Fundamental Rules (FR) and Supplementary Rules (SR) Part I form the basic framework governing many important service conditions of Central Government employees. They deal with matters ranging from appointment, duty, pay and allowances to lien, promotion, suspension, retirement, joining time and foreign service.
This guide explains the major provisions of FR & SR Part I in a practical manner for Central Government employees and officials dealing with establishment and service matters.
FR & SR provisions are supplemented by subsequent Government decisions, DoPT/Department of Expenditure orders, CCS Rules, Recruitment Rules and other instructions. Therefore, a particular employee’s case may require examination of the applicable rule and the latest instructions issued for that subject.
- What are Fundamental Rules and Supplementary Rules?
- FR & SR and Other Service Rules
- Important Definitions under FR 9
- General Conditions of Service – FR 10 to FR 18
- Lien – FR 12A to FR 14B
- Transfer to a Lower Post – FR 15(a)
- Unauthorized Absence – FR 17A
- Maximum Period of Leave – FR 18
- Pay Fixation – FR 22
- Option for Pay Fixation from Date of Promotion or DNI
- FR 35 – Restriction of Officiating Pay
- Combination of Appointments – FR 49
- Suspension – FR 53
- Reinstatement – FR 54 and FR 54B
- Retirement – FR 56
- Leave
- Joining Time
- Foreign Service
- Stepping Up of Pay
- MACP and FR & SR
- Change of Department/Service
- Joining Government Service from or Moving to a PSU
- Important Practical Points
- Quick Reference Table
- Frequently Asked Questions
1. What are Fundamental Rules and Supplementary Rules?
The Fundamental Rules (FR) contain the basic rules governing service conditions of Government servants whose pay is debitable to the Civil Estimates, subject to the extent and applicability prescribed under the rules.
The FR & SR framework dates back to 1 January 1922.
The constitutional framework for Government service rules is principally connected with:
- Article 309 of the Constitution, which provides the constitutional basis for making rules regulating recruitment and conditions of service; and
- Article 372, which preserves existing laws in force, subject to the Constitution.
The President has the power to make rules under the proviso to Article 309, subject to the constitutional framework.
FR & SR Part I
FR & SR Part I broadly covers the service journey of a Government servant, including:
- Extent and application
- Definitions
- General conditions of service
- Pay
- Additions to pay
- Combination of appointments
- Deputation out of India
- Dismissal, removal and suspension
- Retirement
- Leave
- Joining time
- Foreign service
2. FR & SR and Other Service Rules
FR & SR should not be read in isolation.
Depending upon the subject, the following rules and Government orders may also become relevant:
- CCS (Conduct) Rules
- CCS (CCA) Rules
- CCS (Leave) Rules
- CCS (Pension) Rules
- CCS (Joining Time) Rules
- CCS (Revised Pay) Rules
- MACP Scheme
- Recruitment Rules
- Deputation/Foreign Service instructions
- DoPT Office Memoranda
- Department of Expenditure orders
- Departmental instructions
- Orders concerning pension, gratuity and retirement benefits
For example, FR 22 provides the fundamental framework for fixation of pay on promotion, but its practical application after the 7th CPC has to be read along with the CCS (Revised Pay) Rules, 2016 and subsequent DoPT instructions.
3. Important Definitions under FR 9
Understanding the definitions is essential because many later provisions depend upon the precise meaning of these terms.
3.1 Duty
Duty generally means service rendered by a Government servant as a member of a service or in a post, subject to the conditions prescribed under the rules.
3.2 Fee
A fee is generally a recurring or non-recurring payment made to a Government servant from a source other than the Consolidated Fund or Government revenues, subject to the conditions prescribed under the rules.
3.3 Honorarium
Honorarium means a payment granted to a Government servant from the Consolidated Fund or Government revenues as remuneration for special work of an occasional or intermittent character.
3.4 Foreign Service
A Government servant is said to be on foreign service when the employee receives pay, with the sanction of Government, from a source other than the Consolidated Fund of India or the Consolidated Fund of a State/appropriate Government source, as applicable under the rules.
3.5 Joining Time
Joining time is the period allowed to a Government servant to join a new post or station after transfer, appointment or other circumstances covered by the relevant rules.
