IPR Leave rules at glance
1. Leaves cannot be claimed as a matter of right.
2. The Leave sanctioning authority may refuse or revoke leave of any kind, but cannot alter the
kind of leave due and applied for.
3. No leave of any kind can be granted for a continuous period exceeding five years except with
the sanction of the Director. Without a valid reason, an employee who remains absent for
continuous period exceeding five years other that foreign service, with or without leave,
should be deemed to have resigned from the service of the Institute.
4. An official on leave should not take up any service or employment elsewhere without
obtaining prior sanction of the Competent Authority.
5. Grant of Leave on Medical Grounds:
a) An Employee who is a CHSS beneficiary and residing within the limits of Institute at
the time of illness should produce medical certificate/ fitness certificate from our
panel doctor.
b) In respect of employee who has opted out of CHSS facilities and availing the medical
facilities provided by his/ her spouse’s employer, the medical practitioners approved
by that employer is allowed.
c) Where CHSS beneficiary proceeds outside Headquarter on duty, leave, etc., he should
produce the certificate from CGHS hospital/ AMA of Central Government/State
Government (not below the rank of an assistant surgeon grade I (Medical Graduate),
or other medical officer appointed by the Government to attend its officers in the
station).
d) Where an employee (Non-Gazetted) finds it difficult to obtain Medical
certificate/fitness certificate from CGHS/AMA within a radius of 8 km from his
residence or place of temporary stay outside his headquarters , the leave sanctioning
authority may consider grant of leave on the basis of the certificate of an RMP after
taking into account the circumstances of the case.
e) Second Medical Opinion:- The sanctioning authority has discretion to obtain second
medical opinion by addressing the Civil Surgeon/ Authorised AMO under intimation to
the official concerned.
f) Fitness Certificate: -The employee who has been granted leave on Medical Certificate
will be allowed to join duty only on production of fitness certificate in the prescribed
form/format. He will be allowed to join only from the date of fitness as certified or
thereafter, but not before. If he joins after the date of fitness, the intervening period
will be treated as leave without Medical Certificate.
g) Prefixing/ Suffixing holidays:- Holidays falling on the date of Medical Certificate (MC)
or on the following days will be treated as part of leave. But holidays preceding the
date of MC can be prefixed. In case of fitness certificate, holidays preceding the date
of fitness certificate will be treated as part of leave while those falling on the date of
fitness certificate and thereafter can be suffixed. (For example, if the MC is issued on
11th for leave from 11th to 20th with holidays on 9,10,21,22, all the four holidays can
be availed, provided the fitness certificate is issued on 21 st. If the MC is issued on 10 th
for leave from 11th, holiday on the 10th will form part of the leave. Similarly, if the
fitness certificate is issued on 23rd, Holidays on 21st and 22nd will be part of leave.
6. Overstayal of leave: Any absence after the expiry of leave will be treated as overstayal of
leave unless it is regularized by grant of leave due. Period of such overstayal will be debited to
HPL at credit and any period in excess of HPL at credit will be treated as Extra Ordinary Leave.
No leave salary is admissible for the period of overstayal.
7. Wilful absence: Will absence from duty after leave may lead to disciplinary action and the
period treated as dies non affecting leave, increment, and pension.
8. Earned Leave (EL):
a) Permanent employee is entitled to 15 days of earned leave for each half –year i.e.
January to June and July to December. This is credited in advance on 1 st January and
1st July each year. In case of fresh appointment, it is credited at the rate of 2.5 days
per completed month and in case of retirement/resignation it is reduced at the rate
of 2.5 days per completed month
b) The balance of EL at credit at the end of half year is carried to the next half year.
While EL can be accumulated up to a maximum spell of 300 days, it can be availed up
to 180 days at a time in one spell.
9. Half Pay Leave (HPL):
a) Permanent employee is entitled to 10 days of HPL for each half –year i.e. January to
June and July to December. This is credited in advance on 1 st January and 1st July each
year. In case of fresh appointment, it is credited at the rate of 5/3 days per
completed month and in case of retirement/resignation it is reduced at the rate of
5/3 days per completed month
The balance of HPL at credit at the end of half year is carried to the next half year.
