Railway Leave Rules: Types of Leave in Railway

Railway Leave Rules: The number of leaves like LAP , LHAP ,

CL , SCL , CCL , WRIL , IOD , LND , Paternity Leave (PL – Paternity
Leave) , Maternity Leave (ML – Maternity Leave) etc. given to railway
employees and the methods of taking leave have been discussed in detail.

Right of Leave
 Leave cannot be claimed as a matter of right and any kind of leave
can be refused or cancelled by the authority competent to grant it.
 But that authority shall not have the power to change the nature of
leave due and applied for, except on the written request of the
Railway employee.
 Provided that leave applied for under rule 522 shall not be refused or
cancelled without reference to the medical authority whose advice
shall be binding.

 "Rule 522" refers to the provision that allows a railway servant to take
leave if they are unlikely to be fit to return to duty, meaning if a
medical authority reports that the employee has a low chance of ever
being able to resume work, they can still be granted leave according
to specified terms and conditions; this leave must be approved with
reference to a medical authority whose advice is binding.

Key points about Rule 522:

 Medical assessment is crucial:
 The primary condition for applying Rule 522 is a medical report
stating that the railway employee is unlikely to be fit to return to
work.
 Leave cannot be denied without medical opinion:
 Any authority considering a leave application under Rule 522 cannot
reject it without consulting a medical authority.
 Part of the Indian Railway Establishment Code (IREC):
 This rule is part of the IREC, which governs the service conditions of
railway employees.
General Railway Leave Terms & Conditions
1. Leave cannot be claimed by the employee as a matter of right. The
right to grant or refuse leave lies with the authority competent to
sanction leave.
2. Leave normally commences on the day the charge is handed over and
ends on the day the charge is resumed.
3. The leave sanctioning authority cannot change the type of leave due
and applied for except on the written request of the employee.
3.4. Leave already taken may be converted into another type of leave
retrospectively at the employee’s request, but not after retirement.
4.5. Leave for more than 5 years cannot be sanctioned.
5.6. Combination of holidays is permitted before or in continuation
of a leave. In case of medical certificate of illness, the holidays shall
form part of the sick leave.
7. The employee is not permitted to undertake any employment during
the period of leave.
6.8. The employee must seek permission to leave the headquarters
specifically for private visits abroad. When permission to travel
abroad is sought, information regarding the proposed and past private
visits must be submitted in the prescribed proforma.

Change of one type of leave to another

 On a request made by a Railway employee before his removal from
service, the authority which granted leave to him may convert it
retrospectively into a different kind of leave which was due and
admissible to him at the time the leave was granted.
 Converting one type of leave granted to an employee during his
service into another type of leave after the termination of his service
is irregular and in violation of statutory rules.
 Provided that no such request shall be considered unless it is received
within a period of 30 days from the date of joining duty on the expiry
of the relevant period of leave availed by the Railway employee
concerned.
Leave on Average Pay (LAP) Rules
 Railway employees are eligible for 30 days of Leave on Average Pay (LAP)
advance credit in their leave account every year.
 LAP leaves are credited in two instalments.
o 15 days on 1 January every year
o And 15 days on 1st July.
 In case of appointment or retirement during any part of a half year, credit shall
be given at the rate of two and a half days per month till the end of that half
year.
 In case of unauthorised absence, suspension, die-non etc., 1/10th of such period
will be debited from the leave account.
 If a Railway employee has availed extraordinary leave or remains without pay,
the leave to be credited to his leave account at the beginning of the next half
year shall be reduced by 1/10th of the period of such leave.
 LAP leaves can be accumulated up to a maximum of 300 days.
 15 days advance credit of next half year will be kept (300 + 15)
 A maximum of 180 days’ Leave on Average Pay (LAP) can be sanctioned at
one go
 On retirement, 300 days of Leave on Average Pay (LAP) can be encashed.
 Leave on Average Pay (LAP) cannot be combined with Casual Leave (CL).

