Haryana Contractual and HKRN Policy: Merit Points, Leave, Wages and Term

The Deployment of Contractual Persons Policy, 2022 as amended on 13 May 2025, explained in plain words: who is covered, how the merit list works, what you are paid, your leave, the term, and what your family gets.

Which text applies? The policy was notified on 30 June 2022 and amended on 26 October 2023 and again on 13 May 2025. This guide gives both the original rule and the 2025 rule where they differ, and says which applies now: the 2025 text. The 2023 amendment is not in the papers used for this guide, so if something here looks different from what your office tells you, ask for the latest consolidated policy from the Nigam.

What is the Deployment of Contractual Persons Policy, 2022?

Fresh engagement under the old Outsourcing Policy was stopped on 28 September 2021 because the policy was being revised. The Human Resources Department then notified the Deployment of Contractual Persons Policy, 2022 (Notification No. 16/91/2021-3GS-II, 30 June 2022, signed by the Chief Secretary), effective 1 April 2022. Under it, contractual manpower for Haryana Government departments, boards, corporations, PSUs, missions and authorities is deployed through the Haryana Kaushal Rozgar Nigam Limited (HKRNL), the "Nigam".

The object, as amended in 2025, is to provide quality and skilled manpower to Government organisations and the private sector, in India and abroad, and to encourage self-employment through entrepreneurship. The original object was to meet short-term unskilled and semi-skilled manpower requirements, including emergent needs, not above the job role of Level-III.

Who is covered

Any department, board, corporation, PSU, mission or authority can deploy manpower for any job role of Level-I to Level-III, whether or not the role is listed in the annexures of Nigam wage rates.

Who is not covered

• Service Level Agreements made through tender, such as cleaning of premises or housekeeping, that do not mention a number of manpower (the policy does apply if the number of Level I, II or III persons is stated).
• Skilled or highly skilled and administrative job roles above Level-III.
• Persons deployed under project or scheme guidelines, such as NHM or HRDA, and persons under a Centrally Sponsored Scheme.
• HARTRON professionals working under the Information Technology Department job-work policy (the 2022 text said persons deployed through HARTRON against a sanctioned post).
• Persons engaged under Outsourcing Policy Part-II.
• Part-time contractual workers such as Anganwadi workers and part-time water pump operators.
• Retired employees whose appointment and pay are governed by the Haryana Civil Services Rules, 2016.
• Interns, apprentices and Young Professionals.

For those groups, their own service byelaws, rules or project guidelines apply.

Who does what: the office, the Nigam and the deployed person

There is no employer and employee relationship between the Nigam and the deployed person, says the definitions clause. The office where you work is the "indenting organisation". The Nigam is the Government-approved agency that deploys you and pays you.

The indenting organisation

• If it wants more than 50 contract workers, it must be registered as a Principal Employer under section 7 of the Contract Labour (Regulation and Abolition) Act, 1970.
• It works out its requirement on staff or work norms and gets prior approval of the Finance Department through its Administrative Secretary. For clerical staff, the Administrative Reforms Department's norms apply. Persons already deployed get ex-post facto approval.
• It places the indent on the Nigam portal with the Finance approval, the number, job roles, district, period and the budget for wages under the Contractual Services budget head 69.
• After you join, it informs the Nigam on the portal, and the portal generates your identity card.
• It keeps your monthly attendance and appraisal, and uploads them. In case of negligence or misconduct, it informs the Nigam, which can act after a show cause notice, and can remove you before the term ends.

The Nigam

It is registered as a contractor under the Haryana Labour Department (section 12 of the CLRA Act) and runs the portal for indents. It verifies the documents of registered candidates before issuing the Deployment Offer Letter (DOL), arranges training and, under the 2025 text, entrepreneurship linkages, and has Contract Service Rules that state clearly that the engagement is fixed and short-term, with no claim to regularisation.

Under the 2022 text the indenting organisation also verified your documents, qualification, experience and character before allowing you to join. The 2025 amendment removed that line and left only the Nigam's verification before the DOL.

