The Haryana Contractual Employee Rules 2025 outline the rights, duties, benefits, and working conditions of individuals employed by the Haryana Government on a contractual basis. These rules aim to bring transparency, uniformity, and stability to contractual appointments across departments, ensuring fair treatment, performance accountability, and access to social security benefits. This guide explains the key provisions, eligibility, salary norms, leave, termination, and regularization guidelines for contractual employees in Haryana.
1. Overview and Objective
The Haryana Government employs a large number of individuals on a contractual or temporary basis for various schemes, projects, and departmental operations. The 2025 Contractual Employee Rules standardize their service conditions, protect employee interests, and ensure effective manpower management through the HKRNL (Haryana Kaushal Rozgar Nigam Limited) and respective departments.
- To ensure fair remuneration and benefits comparable to regular employees performing similar duties.
- To regulate hiring, renewal, performance evaluation, and termination processes.
- To extend insurance, leave, maternity, and welfare benefits to contractual staff.
- To maintain an online database of all contractual workers under Haryana Government departments.
2. Applicability of Rules
- Applies to all contractual employees engaged through HKRNL or directly by Haryana Government departments, boards, corporations, universities, and local bodies.
- Includes outsourced staff and employees appointed for specific schemes or time-bound projects funded by the State or Central Government.
- Does not apply to consultants, advisers, or persons hired under individual contracts for specialized services.
3. Appointment and Recruitment Process
- Registration: Eligible candidates must register on the HKRNL Portal (hkrnl.itiharyana.gov.in) with educational, experience, and personal details.
- Departmental Indent: Departments submit manpower requirements specifying post, pay level, and duration.
- Selection: HKRNL generates merit-based panels using transparent weightage criteria (qualification, experience, socio-economic status, etc.).
- Appointment Letter: Issued digitally through HKRNL or the concerned department for a fixed period (usually one year, renewable).
4. Duration and Extension of Contract
- Initial appointment typically for 1 year or duration of the project/scheme, whichever is earlier.
- Contract may be extended yearly based on performance, project continuity, and administrative approval.
- Extension orders should be issued at least 15 days before contract expiry.
- Maximum tenure varies by scheme and may not exceed project duration unless regularized through government notification.
5. Salary Structure and Payment Rules
Contractual employees receive remuneration based on the pay level or category prescribed by the Government for the concerned post. Payments are made through the Treasury system or HKRNL’s direct credit mechanism.
| Category | Qualification | Approx. Monthly Remuneration (₹) | Remarks |
|---|---|---|---|
| Category I (Skilled) | Graduate / Diploma / Technical | 22,000 – 35,000 | As per HKRNL Grade Matrix |
| Category II (Semi-Skilled) | 12th / ITI | 17,000 – 25,000 | Depends on department |
| Category III (Unskilled) | 10th or below | 14,000 – 20,000 | Basic support or field duties |
- Remuneration is consolidated and may include EPF, ESI, and insurance contributions as applicable.
- Payment delays beyond the 10th of each month must be reported to HKRNL through the grievance system.
6. Leave and Holidays
- Casual Leave (CL): 8 days per calendar year.
- Medical Leave: 10 days (with medical certificate) per year.
- Maternity Leave: 180 days for female contractual employees (if employed continuously for 12 months).
- Paternity Leave: 15 days for male contractual employees.
- Festival Holidays: As declared by the Haryana Government each year.
- Leave beyond the sanctioned limit results in proportionate salary deduction.
7. Working Hours and Attendance
- 8-hour working day with a 30-minute lunch break.
- Attendance maintained through biometric or e-attendance system wherever available.
- Late attendance beyond 15 minutes for more than 3 days in a month may attract warning or pay deduction.
8. Code of Conduct
- Employees must maintain discipline, punctuality, and confidentiality.
- Use of official data for personal purposes is prohibited.
- Involvement in political or unlawful activities may result in termination.
- Employees must comply with departmental safety and conduct rules similar to regular staff.
9. Performance Evaluation
Performance is assessed annually by the immediate controlling officer based on efficiency, punctuality, integrity, and contribution to assigned duties. Unsatisfactory performance can lead to non-renewal of contract or termination after due notice.
10. Termination and Disciplinary Action
- Either party may terminate the contract by giving one month’s written notice or payment of one month’s remuneration in lieu thereof.
- Immediate termination may occur in cases of:
- Gross misconduct or moral turpitude.
- Absence from duty for more than 5 consecutive days without intimation.
- False information or fraudulent documents at the time of appointment.
- Conviction in a criminal case.
- Department must record reasons for termination and issue a written order.
11. Social Security and Welfare Benefits
- EPF (Employees’ Provident Fund): Applicable to eligible contractual employees; employer and employee contributions deposited monthly.
- ESI (Employees’ State Insurance): Applicable to those under the prescribed wage limit and registered under ESI Act.
- Group Insurance: Employees under HKRNL are covered under a group accidental insurance policy.
- Medical Reimbursement: As per departmental scheme or through ESI hospital benefits.
- Gratuity (if applicable): Payable after 5 years of continuous contractual service under the Payment of Gratuity Act, 1972.
12. Regularization Policy and Future Opportunities
- Regularization not automatic; depends on Government policy, availability of sanctioned posts, and recruitment through HPSC/HSSC.
- Experience as a contractual employee counts for weightage or preference in future regular recruitment processes.
- Employees performing satisfactorily for long tenures may be considered for absorption when rules permit.
13. Rights and Grievance Redressal
- Employees may submit grievances through the HKRNL Grievance Portal or departmental complaint cell.
- Complaints related to pay, attendance, harassment, or unfair termination are reviewed by HKRNL grievance officers.
- Departments are required to respond within 15 working days to any grievance filed by contractual staff.
14. Record Maintenance and Compliance
- Departments must maintain updated digital records of all contractual employees, including attendance, salary, and leave.
- Periodic audits are conducted by HKRNL and the Directorate of Treasuries to ensure compliance.
- Employees should verify their details periodically on the HKRNL portal to avoid discrepancies.
15. Key Differences Between Regular and Contractual Employees
| Aspect | Regular Employee | Contractual Employee |
|---|---|---|
| Appointment Type | Permanent (through HPSC/HSSC) | Fixed-term under HKRNL/Department |
| Pay Structure | Pay Level + Allowances | Consolidated monthly remuneration |
| Pension | Admissible under Pension Rules | Not applicable; may get EPF |
| Leave | As per service rules (EL, HPL, etc.) | Limited CL/Medical/Maternity Leave |
| Job Security | High, with disciplinary protection | Depends on performance and contract renewal |
Contractual employment in Haryana has become an important part of the public workforce. The 2025 rules ensure transparency, fairness, and better working conditions for such employees while balancing departmental flexibility. Understanding these provisions helps every contractual employee know their entitlements, protect their rights, and prepare for future opportunities, including regularization or higher employment through the HKRNL system.