Leave on Half Average Pay (LHAP)

 Railway employees are eligible for Leave On Half Average Pay (LHAP) of 20
days in a year .
 It is credited to the leave account in two instalments @ 10 days each.
o 10 days of January 1
o and 10 days on 1st July
 In case of appointment or retirement during any part of a half year, credit will be
given at the rate of 5/3 days per month till the end of that half year.
 In case of unauthorised absence, suspension, death etc., 1/18th of such period
will be credited to the LHAP account.
 There is no maximum limit on accumulation of leave at half average pay
(LHAP).
 During Leave on Half Average Pay (LHAP), employees are paid half pay.
 Can be given for 2 years at a time.
 Leave on half average pay (LHAP) cannot be encashed on retirement.
However, if 300 days of Leave on Average Pay (LAP) is not available for
encashment, Leave on Half Average Pay (LHAP) can be encashed to the extent
of the difference.
 Employees can opt to convert sick period into Leave on Half Average Pay
(LHAP), this may be accepted and double the amount of sick period will be
debited from the Leave on Half Average Pay (LHAP) account.
Commuted Leave (CTL – COMMUTED LEAVE)
Commuted leave not exceeding half the amount of Leave on Average Pay (LAP)
admissible may be granted to a Railway employee on medical certificate, subject
to the following conditions: -

 The authority competent to grant leave is satisfied that there is a reasonable

prospect of the Railway employee returning to duty on its expiry;
 When commuted leave (CTL – COMMUTED LEAVE) is granted, double the
amount of such leave is debited against Leave on Average Pay (LAP);
 There is no limit on the number of commuted leave days that can be availed
during the entire service;
 Leave on Average Pay (LAP) up to a maximum of 180 days shall be allowed
to be converted during service where such leave is used for “approved
course of study” which is certified to be in public interest by the leave
sanctioning authority;
 In continuation of Maternity Leave (ML) – 60 days without medical
certificate
 Where a Railway employee who has been granted commuted leave resigns from
the service or is, on his request, permitted to retire voluntarily without returning
to duty, the commuted leave shall be treated as Leave on Average Pay (LAP)
and the difference between the leave salary in respect of commuted leave and
Leave on Average Pay shall be recovered; Provided that no such recovery shall
be made if the Railway employee has been granted compulsory retirement on
account of ill health rendering him incapacitated for further service or in the
event of his death.
 Commuted leave can be sanctioned on the request of the employee even
if Leave on Average Pay (LAP) is due.
Casual Leave (CL – Casual Leave)
 Casual Leave (CL) is granted to attend to sudden and urgent personal work.
 Full salary is paid for the casual leave (CL) period.
 Employees who are allowed to avail public holidays are eligible for 8 days of
casual leave (CL) in a year.
 Others are eligible for 10 days casual leave (CL) in a year.
 Half day CL can be sanctioned to the employees working in administrative
offices.
 Casual Leave (CL) cannot be combined with any other type of leave and joining
time.
 Employees appointed on any day of the year are eligible to avail full casual
leave (CL) i.e. 8 or 10 days.
 Physically disabled employees are eligible for additional 4 days of casual leave
(CL) in a year.
 Untaken Casual Leave (CL) will lapse and will not be carried forward to the
next year.
Special Casual Leave (SCL – Special Casual Leave)
 Special Casual Leave (SCL) is admissible to employees who are in the Scouts,
Guides, Territorial Army and St. John Ambulance for attending camps and
rallies.
 It is approved for players to participate in tournaments and coaching camps.
 It is approved for the office bearers of recognised trade unions to attend the
PNM, FNM and Executive Committee meetings.
 It is awarded for participating in DAR interrogations as defense assistants.
 It is given to those employees who are in the managing committees of co-
operative societies, stores, canteens and institutions etc. for attending the
meetings.
 Special Casual Leave (SCL) is also approved to cover absence due to shut
down, curfew, floods etc
 Full pay is admissible for Special Casual Leave (SCL).
 Special Casual Leave (SCL) cannot be combined with any other type of
leave.
 The maximum period of leave in a calendar year is normally 30 days.
 The General Manager has the power to grant Special Casual Leave (SCL) up to
60 days.
 Board approval is required after 60 days.
Compensatory Casual Leave (CCL)
 Compensatory Casual Leave (CCL) is granted to ministerial staff and Grade
‘D’ employees in offices except supervisors for attending office on Sundays,
closed days, weekly holidays and holidays.
 It can be prefixed or prefixed with Casual Leave (CL), Sundays and holidays.
 3 Compensatory Casual Leaves (CCL) can be availed at a time.
 This benefit must be availed within 30 days from the day the work was done.
Study Leave (SL – Study Leave)
 On completion of 5 years of service in Railways, study leave (SL) is granted to
the employees.
 This leave is granted for higher studies useful for the Railways.
 After returning from study leave the employees must work in railways for
minimum 3 years.
 Initially study leave (SL) is sanctioned for 12 months.
 It can be extended up to 24 months.
 Railway doctors can be granted study leave (SL) for up to 36 months.
 This leave is not debited from any leave account.
 During study leave full salary is paid less stipend or scholarship, if any.
 On completion of the course, a pass certificate must be submitted. Otherwise,
the entire salary should be refunded.
 Study leave can be combined with any other type of leave.
 Combined, the total leave should not exceed 28 months and for PHD should
not exceed 36 months.
Leave Not Due (LND)
 Leave Not Due (LND) is sanctioned when the employee does not have Leave
on Average Pay (LAP) or LHAP balance.
 This leave is approved on medical certificate.
 A maximum of 360 days LND (Leave Not Due) can be sanctioned for the entire
service.
 Like LHAP, only half salary is given during LND (Leave Not Due).
 This is like overdraft of LHAP. (Advance sanction of LHAP)
 The sanctioning authority must be confident that the employee will return to
work after LND (Leave Not Due) and earn the equivalent amount of LHAP by
debiting LND (Leave Not Due) from the LHAP account.
 This may be in continuation of LAP and LHAP.