3.6 Lien
Lien means the title of a Government servant to hold substantively, either immediately or on termination of a period of absence, a permanent post to which the employee has been appointed substantively.
3.7 Officiate
A Government servant officiates in a post when the employee performs the duties of that post under the conditions prescribed by the rules, without necessarily holding that post substantively.
3.8 Permanent Post
A permanent post is a post carrying a definite rate of pay sanctioned without a limit of time.
3.9 Temporary Post
A temporary post is a post carrying a definite rate of pay sanctioned for a limited period.
3.10 Personal Pay
Personal pay is generally granted under specified circumstances to protect an employee’s pay or for other purposes authorised under the rules.
3.11 Special Pay
Special pay is an addition, in certain prescribed circumstances, to the duties and responsibilities attached to a post or to compensate for specific conditions, as authorised under the applicable rules/orders.
3.12 Substantive Pay
Substantive pay is the pay, other than special pay, personal pay or other excluded components as defined in the rules, to which a Government servant is entitled on account of holding a post substantively.
3.13 Presumptive Pay
Presumptive pay is relevant in situations where the rules require pay to be determined with reference to the pay of a post which the Government servant would have held under specified circumstances.
4. General Conditions of Service – FR 10 to FR 18
FR 10 – Medical Examination
Medical examination is prescribed in connection with first appointment to Government service and in other situations covered by the applicable rules.
FR 11 – Whole Time at the Disposal of Government
The entire time of a Government servant is at the disposal of the Government.
This means that an employee is not ordinarily free to undertake outside employment or activities merely because they do not interfere with normal office hours.
5. Lien – FR 12A to FR 14B
Lien is one of the most important service concepts in FR & SR.
A Government servant appointed substantively to a permanent post acquires a lien on that post subject to the rules.
The rules deal with:
- acquisition of lien,
- retention of lien,
- suspension of lien,
- transfer of lien, and
- termination of lien.
Do not assume that every movement from one post to another automatically results in loss of lien. The applicable provisions concerning substantive appointment, permanent post, deputation, foreign service and appointment elsewhere have to be examined.
6. Transfer to a Lower Post – FR 15(a)
FR 15(a) deals with transfer to a lower post in specified circumstances.
In a transfer to a lower post on the employee’s own request, the post-7th CPC instructions provide for pay regulation with reference to the pay drawn in the higher Level and the Pay Matrix of the lower Level.
- Where an equal stage exists in the lower Level, pay may be fixed at that stage.
- Where no equal stage exists, the next lower stage may be used.
- The difference may be regulated as personal pay subject to the applicable conditions.
- Where the maximum of the lower Level is below the pay drawn in the higher Level, the pay may be restricted to that maximum under the applicable provision.
A transfer to a lower post on own request should not be confused with compulsory reduction in rank as a disciplinary penalty, reversion after officiating promotion, transfer ordered in administrative interest, or appointment to another post under a different set of rules.
7. Unauthorized Absence – FR 17A
FR 17A deals with the consequences of unauthorised absence and certain periods of absence not covered by leave.
Unauthorised absence can have consequences relating to:
- pay and allowances,
- continuity of service,
- qualifying service,
- increments,
- leave,
- pensionary matters, and
- other service benefits.
The exact treatment depends upon the circumstances and the orders passed by the competent authority.
8. Maximum Period of Leave – FR 18
FR 18 contains the general provision concerning the maximum period for which a Government servant may be absent from duty on leave.
The well-known general rule is that a Government servant cannot remain absent from duty for a continuous period exceeding five years, subject to the exceptions and conditions contained in the rules.
The provision should be read with the CCS (Leave) Rules and applicable Government instructions.
9. Pay Fixation – FR 22
FR 22 is one of the most important provisions in FR & SR Part I. It governs several situations involving appointment or promotion to a post carrying greater duties and responsibilities.
9.1 Promotion to a Higher Level
Where the conditions of FR 22(I)(a)(1) are satisfied, pay on promotion to a post carrying greater duties and responsibilities is generally fixed by:
- granting one increment in the Level from which the employee is promoted; and
- placing the employee at a Cell in the promoted Level equal to the resulting figure or, where there is no such Cell, at the next higher Cell.
