deferred till completion. No civil servant shall be denied training due to
proceedings for more than one year. If on leave when proceedings begin, the
authority cancels leave and calls the person back to join proceedings.

Explanation: Training gets priority — if already started you usually complete it; you
won’t be denied training >1 year due to proceedings. If on leave, you can be called
back.
Memory tip: “Not yet joined → withdraw; if joined → finish; leave called back.”

15 — Duties of the departmental representative (Rule

15)
Q15. What must the departmental representative do at the inquiry?
A15. The departmental representative must:

• Attend every hearing, be fully prepared with relevant record;

• Cross-examine witnesses produced by the accused, and with permission, may
cross-examine prosecution witnesses;
• Rebut the accused’s defence before the IO/committee. If the departmental rep
fails in duties, they may face departmental proceedings.

Explanation: Dept rep is the government’s lawyer-like person at inquiry — must be

present, know the case file, question witnesses and defend government’s position.
Memory tip: “Dept rep = present, cross-examine, rebut — fail → duty proceedings.”
16 — Order to be passed on receipt of IO report (Rule
16) — step-by-step
Q16. After IO/committee sends its report, what must the authority do? (exact
sequence)
A16. The authority shall:

1. Examine the IO report and case material to check if the inquiry complied with
rules.
2. If satisfied the inquiry was proper, decide whether charges are proved.
3. If not satisfied (e.g., inquiry not in accordance, merits ignored), the authority may
remand the inquiry to IO/committee with directions, or order a de novo inquiry
(fresh IO/committee). The authority may also require the IO/committee to explain
omissions; if bad faith found, it may proceed against IO/committee.
4. If charges not proved, the authority exonerates the accused in writing.
5. If charges proved, the authority issues a show-cause notice to the accused
with a copy of IO report, which shall:
o Inform the accused of charges proved and penalty(ies) proposed;
o Give the accused 10–14 days to submit written defence and indicate
whether they want personal hearing;
o Direct the departmental representative to appear with record for any
personal hearing.
6. After considering reply and personal hearing, the authority will either exonerate
or impose penalty(ies) (Rule 4), in writing.
7. Special provisos: If grave corruption is proved → dismissal (plus recovery). If
absence from duty > 1 year proved → compulsory retirement / removal /
dismissal.
8. Timing: Except when Prime Minister is authority, authority shall decide within
30 days after reply/hearing (excluding time the authority’s post was vacant).
Authority may call accused & departmental rep for personal hearing or appoint
a hearing officer (senior if possible) to hear the case.

Explanation: Authority scrutinises IO report. If the IO did not follow rules, the authority
can send the matter back or start fresh. If charges stand, the accused gets a show-
cause with the IO report and 10–14 days to respond and request personal hearing.
Authority then decides — usually within 30 days. Grave corruption & long unauthorised
absence have mandatory severe outcomes.
Memory tip: “IO report → authority checks → show-cause + 10–14 days → decide (30
days).”

17 — Procedure for civil servants on deputation or

working outside their parent dept (Rule 9 / related)
Q17. How are proceedings handled for a civil servant on deputation or serving in
a borrowing organisation?
A17. The borrowing authority may frame charges & forward them to the parent
(lending) authority or the parent authority may initiate proceedings on its own. For All
Pakistan Service members posted in provinces, Establishment Division may refer probe
to Chief Secretary; if no response within 2 months, Establishment Division may initiate
proceedings on its own. For Chief Secretaries, Establishment Division frames charges
with Prime Minister approval.

Explanation: If you’re working somewhere else, that place reports back to your parent
department to start proceedings. For high-level officers special procedures and PM
approval apply.
Memory tip: “Deputation: borrowing → inform parent; parent may act; special APS/CS
rules.”

18 — Appeal & counsel (end matters)

Q18. What are the appeal rights and can counsel represent a party in E&D
proceedings?
A18. A civil servant penalised has the right of appeal under the Civil Servants
(Appeal) Rules, 1977. If penalty imposed by President, there is no appeal but the
person may apply for review. No party (accused, department) may be represented by
an advocate/counsel at any stage before the appellate authority, authority, authorised
officer, IO, or inquiry committee.

Explanation: You can appeal under the Appeal Rules — but not if President ordered
the penalty. Also legal counsel is not allowed during internal proceedings — you
personally defend or use departmental representative.
Memory tip: “Appeal yes (1977 rules) — except President; no lawyers in internal
hearings.”

19 — Repeal & transitional saving

Q19. Do these 2020 Rules repeal previous E&D Rules? What about pending
cases?
A19. The 1973 E&D Rules (earlier version) are repealed in their application to civil
servants covered by the 2020 Rules, but the repeal does not affect actions already
taken under the old rules. Proceedings pending immediately before the start of the
new rules shall continue under the old rules.
Explanation: New rules replace old rules going forward, but ongoing cases stay under
whichever rules applied when they started.
Memory tip: “New rules in force; pending cases follow old rules.”

20 — Time limits quick reference (flashcard)

Q20. What are the key time limits you must remember?
A20. Short list:

• 14 days = maximum time to communicate charges after initiation of proceedings

(Rule 9).
• 10–14 days = time given to accused to submit written defence after charge
communication (Rule 9 and Rule 6 procedure).
• 7 days = authority must supply record to IO/committee (Rule 8).
• 60 days = IO/committee should complete inquiry (or extended period allowed).
• 7 days (after completion) = IO must send report to authority.
• 30 days = authority (except PM cases) should decide the show-cause stage after
reply/hearing.
• 120 days = initial suspension period (extendable).

