Central Government more concern for women employees. CCL is granted for two years (730 days) during their entire service
7th CPC Report on Child Care Leave (CCL)
Child Care Leave
Child Care Leave (CCL) : Child Care Leave (CCL) is granted to women employees for a maximum period of two years (i.e., 730 days) during their entire service for taking care of their minor children (up to eighteen years of age).
There are several demands relating to CCL which include converting the same into “family care” leave, extending the facility to male parents and many representations stressing that it should be extended at least to single male parents.
Suggestions have also been received that in cases where the child is differently abled, the clause stipulating that the child should be minor, should be done away with.
Single mothers have highlighted their unique problems and requested the Commission for liberalising the grant of CCL. Interestingly, representations have also been made for discontinuance of the CCL, primarily on the grounds that it disrupts office working and also because it promotes gender discrimination.
Analysis and Recommendations
When CCL was first introduced by the VI CPC it generated considerable interest as it represented a positive measure benefiting women employees.
It also took a while to stabilise and it is seen that as many as five amendments/clarifications were issued within a short period of time.
As it stands, it is meant for women employees “for taking care of up to two children whether for rearing the children or looking after their needs like examination, sickness etc.”
It is treated akin to Earned Leave and is sanctioned as such. It may not, however, be granted in more than three spells in a calendar year.
In the first two years of its implementation the experience was that women employees tended to treat this as Casual Leave or an extension of the same, and the resultant frequent absences caused disruptions at work.
To address this, in September 2010, a clarification was issued stipulating that CCL may not be granted in more than three spells in a calendar year and also that it may not be granted for less than 15 days at a time.
However, the latter stipulation was subsequently withdrawn and as per the latest clarification issued on 5 June, 2014 the government has decided to remove the requirement of minimum period of 15 days CCL.
It has been brought to the notice of the Commission that the capping of maximum three spells in a calendar year has, to some extent, addressed the problems relating to disruption of work.
Notwithstanding that, in the course of discussions with various stakeholders, the sense that has come across is that what was introduced as a welfare measure to help employees in times of need, is seen as a benefit that has to be availed simply because it exists.
There is, therefore, a palpable need to bring in some inhibiting feature so as to ensure that only genuinely affected employees avail of this scheme.
Towards this end the Commission recommends that CCL should be granted at 100 percent of the salary for the first 365 days, but at 80 percent of the salary for the next 365 days.
In making this recommendation the Commission has also kept in mind the fact the concept of a paid (whether 100% or 80%) leave solely for child care for a period of two years, is a liberal measure unmatched anywhere else.
The Commission notes that in the event a male employee is single, the onus of rearing and nurturing the children falls squarely on his shoulders. Hence extension of CCL to single male parents is recommended.
Moreover, the Commission recognizes the additional responsibility on the shoulders of employees who are single mothers.
Accordingly, it is Report of the Seventh CPC 365 Index recommended that for such employees, the conditionality of three spells in a calendar year should be relaxed to six spells in a calendar year.
Child Care Leave – Detailed Questions and Answers
What is the purpose of CCL ?
Purpose of CCL is taking care of “up to two children for rearing or to look after any of their needs like examination, sickness etc.
Top developments on CCL
- 7th CPC Child Care Leave: Special Allowance for Women June 27, 2019 Read more…
- FAQ on CCL : Whether CCL can be claimed as a matter of right? May 11, 2019 Read more…
- CCL Proceed on Foreign Travel – DoPT Clarification Orders Dt. 3.4.2018 May 11, 2019 Read more…
- Child Care Leave (CCL) – Clarification DOP Order Dt. 18.4.2018 May 11, 2019 Read more…
- Child Care Leave – All Q & A Discussed on 4.5.2019 May 5, 2019 Read more…
- Amendment in (Child Care Leave) CCL – Railway Board Orders February 25, 2019 Read more…
- Child Care Leave – Clarification on Minimum Residency Period February 25, 2019 Read more…
- Single Male Employees to get Child Care Leave December 26, 2018 Read more…
- Clarification on Child Care Leave – Railway Board October 31, 2018 Read more…
- Maternity Leave and Child Care Leave to Women Employees August 12, 2018 Read more…
- Child Care Leave – DoPT Clarification Orders on 22.6.2018 June 28, 2018 Read more…
- Availing LTC During CCL – DoPT Order dt: 3.4.2018 April 12, 2018 Read more…
- Child Care Leave – NC JCM writes to Govt. of India August 9, 2017 Read more…
- Proposals on Child Care Leave (CCL) and Maternity Leave – Dopt OM on 1.4.2016 April 4, 2016 Read more…
- Clarification on Child Care Leave – Dopt issued orders on 12.1.2016 January 12, 2016 Read more…
- 7th Pay Commission Recommendations on Leave and Holidays December 6, 2015 Read more…
- Child Care Leave to WB Female Teachers at par with CG Employees July 23, 2015 Read more…
- Central Govt employee opts for a surrogate child – What says CCS (Leave) Rules..? November 11, 2014 Read more…
- Child Care Leave, introduced by the 6th CPC, was a boon for women employees. April 7, 2014 Read more…
- SBI introduces sabbatical leave to female staff; may extend to males January 10, 2014 Read more…
- No proposal to introduce ‘Parents Care Leave’ on line of ‘Child Care Leave’ – Central Government December 24, 2013 Read more…
If any woman is unmarried and adopts child weather she will be authorized for ccl
I am a single mother my husband has expired 10 years back and I have exausted 360 days CCL when my son was small now my son is in Xth std n I am in need of CCL but my 20% of salary will be deducted which is not fair since my family is totally depends on my salary as I don’t get any pension since my husband was pvt employee. Kindly relax 20% of deduction to single mothers instead of granting in 6 spells.