9.2 Illustration
Existing pay: Level 4 – ₹29,600
Promotion: Level 5
Step 1: Grant one increment in the lower Level according to the applicable Pay Matrix.
Step 2: Find the equal or next higher Cell in Level 5.
The exact calculation must always be checked against the applicable Pay Matrix and the date of promotion.
10. Option for Pay Fixation from Date of Promotion or DNI
Subject to the conditions, an employee may have an option regarding fixation from the date of promotion or from the date of next increment.
Option 1 – From the Date of Promotion
Pay is fixed immediately from the date of promotion by applying the prescribed increment and placing the employee in the appropriate Cell of the promoted Level.
Option 2 – From the Date of Next Increment
Where the employee opts for fixation from the date of next increment:
- pay is initially placed in the promoted Level in the prescribed manner;
- on the DNI, pay in the lower Level is re-fixed by allowing the prescribed increments; and
- pay is then fixed in the promoted Level at the appropriate Cell.
The promotion order should contain the appropriate option clause, and the option is normally required within the prescribed period. Belated or revised options are governed by specific instructions and cannot automatically be exercised at any later date.
11. FR 22(I)(a)(2) – Appointment Without Greater Duties
Not every appointment to another post involves greater duties and responsibilities.
Where the new post does not involve the assumption of greater duties and responsibilities, the pay-fixation treatment is different. The employee may be placed at the stage equal to or next above the existing pay, subject to the applicable rules and conditions.
A change of post is not automatically the same thing as a promotion for pay-fixation purposes.
12. FR 22(I)(a)(3) – Appointment/Transfer to a Lower Post
FR 22 also contains provisions relevant to appointment to a lower post in specified circumstances.
Where the applicable conditions are satisfied, pay may be regulated with reference to the maximum of the lower Level/post and the applicable provisions concerning pay protection.
13. Ex-Cadre Appointment and FR 22
Pay fixation involving an ex-cadre post can be substantially different from an ordinary cadre promotion.
FR 22(IV) contains provisions under which pay on movement from an ex-cadre post to a cadre post may be regulated with reference to the presumptive pay of the cadre post under the applicable conditions.
14. Same or Identical Scale/Level Does Not Automatically Mean Promotion
Appointment to a post carrying the same or identical scale/Level does not, merely by itself, establish that the employee is entitled to promotion pay fixation under FR 22(I)(a)(1).
The duties and responsibilities and the applicable rules have to be examined.
15. Annual Increment – FR 24 and FR 26
Annual increments are governed by the applicable FR provisions and, after the 7th CPC, the CCS (Revised Pay) Rules and subsequent instructions.
FR 26 deals with qualifying service for increment. The employee must complete the prescribed qualifying service for the increment to accrue.
The date of next increment is particularly important in pay fixation and promotion cases.
16. Reduction of Pay as a Penalty – FR 29
FR 29 deals with reduction to a lower stage in the time scale/pay structure where such reduction is imposed as a penalty under the applicable disciplinary rules.
This should be distinguished from pay fixation on promotion, voluntary transfer to a lower post, reversion and FR 35 restriction of officiating pay.
17. FR 35 – Restriction of Officiating Pay
FR 35 permits the Central Government to restrict the pay of a Government servant officiating in a post to an amount below the pay otherwise admissible under the Fundamental Rules.
The Government revised the FR 35 ceiling after implementation of the CCS (Revised Pay) Rules, 2016 through DoPT OM No. 1/4/2017-Estt.(Pay-I) dated 28 February 2019.
17.1 12.5% / ₹6,700 Rule
The increase in basic pay resulting from the officiating appointment is restricted so that the increase in the basic pay of the post held immediately before the officiating appointment does not exceed 12.5% of the previous basic pay, subject to a maximum increase of ₹6,700 per month.
An increase beyond the prescribed limit is treated as a substantial increase for the purposes of FR 35.