Memory tip: “7-7, 10-14, 30, 60, 120 — think: 7 (record/report), 10–14 (reply), 30
(authority decision), 60 (inquiry), 120 (suspension).”

21 — Short model answers for interview (say these in

1–2 lines)
1. Purpose of the Rules? — To maintain efficiency and discipline in the civil
service by setting grounds for action, detailed inquiry procedures, penalties and
safeguards.
2. What is the accused’s core right? — To be informed of charges, given 10–14
days to reply, right to cross-examine witnesses and a copy of the IO report with a
show-cause before penalties.
3. When is suspension applied? — When there is a prima facie case, risk of
tampering, probable dismissal or when accused is committed to prison — initial
120 days.
4. What must IO report contain? — Clear findings proved/not proved and specific
recommendations on exoneration or penalties; report due within 7 days of
completion (inquiry target 60 days).
Final checklist I recommend you memorise (one-line bullets)

• IMCS = Inefficiency, Misconduct, Corruption, Subversion (grounds).

• Penalties: Minor (censure, withholding increment/promotion, stoppage at
efficiency bar, reduction of stages) vs Major (recovery, reduction to lower post,
compulsory retirement, removal, dismissal).
• Suspension 120 days, Record to IO 7 days, Accused reply 10–14 days, IO
completes in 60 days, IO report in 7 days, Authority decides show-cause
within 30 days.
• IO has civil-court powers; proceedings are judicial under PPC s.193/228; no
counsel allowed.
LEAVE RULES 1980 – Q&A FORMAT

1. Applicability of Leave Rules

Q: Are Leave Rules 1980 still applicable?

A: Yes, Leave Rules 1980 are applicable till date, with amendments and explanations
from time to time.

Explanation: Even though they were introduced in 1980, they remain the governing
rules for leave in Pakistan, updated as needed.

2. When is leave earned?

Q: When can a civil servant earn leave?

A:

• All service qualifies for earning leave, except periods already on leave.

• Foreign service counts if contribution toward leave salary is paid to the

Government.

Explanation: You earn leave while actively serving, not while on leave. Service abroad
counts if the government contribution is made.

3. Leave entitlement
Q: Can leave be claimed as a right?
A: No, leave is a concession and cannot be claimed as a matter of right.
• The authority cannot change the nature of leave applied by the officer.

Explanation: Leave is a privilege, not an automatic right, and the type of leave
requested must be respected.

4. Earning of Leave

Q: How is leave earned?

A:

• Leave is earned only on full pay.

• Four days per month if duty is at least 16 days in that month.
Explanation: Part-time or less than half-month service doesn’t earn full leave.

5. Counting of Leave

Q: How is leave credited if it spans months?

A:

• If leave starts in one month and ends in another, and duty in either month is more
than 15 days, it counts as one full month.

• No limit on accumulation of leave.

Explanation: This avoids counting leave twice and allows long-term leave
accumulation.

6. Vacation Department Leave

Q: How is leave earned in vacation departments?
A:
• One leave is earned per month.

• If vacation is not fully used, 4 days leave is earned for duty during vacation.

Explanation: Vacation departments have a different leave calculation due to seasonal

work breaks.

7. Leave Start and End

Q: When does leave start or end?
A:

• Leave starts the day after handing over charge of post.

• Ends the day before resuming duty.

Explanation: Exact timing avoids confusion about salary or service period.

8. Recall from Leave

Q1: What if recalled compulsorily from leave away from headquarters?

A1: Entitled to single return fare + daily allowance to report to duty.
Q2: What if recalled at headquarters?
A2: Only one-way fare is admissible if remaining leave is canceled.

Q3: If return from leave is optional?

A3: No concession is given.

Explanation: Recall allowances ensure fairness based on location and necessity.

9. Overstaying After Leave

Q: What happens if leave is overstayed?

A:

1. No pay for extra days.

2. Double the overstayed period debited from leave account.

3. If insufficient leave, adjusted from future earning.

Explanation: Prevents misuse of leave and ensures accountability.

10. Type of Leave Applied

Q: Can any type of leave be applied for?

A: Yes, civil servants may apply for any leave due and admissible, and it cannot be
refused because another type is available.

Explanation: Flexibility is allowed in choosing leave type, e.g., taking half-pay or

extraordinary leave instead of full pay.

11. Combination of Leave

Q: Can leave types be combined?

A:

• Any leave can be combined with joining time or other admissible leave.

• LPR cannot be combined with any other leave.

Explanation: Ensures flexibility while maintaining restrictions on retirement leave.

12. Joining Duty Before Expiry of Leave

Q: Can a civil servant return early from leave?
A: Only with permission from the authority that sanctioned the leave.

Explanation: Prevents disruption and ensures accountability.

13. Leave on Abolition of Post

Q: What happens if a post is abolished?

A: Leave due is granted automatically regardless of available credit.

Explanation: Protects officers whose jobs are terminated due to structural changes.

14. Handing Over Charge Before Leave

Q: What must a civil servant do before proceeding on leave?

A:
• Hand over the charge of post.

• Grade 16+ must sign a charge relinquishment report.

• For leave abroad on medical grounds, take a copy of medical statement.

Explanation: Ensures smooth continuation of official duties.

15. Assumption of Charge After Leave

Q: What must a civil servant do on return?

A:

• Report to the authority that sanctioned leave.

• Assume charge of the post unless directed otherwise.

• Travel expenses apply if assuming a post at a different station.

Explanation: Guarantees proper reporting and covers travel costs if reassigned.

16. Leave Lapse

Q: When does leave lapse?

