When EOL may be considered
Extraordinary Leave may be granted under the CCS (Leave) Rules in situations where other leave is not admissible or where the employee asks for EOL despite other leave being available, subject to competent-authority approval.
No leave salary
EOL is ordinarily leave without pay. Because salary and service consequences can be significant, employees should not treat it as equivalent to Earned Leave or Half Pay Leave.
It still requires sanction
Absence does not become EOL automatically. The employee must obtain an order from the competent authority. Unauthorised absence can have separate service consequences.
Effect on increments and qualifying service
Whether a particular period of EOL counts for increment, pension/qualifying service or other benefits depends on the reason for EOL and the specific service rules. Do not assume every EOL period is treated identically.
Medical or study-related situations
Certain EOL periods may be sanctioned for medical, study or other recognised purposes under specific conditions. Supporting certificates and prior permission may be important.
Before taking long EOL
Ask the establishment section to confirm in writing how the proposed period will affect pay, increment, leave account, NPS/pension qualifying service and lien/probation where relevant.
Returning to duty
Report on the sanctioned date and submit any fitness or other document required by the sanction order. Seek extension before the original leave expires if more time is needed.
Keep the sanction order
For future pay-fixation, pension and service-verification issues, retain the EOL sanction showing exact dates and the purpose/reason recorded.
Related guides
LTC & Leave Hub · Earned Leave · HPL & Commuted Leave · Leave Encashment · LTC Advance & Claim
Official sources
Source review: 10 September 2026.