17.2 Non-Regular Promotion in the Normal Cadre Line
Where an employee is appointed by promotion in the normal cadre line but the appointment is not on a regular basis:
- pay is first fixed under the applicable rules;
- the resulting increase is examined;
- if there is no substantial increase, FR 35 restriction is not applied;
- if there is a substantial increase, the prescribed FR 35 restriction is applied.
If the restricted amount does not correspond to an exact Cell in the officiating Level, the employee is placed in the next higher Cell, even where this causes the prescribed ceiling to be exceeded.
17.3 When Restricted Pay Falls Below the Minimum of the Higher Level
Where the restricted pay is less than the first Cell of the officiating Level:
- pay is fixed in the Level of the post held before officiating;
- if there is no exact Cell corresponding to the restricted amount, the next higher Cell is used;
- annual increments continue in that lower Level until the employee reaches the minimum of the officiating Level;
- after one year of reaching or surpassing that minimum, the employee becomes entitled to an increment in the officiating Level; and
- pay is then fixed at Cell 2 of the officiating Level.
17.4 FR 35 and Regular Promotion
FR 35 restriction is not invoked in respect of regular cadre promotion where the employee falls within the zone of consideration and fulfils all conditions of eligibility prescribed in the Recruitment Rules.
18. Combination of Appointments – FR 49
FR 49 deals with situations in which a Government servant is required to hold charge of more than one post or perform the duties of another post in addition to the normal post.
The financial treatment depends upon the nature of the additional charge.
The rules distinguish situations such as:
- holding charge of a higher post,
- holding charge of another post carrying the same/identical Level,
- holding charge of a separate post,
- temporary additional charge, and
- charge continuing beyond the prescribed period.
Additional remuneration may be admissible in specified cases, subject to the applicable conditions and ceilings.
The mere fact that an employee is asked to look after another seat does not automatically mean that additional pay is admissible. The order, nature of charge, post involved, duration and applicable FR 49 provisions have to be examined.
19. Suspension – FR 53
FR 53 deals with subsistence allowance during suspension.
Suspension is not itself a penalty. It is an administrative measure governed by the applicable service and disciplinary rules.
During suspension, the employee is entitled to subsistence allowance subject to the rules.
The basic framework links subsistence allowance to the leave salary that the employee would have been entitled to on half-average pay/half-pay, together with admissible Dearness Allowance and other components as prescribed.
19.1 Review after Three Months
After the initial three-month period, the subsistence allowance may be increased or reduced by an amount not exceeding 50% of the original amount, depending upon the circumstances specified in the rule.
19.2 Non-Employment Certificate
Payment of subsistence allowance is also subject to the prescribed condition concerning non-employment. A suspended employee is required to furnish the appropriate certificate regarding employment elsewhere, as prescribed.
20. Reinstatement – FR 54 and FR 54B
When a Government servant is reinstated after suspension, the question of:
- pay and allowances,
- treatment of the suspension period,
- whether the period is treated as duty,
- whether it is treated as leave,
- adjustment of subsistence allowance, and
- other service consequences
must be decided in accordance with the applicable provisions.
The result depends upon the manner in which the disciplinary or other proceedings have concluded.
20.1 Reinstatement after Dismissal, Removal or Compulsory Retirement
Where an employee is reinstated after dismissal, removal or compulsory retirement has been set aside or otherwise modified, the treatment of the intervening period and pay and allowances is governed by the relevant provisions.
The competent authority has to pass an appropriate order regarding the period and the financial consequences.
21. Retirement – FR 56
FR 56 is one of the most frequently referred provisions in Government service.
The general rule provides for retirement on attaining the prescribed age, subject to the exceptions applicable to particular categories.
For ordinary Central Government civilian employees, the normal age of retirement is generally 60 years, subject to the provisions applicable to the employee’s category.
Certain categories, including specified medical officers/doctors and other categories covered by special provisions, can have different retirement arrangements.
21.1 Retirement in Public Interest
FR 56 contains provisions under which the Government may retire a Government servant in the public interest, subject to the conditions prescribed by the applicable clause and Government instructions.
These provisions should not be casually described as punishment. Public-interest retirement and compulsory retirement imposed as a disciplinary penalty are legally distinct concepts.
21.2 Voluntary Retirement
FR 56 also contains provisions concerning voluntary retirement.