A: All leave lapses if a civil servant quits service.
Explanation: Unused leave cannot be claimed after resignation or termination.
17. Types of Leave

a. Leave on Full Pay (LFP)

Q: Maximum period?
A:

• Without medical certificate: 120 days

• With medical certificate: 180 days

• Total service: 365 days

• Deducted from leave account

Explanation: Regular paid leave for officers, limited by medical certificate and service.

b. Leave on Half Pay (LHP)

Q: How does LHP work?

A:

• Used when more leave is needed than available credit.

• Debit at 1 day LFP = 2 days LHP.

• Fraction counted as a full day.

Example: Needs 50 days, 25 leaves available → can use LHP for remaining 25 days.

Explanation: Extends leave duration with proportionally less pay.

c. Extraordinary Leave (EOL)

Q: Maximum period?
A:

• 5 years if service ≥10 years.

• Up to 2 years if service <10 years (discretion of HOD).

• Can be availed multiple times after each 10-year spell.

Explanation: Leave for exceptional personal or professional reasons.
d. Recreation Leave (R&R)

Q: Maximum period?
A: 15 days per calendar year

• 10 days debited from leave account

• Not for vacation departments

Explanation: Refreshing leave for officers.

e. Leave Not Due (LND)

Q: What is LND?
A:

• Full pay leave granted in advance against future leave.

• Max 365 days in entire service; 90 days in first 5 years.

• Can convert to LHP.

• Granted when resuming duty is likely.

Explanation: Special leave advanced to employee before earning it.

f. Special Leave (for female officers)

Q: When is it granted?
A: On death of husband
• Full pay, max 130 days

• Not debited to leave account

• Starts from date of death

• Death certificate required

Explanation: Compassionate leave for female employees.

g. Maternity Leave
Q: Maximum period?
A: 90 days full pay
 • Not debited to leave account

• Max 45 days from confinement

• Can be availed 3 times in service

• Can be combined with other leave

Explanation: Supports female employees for childbirth.

h. Leave Preparatory to Retirement (LPR)

Q: Maximum period?
A: 365 days for BS-21 & 22 officers after 25 years service
• Cannot convert into LHP

Explanation: Pre-retirement leave to transition smoothly to retirement.

Q: Powers to refuse LPR?

A:

• BPS 20 and below → Appointing authority

• BPS 17–19 → Chief Executive

Q: Encashment of LPR?
A:

• Apply 15 months before superannuation

• Undertaking to perform duty

• Can claim 365 days leave pay

• Last year’s leave or medical/Hajj leave may reduce encashment

Explanation: Ensures proper procedure and financial benefit.

i. In-Service Death

Q: What happens if an officer dies in service?

A: Lump-sum payment equal to leave pay up to 180 days from leave at credit.

Explanation: Protects family financially.

j. Quarantine Leave

Q: How does it work?

A:

• Outside leave account

• Granted on medical recommendation

• Treated as duty with full pay and allowances

Explanation: Special leave during infectious disease emergencies.

k. Casual Leave (CL)

Q: Maximum period?
A: 20 days per year, max 15 days at one time

• If spanning years, counted in next year’s CL account

Explanation: Short-term leave for personal reasons.

l. Study Leave

Q: How long?
A: 2 years if officer has 5 years service; can combine with EOL to extend.

Explanation: Helps employees pursue technical or professional courses.

m. Ex-Pakistan Leave

Q: What is it?
A: Leave to go abroad, can be LFP, LHP, or without pay.

Explanation: Travel leave for foreign duty or personal reasons.

n. Disability Leave

Q: Maximum period?
A: Up to 720 days, outside leave account

• Full pay for first 180 days, half pay thereafter

• For injury or disease due to official duty
Explanation: Protects employees disabled due to work-related reasons.
Civil Servants Act, 1973 – Simple Summary (Sections 1–26)

1. Short title, application, and commencement

1. Called the Civil Servants Act, 1973.

2. Applies to all civil servants wherever they may be.

3. Came into effect immediately.

Simple: This is the main law for civil servants in Pakistan.

2. Definitions

• Ad hoc appointment: Temporary appointment until regular recruitment.

• Civil servant: Full-time government official; excludes contractors, deputed staff,

and workers under labor laws.

• Initial appointment: First-time appointment, not by promotion/transfer.

• Pay: Total monthly salary + approved allowances.

• Permanent post: Long-term post with no time limit.

• Temporary post: Post with a limited duration.

• Prescribed/rules: Official rules under this Act.

• Selection authority: Authority that decides appointments/promotions (e.g.,

FPSC).
2B. Regular appointment:

• Any appointment is regular if done according to official rules.

3. Terms and conditions

1. Terms and conditions are set by the Act and rules.

2. Cannot be changed to a civil servant’s disadvantage.

4. Tenure
• Civil servants serve at the pleasure of the President.
5. Appointments

• Appointments to All-Pakistan Services, federal services, or posts connected

with defense are made according to rules by the President or an authorized
person.

6. Probation

1. New appointments (except ad hoc) are on probation.

2. Promotions/transfers can also be on probation.

3. Must pass any required exam, course, or training during probation:

o Fail during initial appointment → discharged.

o Fail after promotion/transfer → reverted or discharged if no previous post

exists.

4. Initial appointments require verification of character and background.

7. Confirmation

1. Probation completed → eligible for confirmation.

2. Promotions on a regular basis → confirmed after satisfactory service.

3. Temporary posts → cannot be confirmed.

4. Retirement before confirmation → does not stop confirmation or benefits.

5. Confirmation effective from permanent vacancy date or continuous service

date, whichever is later.