Maternity Leave (ML – Maternity Leave)

 Maternity Leave (ML) is approved for female employees.
 Maternity Leave (ML) is approved for pregnancy/miscarriage/miscarriage.
 180 days Maternity Leave (ML) is allowed for pregnancy.
 45 days of Maternity Leave (ML) is admissible in the entire service
for abortion and miscarriage.
 To avail Maternity Leave (ML) in case of pregnancy, the employee must have
less than 2 children.
 There is no restriction on the number of children in case of abortion and
miscarriage. Only a medical certificate is sufficient.
 Maternity Leave (ML) can be combined with any other type of leave.
 If combined with any other type of leave (including LND (Leave Not Due) up
to 60 days) the total leave is limited to two years.
 Maternity Leave (ML) is not debited from any other leave account.
 Full salary is given during maternity leave (ML).

Paternity Leave (PL – Paternity Leave)

 Paternity Leave (PL) is allowed to male employees.
 Employees should have less than 2 living children.
 The duration of this leave is 15 days.
 Paternity Leave (PL) is sanctioned during the maternity period of the wife
(i.e. 15 days before or within 6 months from the date of delivery).
 If Paternity Leave (PL) is not availed within the above period it will expire.
 Paternity leave (PL) is also approved for adopting a child below one year of
age.
 Paternity Leave (PL) is not debited from any leave account.
 Full salary is given during paternity leave (PL).
 Paternity Leave (PL) can be combined with any other type of leave
Work related illness and injury leave (WRIL)/ Hospital Leave (HOD)/
IOD (Injury on Duty)
 Introduced from 14.12.2018 in place of Hospital Leave and Special
Disability Leave.
 WRIL is awarded for injury or illness sustained due to official
duty.
 Full pay for the entire period of hospitalization.
 Full pay for the first six months after hospitalization.
 Half pay for the next twelve months.
 In case of officers of RPF Department:
o Full salary for first 6 months.
o Half salary for the next 24 months.
 In case of Constables and Inspectors of RPF Department:
o Full salary is paid for the entire period of WRIL.
o WRIL is not debited from LAP or LHAP accounts.
o Credit for LAP and LHAP will not be given for WRIL period.
 This leave can be combined with any other leave, provided the
total period after combination does not exceed 28 months

Child Care Leave (CCL)