Different clauses and categories can carry different eligibility conditions and notice requirements. Therefore, employees should not rely on a generic statement such as “20 years’ service means voluntary retirement under FR 56” without checking the specific clause applicable to the employee and the latest instructions.
The following should not be treated as interchangeable:
- normal retirement;
- retirement in public interest;
- voluntary retirement;
- compulsory retirement as a disciplinary penalty; and
- retirement under special provisions applicable to a particular category.
22. Leave – FR & SR Part I and CCS (Leave) Rules
FR & SR Part I contains general provisions concerning leave, while detailed leave entitlement and administration are primarily governed by the CCS (Leave) Rules, 1972 and subsequent orders.
Important subjects include:
- earned leave,
- half pay leave,
- commuted leave,
- extraordinary leave,
- leave not due,
- maternity/paternity-related leave,
- child care leave,
- study leave,
- medical leave,
- leave encashment, and
- leave salary.
The five-year principle under FR 18 should therefore be read along with the detailed provisions of the CCS (Leave) Rules.
23. Joining Time
Joining time is intended to enable a Government servant to join a new post or station after transfer or appointment in circumstances covered by the rules.
The entitlement can depend upon:
- whether the transfer involves a change of station,
- distance,
- mode of transfer,
- nature of appointment,
- whether the employee is joining a new post,
- whether the transfer is at the employee’s request, and
- applicable joining-time instructions.
The detailed provisions are contained in the CCS (Joining Time) Rules and related orders.
24. Foreign Service
Foreign service is an important area of FR & SR Part I.
A Government servant may be permitted to serve outside the normal Government establishment under approved foreign-service terms.
Examples can include service with:
- another Government,
- public sector undertakings,
- autonomous bodies,
- statutory organisations,
- other approved organisations, or
- other entities where the Government permits foreign service under the applicable rules.
24.1 Consent and Conditions
A Government servant cannot ordinarily proceed on foreign service merely on the basis of an outside offer.
The foreign service has to be approved under the applicable Government rules/orders.
The terms may cover:
- period of foreign service,
- pay,
- allowances,
- leave,
- pension contributions,
- leave salary contributions,
- medical facilities,
- deputation/foreign-service allowance where applicable,
- lien, and
- conditions of return to the parent department.
24.2 Pension and Leave Salary Contributions
One of the most important financial consequences of foreign service concerns contributions towards pension and leave salary, wherever applicable.
The contribution rates and methodology have been revised from time to time and may depend on the applicable pension regime and Government instructions.
Important: Historical contribution figures should not be blindly applied to current cases. The applicable current DoPT/Department of Expenditure instructions should be checked before calculating foreign-service contributions.
24.3 Promotion while on Foreign Service/Deputation
Foreign service and deputation can create complicated questions concerning:
- promotion,
- seniority,
- pro forma promotion,
- next-below rule,
- pay fixation,
- lien, and
- return to the parent cadre.
25. Stepping Up of Pay
Stepping-up of pay is a mechanism for certain genuine senior-junior pay anomalies.
A typical case is:
- Senior employee is promoted to a higher post earlier;
- Junior employee is promoted later to the same higher post;
- junior ends up drawing higher basic pay; and
- the anomaly arises directly from the prescribed pay-fixation mechanism.
25.1 Conditions
The applicable DoPT instructions require several conditions, including broadly that:
- the senior and junior belong to the same cadre;
- the posts held by them are identical;
- the higher posts carry the same Level/pay structure;
- the anomaly is directly attributable to the prescribed pay-fixation provisions;
- the senior was promoted/appointed to the higher post on the relevant earlier date; and
- the junior’s higher pay is not due to an independent reason such as advance increments or another special benefit.
25.2 Cases Where Stepping Up May Not Be Admissible
Examples include differences arising because:
- the senior took extraordinary leave resulting in a delayed increment;
- the senior refused or forewent promotion;
- the senior was on deputation while the junior received an ad hoc appointment;
- the senior joined the higher post later;
- the senior was appointed later to a lower post;
- there was a direct-recruitment versus promotion difference;
- there was an ad hoc appointment difference;
- the junior received higher pay because of higher qualifications; or
- another independent reason caused the junior’s higher pay.