8. Seniority

1. Seniority list prepared for administration; does not give a guaranteed rank.

2. Seniority among civil servants of same service/cadre is as prescribed.

3. Initial appointment seniority determined by rules.

4. Promotion seniority starts from date of regular appointment.
 5. Civil servants promoted together retain relative seniority.

9. Promotion

1. Eligible if minimum qualifications are met and post is reserved for promotion.
o High-level posts (BPS-20 & 21) → promoted only as prescribed in public
interest.

2. Posts can be:

o Selection post: promotion on merit.

o Non-selection post: promotion on seniority + fitness.

3. BPS-20 & 21 promotions → by Selection Board headed by FPSC Chairman.

10. Posting and transfer

1. Civil servants can serve anywhere in Pakistan or abroad, in equivalent/higher

posts under Federal, Provincial, local, or government corporations.

2. Exceptions: recruitment specifically for a particular area.

3. Pay cannot be less favorable if transferred outside service/cadre.

11. Termination of service

1. Service may end without notice:

o During probation,

o End of initial/extended employment,

o Ad hoc post replaced by someone else.

2. Abolition of post → terminate the most junior civil servant.

3. Temporary/adhoc employees → 14 days’ notice or pay in lieu.

11A. Absorption of surplus civil servants

• If a civil servant becomes surplus due to reorganization, they can be:

o Appointed to an equivalent post (if qualified), or
 o Offered a lower post (with pay protection).

12. Reversion

1. Civil servants on ad hoc, temporary, or officiating posts can be reverted to

lower post.

2. Cannot be dismissed/reduced by subordinate authority.

3. Must be given a reasonable opportunity to explain before action.

4. Exceptions:

o Criminal conviction, or
o Security of Pakistan requires immediate action.

12A. Certain persons liable to removal

• Civil servants appointed/promoted between 1 Jan 1972 – 5 Jul 1977 can be:

o Removed or reverted without notice in public interest, or

o Seniority adjusted if minimum service requirement was not met.

13. Retirement

1. Civil servant retires:

o After 20 years of qualifying service (if President directs), or

o At 60 years of age (if no direction given).

2. Must be informed and given chance to show cause before early retirement.

14. Employment after retirement

1. Re-employment under Federal Govt → only in public interest and with

approval.

2. Seeking private employment during pre-retirement leave or within 2 years of

retirement → needs prior approval.
15. Conduct

• Civil servant’s behavior regulated by rules or instructions issued by Govt or

authorized authority.

16. Efficiency and discipline

• Civil servants can face disciplinary action as per prescribed procedures.

17. Pay

1. Entitled to pay of post/grade according to rules.

2. Current/additional charge → pay fixed as prescribed.

3. If dismissal/reduction order is set aside → entitled to arrears of pay.

18. Leave

• Allowed leave according to rules.

• Grant of leave depends on service requirements and discretion of competent
authority.

19. Pension and gratuity

1. Retired civil servants → entitled to pension/gratuity.

2. Family of deceased civil servant → entitled to pension/gratuity.

3. No pension if dismissed for discipline, but may get compassionate allowance

(up to 2/3 of pension).

4. Delayed pension → provisional payment made, adjusted later.

20. Provident Fund

1. Accounts officer provides annual statement of contributions, interest, and

withdrawals.
2. Missed contributions → credited based on evidence.
21. Benevolent Fund and Group Insurance

• Civil servants and families → entitled to benefits under Benevolent Fund &
Group Insurance Act, 1969.

22. Right of appeal or representation

1. Civil servant may appeal or seek review within 30 days if rules provide.
2. If no appeal exists → may represent to next higher authority.

3. Cannot appeal against fitness for a post or promotion decisions.

23. Saving

• President can deal with a civil servant’s case in a just and fair way.

• But it cannot be less favorable than the Act/rules.

23A. Indemnity

• No legal action against civil servants for acts done in good faith under this Act
or rules.

23B. Jurisdiction barred

• Except as per this Act or Service Tribunals Act, court cannot question
decisions/orders under this Act.

24. Removal of difficulties

• If difficulty arises in applying the Act → President can issue orders to remove
difficulty.

• Must be done within 1 year of Act coming into force.

25. Rules
1. President or authorized person can make rules to carry out this Act.
 2. Existing rules/orders remain valid if they are not inconsistent with this Act.

26. Repeal

• Civil Servants Ordinance, 1973 is repealed.

• Simple: Old rules canceled; this Act is now in effect.
Civil Servants Act, 1973 – Memory Aid