10. Commuted Leave:-
a) Commuted leave is only in lieu of HPL. Twice the number of commuted leave availed
is debited to HPL account. It is granted either on medical certificate or for an
approved course of study certified to be in the public interest (90 days in entire
service) or in continuation of Maternity leave (60 days).
b) It can be taken even when earned leave is available.
11. Casual Leave (CL):-
a) Maximum of 08 days of casual leave is granted during a calendar year.
b) Not more that 05 days of CL can applied in a single spell.
c) Holidays, Saturday & Sunday /weekly offs can be prefixed/ suffixed to casual leave.
d) CL can be taken for half day also.
e) LTC can be availed during CL
f) Combination of CL with EL is not permitted.
12. Restricted Holiday (RH):
a) Maximum of 02 days of RH is sanctioned during a calendar year as per list of
restricted holidays notified for the Institute.
b) RH can only be prefixed/ suffixed with any leave.
c) RH can be taken between two CL.
13. Extra Ordinary Leave (EOL):-
a) EOL can be availed when no other leave is admissible ;
b) When other leave is admissible, but the employee applies in writing for EOL.
c) There is no maximum limit for availing EOL except the overall limit of 5 years for all
kinds of leave together.
d) EOL with medical certificate or for prosecuting higher studies will count for
increment/pension.
e) EOL without medical certificate will not count for pension/increment/ net qualifying
service.
14. Leave Not Due (LND):-
a) When HPL is not at credit Leave Not Due is allowed and debited to HPL account for
adjustment against future earnings of HPL.
b) LND is granted only on medical certificate. For female employees, LND is allowed
without MC ( i) in continuation of Maternity leave and child adoption leave, subject to
certain restrictions.
c) Maximum 360 days LND in entire service is permitted subject to the condition that
the employee is likely to return to duty and up to the limit of HPL he is likely to earn
thereafter.
15. Maternity Leave:-
Granted to a female employee during-
(i) Pregnancy: 180 days from 01.09.2008. Admissible to employees with less
than two surviving children.
(ii) Miscarriage/ Abortion (induced or otherwise): Total of 45 days in entire
service. Admissible irrespective of number of surviving children. Application
should be supported by a certificate from AMA/Panel Doctor.
16. Child Care Leave (CCL):-
a) Female employees having minor children may be granted CCL by an authority
competent to grant leave for a maximum period of 730 days in entire service for
taking care of up to two children, whether for rearing or to look after any of their
needs like examination, sickness etc.
b) CCL shall not be admissible if the child is 18 years of age or older. In case of disabled
child, the maximum age is 22 years.
c) There is no requirement of minimum period for grant of CCL.
d) CCL may be not be granted in more than three spells in a calendar year.
17. Child adoption leave for female employee:-
Granted to female employee, with fewer that two surviving children, on valid adoption
(Guardians and Wards Act, 1890) of a child below the age of one year, for a period of 180
days immediately after the date of valid adoption.
18. Paternity Leave-
a) A male employee with less than two surviving children is entitled to Paternity leave
for 15 days during the confinement of his wife.
b) It can be availed fifteen days before delivery or up to six months from the date of
delivery.
c) May be granted on Valid adoption of a child below the age of one year
19. Study Leave:-
a) An employee who has completed probation, has put in at least five year’s service and
who is not due for retirement on superannuation within three years after return from
study leave may be granted this leave to undergo, in or out of India, a special course
of study consisting of higher studies or specialized training in a professional or a
technical subject having a direct and close connection with the sphere of his duty and
which is in the public interest.
b) Maximum 24 month leave may be granted.
c) Requisite Bonds in the prescribed forms are required to be executed by the employee.
(For more information please refer CCS (Leave) Rules/ IPR bye –laws or contact Establishment Section).