What if the employee is a male with a differently abled child and the child’s mother is living elsewhere? Does that not make the male employee at par with Single fathers, though not “Unmarried / Widower / Divorcee”? What should he do in such a case to avail the CCL and discharge his duties as a father of a differently abled child?
It is recommended in 7th CPC report, but not approved.
I work as a Junior Engineer with Bharat Sanchar Nigam Limited at Nagpur (Maharashtra). I had appealed to the Board of Directors, BSNL for Grant of Child Care Leave so that I could look after my child in his mother’s absence (mother is pursuing a course pertaining to the child’s disability at Delhi, resides at a hostel, and needs to focus on her studies). I would like to apprise you that BSNL follows the CCS (Leave) rules by Govt. Of India set by the DoP&T. As per the DoP&T Notification Dated.11.12.2018, CCL is available for Single Male Govt. Servant. The notification defines Single Male Government Servant as an unmarried or widower or divorcee Government Servant.
To my dismay my plea was rejected by my organisation citing the reason that I am “not a Single Male Government Servent, as such” and hence not covered under the existing provisions. It is rather painful and unfortunate that the very principle behind the provision of CCL single male employees is being ignored and only the rule is being adhered to; the letter observed, but the spirit relegated into oblivion.
I have been writing to DoPT, MoSJ and places, and have been running from pillar to post What should be the correct course of action?
Soliciting your kind advice.
Regards, DEEPAK – 9423194988
If your wife is not availing CCL you can write your Controlling Officer. if he recommends to DoPT then it may allow as a special case for you.
A Gazzaat Notification stated that 20% salary deduction after 365 days CCL availed. Whether it is a govt. order for deduction of salary.
If the purpose of child care leave is take care of child when he is sick extra money is required to treatment of child but when extra money is required our salary is also deducted 20 % this is not fare.
what is the implementation date of recovery of 20% of salary after availing 365 days CCL? Whether it is 01.01.2016 or not?
If an Women Employee availed her 365 days CCL up to before 7 th cpc, and start using her beyond 365 days CCL before 7 th cpc, now her salary paid beyond 365 days will be recovered.
This is to inform you that it has so many restrictions are there 1) It may not be granted in more than three spells in a calendar year. 2) It will be given for two children in full service. upto the eighteenth years of child.
3) More over after maternity leave it will be given continues with the medical certificates of the child’s heath from CHGS/Doctors will not give continues certificate if the condition of child is more sevior. 4) The Controlling Officer/Head of the Department may not sanction due to the condition of Office staff position.. 5) After the Maternity leave in CCL period of 180 days increment will be postponed to next year only. In any one of the condition it will not be taken/sanctioned by the individual/Officer or continues leave in first 365 days. So your question does not arise to is purview. In view of this there’s no orders to deduction of 20% of salary after 365 days.
I am an officer in Punjab and sind bank. I am blessed with a baby boy on 22nd November. Now I want to take leave for child care. My maternity leave has been finished. Can I avail child care leave while I have 120 EL. Is child care leave is paid or unpaid.
Please also send leave application format for child care.
क्या CCL परिवीक्षाधीन कर्मचारी को मिल सकती है ।
परिवीक्षा काल में ली गई CCL का वेतन देय होगा या नहीं।
After maternity leave if the child is sick CCL will be given. More than continues 180days increment will be postponed to next year July only. It will be given in 3 spells in a year for 2 children upto the age of 18years.
Mera divorce ho chuka h mein delhi government mein employee hu mera son 6 years ka h kya mujhe ccl mil sakti h kaise
As per the Court decision if your son can stay with you & also as per the employee you can avail CCL with the reason of your son’s education purpose or his sickness with medical certificate you can avail it, in three spells in a year, if your Head of the Officers sanctions your CCL. (It cannot be asked as a matter of rights).
Child care leave को लेने के लिये madical certificate dr का लगाना आवश्यक है क्या ।इस से सम्बंदीथ पत्र हे क्या।
If you got the CCL for reasons of child sick you should get the medical certificates, if you are in covered CGHS you give the prescription from dispensary is enough.
Sir, can I take 730 days CCL continuously in one spell? I have adopted a baby and do not intend to avail CCL in future. Thanks in advance
No, it will be given 3 spells, for two children. After 365 days, only 80% of salary will be given and moreover after on the basis of 180 days annual increment will be postponed to every next years.
Do you have any letter regarding postponement of increament due to availment of ccl beyond 180 days
It is in the increment rules as standard.
Is there any formal letter regarding recovery of pay who have consumed more than 365 ccl.
Not yet issued but it is only recommended. Moreover it will be sanctioned 3 spells for 2 children and after every 180 days annual increments will be postponed to every next years. Moreover it will not be sanctioned by the authorities due to the work load of available staff.
IS CCL eligible for staff on deputation from PSUs to Central Govt