1. Short title: Called Civil Servants Act, 1973; applies to all civil servants; effective
immediately.
2. Definitions: Civil servant, initial/temporary/permanent posts, ad hoc, pay, selection
authority, prescribed rules.
2B. Regular appointment: Appointment is regular if made as per rules.
3. Terms & conditions: Cannot be changed to disadvantage.
4. Tenure: Serve at President’s pleasure.
5. Appointments: Made in prescribed manner by President/authorized person.
6. Probation: Initial/promotion appointments on probation; must pass exams/training;
background verified.
7. Confirmation: After probation or promotion; no confirmation for temporary posts;
retirement before confirmation doesn’t deny benefits; effective from vacancy or
continuous service.
8. Seniority: List prepared; not a guaranteed rank; promotion seniority from regular
appointment date; inter se seniority retained.
9. Promotion: Eligible if qualified; selection posts → merit, non-selection → seniority-
cum-fitness; BPS 20–21 → Selection Board.
10. Posting & transfer: Serve anywhere in Pakistan/outside; pay protected; exceptions
for area-specific recruitment.
11. Termination: Can end without notice during probation, employment expiry, or ad
hoc replacement; juniors terminated first if posts abolished; temporary posts → 14 days’
notice.
11A. Absorption of surplus: Surplus civil servants can get equivalent post or lower
post with pay protection.
12. Reversion: Ad hoc/temp/officiating can revert; cannot be dismissed by lower
authority; must be given opportunity; exceptions: criminal/ security grounds.
12A. Special removal: Civil servants 1972–1977 can be removed/reverted in public
interest or seniority adjusted.
13. Retirement: After 20 years qualifying service (if President directs) or age 60; must
be given chance to show cause.
14. Employment after retirement: Re-employment only in public interest with
approval; private employment within 2 years → prior approval needed.
15. Conduct: Regulated by rules/instructions.
16. Efficiency & discipline: Liable to disciplinary action as prescribed.
17. Pay: Entitled to post/grade pay; arrears if dismissal order later set aside.
18. Leave: Allowed as per rules; depends on service needs.
19. Pension & gratuity: Eligible on retirement; family gets benefits on death; no
pension if dismissed; provisional pension if delayed.
20. Provident Fund: Annual statement of contributions/interest; missed credits
corrected.
21. Benevolent Fund & Insurance: Civil servants/families entitled to benefits.
22. Right of appeal: Appeal within 30 days if rules allow; otherwise, represent to next
higher authority; cannot appeal fitness/promotion decisions.
23. Saving: President can act justly; cannot be less favorable than Act/rules.
23A. Indemnity: No legal action for acts done in good faith under Act/rules.
23B. Jurisdiction barred: Courts cannot question orders/decisions, except as per
Act/Service Tribunals Act.
24. Removal of difficulties: President can fix problems within 1 year of Act.
25. Rules: President/authorized person can make rules; existing compatible rules
remain valid.
26. Repeal: Old Civil Servants Ordinance, 1973 canceled.
Act vs Statute

Act

• An Act is a law that has been passed by the legislature

(Parliament/Assembly).

• It usually has the title “Act” in its name.

• Example: The Civil Servants Act, 1973 or The Allama Iqbal Open University Act,
1974.

• It lays down the broad framework / main law.

Statutes

• Statutes are rules, regulations, or detailed provisions made under the

authority of an Act.

• They explain, elaborate, or operationalize how the Act will work in practice.

• They are subordinate to the Act (cannot go against it).

• Example: Under the Allama Iqbal Open University Act, 1974, the statutes define:

o Powers of Vice Chancellor,

o Functions of Academic Council,

o Appointment rules for staff, etc.
Q1 — What are the Revised Leave Rules, 1980?

Short answer: They are the rules that tell how government servants earn, take,
convert, combine, and get paid for leave. They also describe special leave types and
procedures.
Explanation (simple):

1. Issued under the Civil Servants Act, 1973.

2. Apply to most civil servants (those covered since 1-Jul-1978 unless they opted
out).

3. Contain types of leave, limits, application procedure, pay during leave,

encashment, special cases (maternity, disability, quarantine), and maintenance of
leave accounts.
Memory tip: “Rules = Who, How, How much, How paid.” (Who is covered; How
to apply; How much leave; How leave pay works.)

Q2 — How is ordinary leave (earned leave) earned and calculated?

Short answer: 4 days of leave for every calendar month of full duty. Months with ≤15
days duty are ignored; >15 days count as a full month. No upper limit on accumulation.
Explanation:

1. Rate: 4 days per calendar month of duty.

2. If in a calendar month you worked ≤15 days — that month gives no credit; if >15
days — it counts as a full month.

3. If you go on leave during a month and return in another month, special rule limits
double credit (see rule text).

4. No maximum limit — you can carry forward earned leave.

Memory tip: Think “4 per month, 15 day test”: 4 days × months with >15 days
duty.

Q3 — What is the maximum single spell of leave on full pay?

Short answer: Without medical certificate: 120 days. With medical certificate: 180
days. For Leave Preparatory to Retirement (LPR) special rules allow up to 365 days.
Explanation:
1. 120 days max on full pay normally.
 2. 180 days if supported by medical certificate.

3. LPR (leave before retirement) can be up to 365 days (special provision).

Memory tip: “120 → normal, 180 → sick, 365 → retirement.” (Think months: 4,
6, 12)

Q4 — How does leave on half pay work?

Short answer: You may convert leave on full pay into half-pay leave at the option of the
civil servant. Conversion rate: 1 day full-pay = 2 days half-pay. No limit so long as you
have balance.
Explanation:

1. Conversion must be requested in the leave application.

2. Fractions of half count as one full-pay day when converting.

3. No separate overall limit on half-pay leave — only what your account allows after
conversion.
Memory tip: “1 becomes 2” — remember conversion ratio 1:2 (full → half).

Q5 — What is Leave Not Due (LND)? When and how much?

Short answer: Leave not due is leave granted in advance (to be adjusted against future
earning). Maximum 365 days in whole service; in the first 5 years of service it must not
exceed 90 days. Grant is sparing and only if likely to return to duty.
Explanation:
1. LND is paid leave given even if you don’t have balance yet — it becomes debit to
future leave.

2. Max 365 days over whole career; during first 5 years, max 90 days.
3. Can be converted to half pay. Only granted if there are reasonable chances you’ll
return.
Memory tip: “Advance leave = 365 total, 90 early years.”

Q6 — What is Extraordinary Leave (EOL) and its limits?