The list is illustrative and the actual reason for the anomaly has to be examined.
26. MACP and FR & SR
The Modified Assured Career Progression (MACP) Scheme is closely connected with pay fixation but should not be confused with ordinary promotion under FR 22.
Regular Promotion: Usually involves movement to a higher post with greater duties/responsibilities and may attract pay fixation under the applicable FR 22 provisions.
MACP: Is a financial upgradation under the MACP Scheme and is regulated by the conditions of that scheme.
A separate detailed article can examine MACP pay fixation, promotional hierarchy, regular promotion versus MACP, eligibility, refusals/foregone promotion, DNI and other special situations.
27. Change of Department/Service
Movement from one Central Government department/service to another can involve complicated questions concerning:
- lien,
- seniority,
- pay protection,
- fixation of pay,
- previous service,
- probation,
- technical resignation,
- leave,
- pension/NPS,
- promotion, and
- MACP.
There is no single FR provision that answers every such case. The applicable recruitment method, technical resignation instructions, nature of appointment and terms of movement must be examined.
28. Joining Government Service from or Moving to a PSU
Movement between Central Government service and a PSU/autonomous body can raise additional issues concerning:
- technical resignation,
- lien,
- pay protection,
- past service,
- pension/NPS,
- leave,
- seniority,
- deputation/foreign service,
- absorption, and
- reversion/return to Government service.
Such cases should not be decided merely by applying the ordinary FR 22 promotion formula. The precise mode of movement and the Government orders applicable to that organisation must be examined.
29. Why FR & SR Cannot Be Read as Isolated Rules
A common mistake is to read one FR in isolation and assume that it provides the complete answer.
Promotion Pay Fixation: FR 22 + CCS (Revised Pay) Rules + DoPT OMs
Transfer to Lower Post: FR 15(a) + Pay Matrix + DoPT instructions
Retirement: FR 56 + relevant retirement instructions + category-specific provisions
Foreign Service: FR provisions + applicable foreign-service/deputation instructions
This is why Government service matters often require examination of several connected rules and orders.
30. Important Practical Points for Central Government Employees
1. Identify the exact nature of the appointment
Determine whether the case involves regular promotion, ad hoc promotion, officiating appointment, deputation, foreign service, transfer, appointment to another department, appointment to a lower post, MACP or direct recruitment.
2. Check the relevant date
Many service benefits depend upon the date of promotion, appointment, transfer, increment, retirement, option or joining.
3. Check the Pay Matrix Level
After the 7th CPC, pay fixation generally operates through the Pay Matrix under the CCS (Revised Pay) Rules, 2016.
4. Check whether an option was required
For several pay-fixation situations, the employee’s option and the date on which it was exercised can materially affect the result.
5. Check subsequent Government orders
An old rule or order should not automatically be applied without checking whether later instructions modified the position.
31. FR & SR Part I – Quick Reference Table
| Subject | Main Provision / Framework | Practical Importance |
|---|---|---|
| Extent and application | FR 1–5 | Determines applicability |
| Definitions | FR 9 | Meaning of important service terms |
| Medical examination | FR 10 | Appointment/service requirement |
| Whole-time principle | FR 11 | Entire time at Government’s disposal |
| Lien | FR 12A–14B | Substantive title to permanent post |
| Transfer to lower post | FR 15(a) | Pay consequences of lower-post transfer |
| Unauthorized absence | FR 17A | Pay/service consequences |
| Maximum absence on leave | FR 18 | General five-year principle |
| Pay fixation on promotion | FR 22 | Promotion/appointment to higher duties |
| Annual increment | FR 24/26 and applicable pay rules | Increment entitlement |
| Reduction of pay | FR 29 | Penalty-related pay reduction |
| Officiating pay restriction | FR 35 | Restriction in specified officiating appointments |
| Additions to pay | FR 44–48B | Fees, honorarium, accommodation etc. |
| Combination of appointments | FR 49 | Additional charge/remuneration |
| Suspension | FR 53 | Subsistence allowance |
| Reinstatement | FR 54/54B | Pay and treatment of suspension period |
| Retirement | FR 56 | Normal/public-interest/voluntary retirement |
| Leave | FR & CCS Leave Rules | Leave administration |
| Joining time | FR/SR + CCS Joining Time Rules | Joining after transfer/appointment |
| Foreign service | FR 109–127 and related orders | Service outside normal Government establishment |
| Stepping-up | DoPT orders under FR/pay rules | Senior-junior pay anomaly |
| MACP | MACP Scheme | Financial upgradation |
32. Frequently Asked Questions
FR & SR stands for Fundamental Rules and Supplementary Rules. They form a basic framework governing many service conditions of Central Government employees.