 Eligibility – Female employees as well as single male employees.
 Maximum 730 days during entire service .
 Child Care Leave (CCL) is approved for care of the 2 eldest living
children .
 Child Care Leave (CCL) is not admissible if the child is 18 years or
above.
 There is no age limit for children with disabilities.
 Child Care Leave (CCL) is not debited from any leave account.
 Full salary will be given for the first 365 days.
 80% salary will be paid for the next 365 days .
 Child Care Leave (CCL) can be combined with any other type of leave,
up to a maximum of one year.
 Leave falling during Child Care Leave (CCL) is counted as Child Care
Leave (CCL).
 Child Care Leave (CCL) is sanctioned only 3 times in a year.
 Each time it should not be less than 5 days CCL.
 Child Care Leave (CCL) cannot be claimed as a right.
 No one can proceed on Child Care Leave (CCL) without approval.
Extraordinary Leave (EOL)
 When no other leave is admissible i.e. Leave on Average Pay (LAP) or
LHAP .
 When other leave is admissible, but the employee, When other leave is
admissible, but the employee applies in writing for the grant of such leave.
 Extraordinary leave (EOL) is granted for a maximum period of 5
years.
 Railway employee who has completed 3 years. Railway employee who has
completed 3 years of continuous service can apply for Extra Ordinary
Leave (EOL) for up to 24 months for pursuing higher studies .
 Temporary employees with 1 year of continuous service will be granted
Extra Ordinary Leave (EOL)
o 3 months without medical certificate. –
o 6 Months with Medical Certificate.
o 18 months on medical certificate for employee suffering from TB,
Cancer, Mental illness and Leprosy.
 No leave salary is admissible to the employee during such leave.
Leave Encashment Rules (Leave Encashment)
 A Railway employee shall be allowed Leave Encashment on average pay
upto 10 days while in service in receipt of Railway Pass
 The total amount of Leave Encashment availed during the entire
career shall not exceed 60 days in aggregate ,
 Provided that continuous Leave Encashment cannot be done before the
expiry of a minimum period of two years.
 There should be at least 30 days LAP balance available at his/her credit
after such encashment.
 The period of leave encashed will not be deducted from the amount of
leave available for Leave Encashment at the time of retirement.
 No house rent allowance and transport allowance will be payable
during Leave Encashment.
Railway Joining Time Rules
Distance between the two
Joining time
places
1000 kms or less 10 days
More than 1000 kilometres 12 days
More than 2000 kilometres 15 days

In case of air travel of more than 2000 kms, maximum duration will be 12 days
Important Rules for Railway Leave Combinations
1. Compensatory Rest (CR):
o Employees can avail 3 days of CR at a time.
o CR cannot be availed for more than 15 consecutive days.
o CR can be taken after prior approval from the management based on
the workload.
2. Sick Leave (SICK):
o Sick Leave can be used in combination with other leave types, but
medical certificates are required.
o SICK leave cannot be availed during peak roster periods unless
verified by a doctor.
3. Casual Leave (CL):
o Casual Leave (CL) is meant for personal reasons and can be availed
in conjunction with Special Casual Leave (EXL) if eligible.
o It is typically allowed for a maximum of 10 days per year.
4. Work-Related Illness and Injury Leave (WRIIL):
o WRIIL is granted to employees who meet the criteria of an illness or
injury sustained during official duties.
o WRIIL can be combined with other leave types as required, but the
illness/injury must be documented and verified.

The combination of leave rules in the railways depends on the type of leave being
taken.
Casual leave
 Casual leave can be combined with special casual leave, but not with other
types of leave
 Sundays and holidays during casual leave are not counted as part of casual leave
 Casual leave cannot be combined with joining time
Study leave
 Study leave can be combined with other types of leave
 Study leave cannot be granted to those who have less than 5 years of service or
who are due to retire within 3 years of returning from study leave
Special casual leave
 Special casual leave cannot be combined with ordinary casual leave and regular
leave, except in certain cases
Child care leave
 Child care leave can be combined with other types of leave, up to a maximum
of one year
 Child care leave is not debited to any leave account
Other leave
 Study leave can be combined with other types of leave
 Child care leave can be combined with other types of leave