Short answer: EOL = leave without pay. Normally allowed up to 5 years at a time if you
have at least 10 years continuous service. If less than 10 years, EOL may be up to 2
years at head of office discretion.
Explanation:

1. EOL gives no pay or allowances; increments may not accrue (FR rules apply).

2. EOL period doesn’t count towards pension (CSR 361) and is different from other
leave types.

3. EOL can be granted retrospectively to regularize absence without leave in some

cases.
Memory tip: “EOL = no pay; 10 years → 5 years; less → 2 years.”

Q7 — What is Leave Preparatory to Retirement (LPR) and encashment rules?

Short answer: LPR lets a retiring civil servant take up to 365 days before retirement
(subject to leave availability). Encashment of LPR (convert to cash) is allowed under
conditions — major rules specify option time limits and reductions if leave is taken
during the last months.
Explanation:

1. LPR max = 365 days. It can be on full pay, half pay, or partly both at civil
servant’s option.

2. Encashment: a civil servant may, 15 months before retirement, opt to encash

LPR instead of taking it (perform duty in lieu). There are conditions and
reductions if leave is taken in the last 12–15 months.

3. Encashment rules changed over years; after certain dates (e.g., July 2012) the
365-day encashment rule was applied accordingly (see file).
Memory tip: “LPR = 365; decide 15 months before.” (Think one year + 3 months
decision window.)

Q8 — Can a civil servant withdraw an option for voluntary retirement / LPR

encashment once applied?

Short answer: Yes, withdrawal is possible under conditions — if withdrawal happens

during LPR/encashment period, you must return any leave pay already taken as cash;
later options can be treated afresh.
Explanation:

1. The Establishment Division guidance allows withdrawal before retirement

matures.
 2. If you received cash already for encashment, you must return that amount if you
withdraw.

3. If later you retire, you may again be allowed encashment subject to rules.
Memory tip: “Withdraw? Pay back cash; re-apply later.”

Q9 — What is maternity leave under these rules?

Short answer: Female civil servants can get 90 days maternity leave in total (or 45
days from date of confinement), outside the leave account. Usually limited to 3 times in
service (exceptions for vacation departments).
Explanation:

1. 90 days total or 45 days from confinement — whichever earlier.

2. Not debited to normal leave account (outside account).

3. Normally limited to 3 confinements across service; beyond 3rd, regular leave

must be used.

4. Leave pay during maternity is governed by the standard leave pay formula;
increments during leave do not change leave pay until after leave ends.
Memory tip: “90/45, 3 times” (90 days total; 45 from confinement; max 3 times).

Q10 — What is disability leave (for duty-related injury/illness)?

Short answer: Disability leave (outside leave account) can be granted up to 720 days
on medical advice for injury/disease due to duty. Pay: full pay for first 180 days, then
half pay for the rest.
Explanation:

1. Only for injury/illness caught in course of duty (not for ordinary sickness).
2. Max 720 days per occasion.

3. First 180 days full salary; remaining up to 540 days at half pay.
Memory tip: “720 total — 180 full, rest half.” (Think 4×180 = 720.)

Q11 — What is leave ex-Pakistan and any limits?

Short answer: Leave spent abroad can be granted on full pay (if requested). Leave pay
abroad is capped (historically at Rs.3,000/month in rules) and leave abroad is limited to
120 days at a time. Other rules (limits of full/half pay) still apply.
Explanation:

1. You must specifically request leave ex-Pakistan or be abroad on duty and ask for
it to count as leave ex-Pakistan.

2. Leave pay abroad may have a maximum monthly monetary cap or be paid in
Sterling for some regions (historical detail in the text).

3. Max 120 days at a time typically; rules mirror the limits of regular leave types.
Memory tip: “Ask for it, 120 days at a time.”

Q12 — What is recreation leave and how is it debited?

Short answer: Recreation leave is 15 days once a year, but debit to leave account
may be 10 days (special debit rule). Not admissible in vacation departments.
Explanation:

1. You may be given 15 days recreational leave once per calendar year.

2. The leave account may only debit 10 days (special concession).

3. Not for employees in vacation departments (they have other rules).

Memory tip: “15 given, 10 debited — favourable.”

Q13 — What about casual leave (CL)? How much and at a time?

Short answer: Up to 20 days per calendar year (some rules differ by grade); maximum
at a time often 15 days for members of staff and 15–20 depending on grade; heads can
allow more in special cases.
Explanation:

1. Standard ceiling: 20 days per year.

2. Max at one time historically adjusted; typical max is 15 days at a time for staff
and officers (some relaxation possible).

3. CL can be combined with holidays in specific ways (prefix/suffix/sandwich rules).

Memory tip: “20 a year; 15 at a time.”

Q14 — How is leave pay calculated (pay while on full pay leave)?
Short answer: Leave pay = the greater of:
(a) average monthly pay during the 12 complete months before the month leave
begins, OR
(b) the pay drawn on the day before leave begins.
Explanation:

1. Compare (a) the 12-month average and (b) current pay — choose the larger
amount.

2. For half-pay leave, the same amounts apply but halved.

3. If pay revision or increment happens during leave, revised pay may apply based
on rules.
Memory tip: “Pick the better of last 12 months average or current pay.”

Q15 — How to apply for leave? Who sanctions it? (Procedure)

Short answer: Apply to the head of your office (state extent of leave due). Head of
office or an authorized officer can sanction; head of office’s leave is applied to next-
above authority. Medical certificates must be by authorized medical attendants; fitness
certificate may be required on return.
Explanation (steps):

1. Fill the leave application form (Form III in rules) — include type, period, dates,
and rule under which leave is admissible.