It covers a very wide range of service matters, from appointment and pay to suspension, retirement, leave, joining time and foreign service. However, many subjects are supplemented or governed in detail by separate CCS Rules and Government orders.
FR 22 is principally associated with fixation of pay in specified cases of appointment/promotion, particularly where the new post involves greater duties and responsibilities.
No. The exact method depends upon the nature of the appointment, whether it is regular or otherwise, whether the post involves greater duties and responsibilities, whether it is an ex-cadre post, and the applicable pay rules and Government instructions.
In eligible promotion cases, an employee may have an option regarding fixation from the date of promotion or from the date of next increment, subject to the applicable rules and prescribed time limit.
FR 35 permits the Government to restrict the pay of a Government servant officiating in a post in specified circumstances.
The applicable DoPT instructions provide for restriction so that the increase in basic pay does not exceed 12.5%, subject to a maximum of ₹6,700 per month, for the circumstances covered by the order.
No. The 2019 DoPT instructions specifically distinguish regular cadre promotion from the non-regular/officiating situations to which FR 35 restriction applies.
It is a mechanism available in specified cases where a senior Government servant draws less pay than a junior in the same cadre and the anomaly arises directly from the prescribed pay-fixation provisions.
No. MACP is a financial upgradation under the MACP Scheme and should be distinguished from regular promotion.
Lien is the Government servant’s title to hold substantively a permanent post, subject to the applicable rules.
Foreign service is service under the conditions prescribed by the FR where the Government servant receives pay from a source other than the relevant Government fund, with Government sanction.
No. Sixty years is the general retirement age for ordinary Central Government civilian employees, but specific categories and provisions can have different rules.
33. Important Documents and Rules to Keep Together
For serious establishment and pay cases, the following documents are particularly useful:
- Fundamental Rules & Supplementary Rules
- CCS (Revised Pay) Rules, 2016
- CCS (CCA) Rules
- CCS (Conduct) Rules
- CCS (Leave) Rules
- CCS (Pension) Rules
- CCS (Joining Time) Rules
- MACP Scheme
- Recruitment Rules
- Relevant DoPT Office Memoranda
- Department of Expenditure orders
- Departmental instructions
34. Conclusion
The Fundamental Rules & Supplementary Rules Part I provide the foundation for understanding many Central Government service matters.
Appointment → Duty → Lien → Pay → Promotion → Transfer → Additional Charge → Suspension → Reinstatement → Leave → Joining Time → Foreign Service → Retirement
However, FR & SR should always be read together with the latest applicable Government orders and specialised CCS Rules.
For employees, the most important practical lesson is that apparently simple questions such as:
- How will my pay be fixed on promotion?
- Can I retain my pay after transfer to a lower post?
- Why is my junior drawing more pay?
- Will FR 35 restrict my officiating pay?
- How will my suspension period be treated?
- Can I seek voluntary retirement?
- What happens to my lien if I join another organisation?
- How is foreign-service contribution calculated?
often depend upon several connected provisions rather than a single FR.
This guide provides the comprehensive foundation. Separate detailed Staff Corner articles can subsequently examine subjects such as FR 22 pay fixation, MACP, stepping-up of pay, change of department, technical resignation, PSU movement, FR 35, suspension/reinstatement and retirement under FR 56 with more examples and special situations.
Disclaimer: This page is intended for general information and educational purposes for Central Government employees. Service matters depend on the applicable rules, Government orders, dates and individual circumstances. Always refer to the latest official rules/orders and the competent authority for a decision in an individual case.