2. Submit to head of office; for head of office the application goes to next-above
authority.

3. Sanctioning authority must state the leave is admissible. Audit report not required
before sanction.
4. For medical leave, submit the medical certificate in the prescribed form; on
returning, you may need a fitness certificate.
Memory tip: “Form → Head → Sanction → Return fitness.” (Four steps.)

Q16 — What happens if you are recalled from leave? Are you paid travel?
Short answer: If recalled compulsorily away from headquarters, you may get single
return fare + daily allowance from leave location to the place where you must report. If
recalled to headquarters and leave is cancelled, only one-way fare is payable. Optional
return gives no concession.
Explanation:
 1. Compulsory recall = single return fare + DA.

2. If leave cancelled at HQ = one-way fare.

3. If recall is optional (you choose), no concession.

Memory tip: “Compulsory = return fare + DA; optional = nothing.”

Q17 — What if a person overstays after sanctioned leave?

Short answer: If leave is not extended and you stay beyond expiry, you get no pay for
that extra period; and double the period of overstay is debited to your leave account
(disciplinary action may follow). If insufficient balance, debit adjusted against future
earnings.
Explanation:

1. No remuneration for overstay.

2. Debit = double the overstay days from leave account.

3. If insufficient balance, adjust from future earnings. Possible disciplinary

consequences.
Memory tip: “Overstay → double penalty (days).”

Q18 — What are rules about handing over charge when going on leave?

Short answer: Before leaving, a civil servant must hand over charge of the post.
Officers of Grade-16 and above must sign a charge-relinquishment report. On return,
report to sanctioning authority and assume charge as directed.
Explanation:

1. Hand over charge properly; for Grade-16+ sign formal report.

2. If you return and are directed to another post, travel expenses as on transfer may
be payable.

3. If leave ex-Pakistan on medical grounds, take medical statement copy abroad.

Memory tip: “Hand over properly — Grade-16 sign.”

Q19 — How is the leave account maintained and what happens on quitting
service?
Short answer: Leave account is part of your service book; accounts office maintains it.
When you quit service, all leaves at credit lapse (are lost) unless special rules apply
(encashment, LPR, etc.).
Explanation:

1. Account offices maintain the leave account.

2. Carry-forward rules apply for leaves existing on 1-Jul-1978 (historic conversion).

3. If you quit service normally, balance typically lapses unless you have entitlement
to encashment or special provisions apply.
Memory tip: “Service book keeps leave; quitting usually loses it.”

Q20 — Can different types of leave be combined? Any exceptions?

Short answer: Yes, most leave types may be combined (e.g., full pay + half pay + EOL)
and joined with joining time. Exception: LPR (leave preparatory to retirement) cannot
be combined with any other leave.
Explanation:

1. Rule allows mixture of leave types at your option (subject to admissibility).

2. But LPR cannot be combined with any other kind of leave.

3. Always specify conversions (full→half) in your application.

Memory tip: “Most combine; LPR stands alone.”

Q21 — What happens on in-service death or permanent incapacity?

Short answer: If a civil servant dies or is declared permanently incapacitated while in

service, family (or civil servant) gets a lump-sum equal to leave pay up to 365 days
(only senior post allowance included among allowances).
Explanation:

1. Lump sum = leave pay for up to 365 days (recent rule versions).

2. For computing leave pay for this purpose, only Senior Post Allowance is included
among extras.
Memory tip: “Death/incapacity → up to 365 days paid to family.”

Q22 — Short list: Top 8 facts you must memorize for interview (quick flashcard
list)
1. Earned leave rate: 4 days / month (ignore months with ≤15 days duty).
 2. Max single full-pay leave: 120 days (180 on medical).

3. LPR = 365 days (special rules & encashment).

4. Half-pay conversion: 1 full = 2 half.

5. Leave not due max: 365 days overall; 90 in first 5 years.

6. EOL (no pay) up to 5 years (if 10+ years service) or 2 years otherwise.

7. Maternity: 90 days, normally 3 times.

8. Overstay penalty: no pay + double debit of days.

Memory tip: Learn these 8 as your core bullet points; expand each while
answering.

A few quick interviewer-style practice prompts (short)

1. Q: How do you compute leave earned in a month with 12 days duty?

A: You get 0 for that month (≤15 days ignored).

2. Q: Can maternity leave be combined with EOL?

A: Yes, maternity leave may be granted in continuation or combination with other
leave as admissible.
3. Q: Who sanctions leave for the head of office?
A: The next-above administrative authority.
1. A civil servant earns leave at the rate of:
A. 2 days per month
B. 4 days per month
C. 6 days per month
D. 1 day per month
Explanation: Earned leave = 4 days for each calendar month of duty.

2. A calendar month with 12 days duty counts as:

A. Full month
B. Half month
C. Ignored (no credit)
D. Double credit
Explanation: Months with ≤15 days duty are ignored for earning leave.

3. Maximum single spell of leave on full pay without medical certificate is:
A. 90 days
B. 120 days
C. 180 days
D. 365 days
Explanation: Normally max full-pay leave at one time is 120 days without
medical cert.

4. With a valid medical certificate, max full-pay leave at one time is:
A. 120 days
B. 180 days
C. 240 days
D. 365 days
Explanation: Medical certificate extends single spell to 180 days on full pay.

5. Maximum Leave Preparatory to Retirement (LPR) is:

A. 180 days
B. 365 days
C. 240 days
D. 720 days
Explanation: LPR maximum = 365 days.

6. Encashment option for LPR must be given how long before retirement?
A. 6 months
B. 1 month
C. 15 months
 D. 24 months
Explanation: Option to encash LPR should be exercised 15 months before
retirement.

7. Leave not due (LND) maximum in whole service is:

A. 90 days
B. 180 days
C. 365 days
D. 720 days
Explanation: LND may be granted up to 365 days for whole service.

8. During the first five years of service, LND cannot exceed:

A. 180 days
B. 90 days
C. 120 days
D. 365 days
Explanation: In the first 5 years, LND limit is 90 days.

9. Conversion rate from full-pay leave to half-pay leave is:

A. 1 day full = 1 day half
B. 1 day full = 2 days half
C. 2 days full = 1 day half
D. 1 day full = 3 days half
Explanation: Conversion debit: one full-pay day equals two half-pay days.
10. Extraordinary leave (EOL) without pay may be granted up to how long if civil
servant has 10+ years service?
A. 2 years
B. 5 years
C. 1 year
D. 720 days
Explanation: EOL may be up to 5 years if the person has completed 10 years
continuous service.

11. If a civil servant has <10 years service, max EOL discretionary period is:
A. 5 years
B. 2 years
C. 1 year
D. 365 days
Explanation: If under 10 years, head may grant up to 2 years EOL at discretion.
12. Disability leave (duty injury) maximum per occasion is:
A. 180 days
B. 365 days
C. 720 days
D. 90 days
Explanation: Disability leave may be granted up to 720 days on medical advice
for duty-related disability.

13. In disability leave, pay for first 180 days is:

A. Half pay
B. No pay
C. Full pay
D. Quarter pay
Explanation: First 180 days of disability leave are on full pay, remaining on half
pay.

14. Recreation leave per calendar year is:

A. 15 days (10 debited)
B. 10 days (15 debited)
C. 20 days (15 debited)
D. 5 days (5 debited)
Explanation: Recreation leave = 15 days given, but only 10 days are debited
from leave account.

15. Maternity leave entitlement in total is:

A. 45 days only
B. 90 days (or 45 from confinement)
C. 120 days
D. 180 days
Explanation: Maternity leave = 90 days total or 45 days from date of
confinement, whichever earlier.

16. Maternity leave can be granted more than 3 times if the female civil servant is in:
A. Any department
B. A vacation department
C. Only BPS-21+
D. No, never
Explanation: Vacation departments have no three-time restriction for maternity
leave.
17. Leave ex-Pakistan is payable abroad for a maximum of:
A. 60 days at a time
 B. 120 days at a time
C. 365 days at a time
D. No limit
Explanation: Leave ex-Pakistan payable abroad is limited to a maximum of 120
days at a time.

18. Leave pay abroad is restricted to a maximum monthly amount of:

A. 5,000 rupees
B. 3,000 rupees
C. No cap
D. 1,500 rupees
Explanation: Leave pay drawn abroad is limited to a maximum of Rs. 3,000 per
month (as per rule).
19. Casual leave (standard annual ceiling) is:
A. 10 days
B. 20 days
C. 30 days
D. 15 days
Explanation: Casual leave ceiling for a year is typically 20 days (rules cover
grant and spreading).

20. If you overstay beyond sanctioned leave expiry, the leave account is debited by:
A. The actual extra days only
B. Half the extra days
C. Double the extra days
D. No debit, but fine only
Explanation: Overstay penalty includes no pay and double the actual overstay
days are debited.
21. Who sanctions leave for the head of office?
A. The head himself
B. Next-above authority
C. Any junior officer
D. Audit officer
Explanation: Leave for head of office is sanctioned by the next-above authority.

22. Leave pay while on leave is calculated as the larger of:

A. Last month’s pay or basic pay
B. Average of last 6 months or current pay
C. Average of last 12 months OR pay drawn day before leave (whichever
greater)
 D. Minimum pay only
Explanation: Leave pay = greater of 12-month average pay or the pay drawn
just before leave.

23. LPR encashment is reduced if leave is taken during the last:

A. 6 months only
B. 12 or 15 months depending on balance
C. 24 months only
D. Never reduced
Explanation: If leave is taken in last 15 or 12 months (depending on balance),
cash compensation is reduced accordingly.

24. LPR once taken and then withdrawn requires:

A. No action
B. Return of any leave pay already taken as cash
C. Extra leave granted later automatically
D. Immediate retirement
Explanation: If a person withdraws their LPR/encashment option after receiving
cash, they must return the cash amount.

25. Can most types of leave be combined?

A. No, never
B. Only full-pay with half-pay
C. Yes, most can be combined; but LPR cannot be combined
D. Only with permission of Finance Division
Explanation: Most leave types can be joined, but LPR cannot be combined with
other leave.

26. Existing leave on 1-7-1978 was recast; 1 month leave on average pay equals:
A. 15 days
B. 30 days
C. 10 days
D. 45 days
Explanation: Carry-forward conversion: 1 month (leave on average pay) = 30
days.

27. Leave must be applied for and sanctioned in terms of:

A. Weeks
B. Months
C. Days
D. Hours
Explanation: Leave applications are strictly in terms of days.
28. The period of extraordinary leave is counted toward pension under CSR 361:
A. Yes, fully counted
B. No, it is not counted
C. Counted half only
D. Only for part-time staff
Explanation: EOL period is not counted towards pension entitlement.

29. If transferred between departments after transfer orders, who can sanction
leave?
A. Old department only
B. Authority under whose control the officer will go (new authority)
C. Any authority in old department
D. Audit officer
Explanation: Once transfer orders issued, leave can only be allowed by the
authority to which the officer is transferred.

30. Disability leave pay after the first 180 days is:
A. No pay
B. Half pay
C. Full pay forever
D. Quarter pay
Explanation: After the first 180 days of disability leave, remaining period is on
half pay.