Wages, EPF, ESI and the 7th-of-the-month rule

• Wages equal the applicable Nigam wage rates for your job role. People already deployed under Outsourcing Policy Part-I drawing higher wages keep that wage if they are deployed afresh in a job role of the same level.
• The employer share in EPF, where admissible under the Provident Fund Act, and ESI are also admissible. Ex-servicemen covered under the Ex-servicemen Contributory Health Scheme are excluded from ESI.
• Job role titles are not comparable to any regular post, so there is no claim to equal pay.
• TA/DA, life insurance and medical insurance are as per the Nigam Contract Service Rules.

The 7th of every month

The office must pay the indent cost to the Nigam by the 7th of every month. Original rule (2022): if it did not, the Nigam could withdraw the manpower and/or charge a penalty of Rs 50 per day per deployed person. Current rule (2025): the Nigam is at liberty to withdraw the deployed manpower, and the Rs 50 penalty is gone. The office also follows GST and TDS rules when paying.

The Nigam charges the office a service charge of 1% of the monthly wage amount (excluding GST). It is paid by the office and does not come out of your wage. On a bill of Rs 1,00,000 it would be Rs 1,000, an illustration of the rule and not a figure from the policy.

Leave entitlement for HKRN contractual staff

In addition to public holidays, restricted holidays and a minimum of one day off a week, a deployed person can take one day of casual leave and one day of medical leave in each calendar month, subject to a maximum of 10 days casual leave and 10 days medical leave in a calendar year. The yearly ceiling is lower than the twelve days that twelve months would add up to.

The policy does not say unused leave can be carried forward, and it does not allow encashment. Female contractual persons are also entitled to maternity leave under the Maternity Benefits Act, 1961. The duration and conditions then come from that Act: see the Maternity Benefit Act guide, which explains 26 weeks of leave, the 80-day condition and how the benefit is worked out. The Leave Rules, 2016, for regular employees do not apply to you.

Term, extension and no claim to regularisation

In the first instance the deployment lasts one year or the period in the DOL, whichever is earlier, and then ceases automatically with no claim to continuation or consequential benefits.

1. Two months before the term ends, the indenting organisation sends an extension request through the portal.
2. The request is based on your monthly performance appraisal and your consent.
3. It is for a specified period of up to one year and needs the approval of the Finance Department.
4. The Nigam extends the term on the portal.

An extension needs a good appraisal, your consent and Finance approval together. Without them the term simply ends. The policy says twice that you have no legal right to claim regularisation: once in clause 5.9 and again in clause 6.6 on the Nigam's service rules. When the term ends and is not extended, you stand relieved and are a fresh candidate for future requisitions. Diary the date that falls two months before your term ends.

Age limit and qualification

The lower age limit is 18 and the upper age limit 42, with relaxation in the upper limit for reserved categories as per Government instructions issued from time to time (the 2025 addition; the number of years is not in the policy).

So if a Level-II person turns 58 on 10 March, deployment ends on 31 March. The essential qualification is the one given against the job role in the annexures, or as prescribed by the indenting organisation, and experience can be part of eligibility. Note 1 under each annexure asks for Hindi or Sanskrit as one of the subjects in Matric, or Hindi in the higher standard.

Merit points: the 2022 scheme and the 2025 scheme

When there are more candidates than posts, the Nigam ranks candidates by points. Experienced candidates of the same job role come first; the points apply to other eligible candidates.

Current scheme (13 May 2025): 80 points

An honest note on skill points. The printed table says 10 for this head, but the detailed paragraph says a maximum of 5 for the skill certificate and 5 for the higher qualification. Read together, you reach 10 only if you have both. Ask the Nigam how the portal applies it. The minimum qualification is 8th pass, except for sweeping-nature job roles. Every Municipal Corporation counts as a separate Block.

Original scheme (2022, Annexure-D): 150 points

The 2025 text has no socio-economic and no MAPUY points. In the 2022 policy, "family" means, for a man, himself, father, mother, wife, unmarried brothers and sons; for an unmarried woman, herself, parents and unmarried brothers; for a married woman, herself, husband, in-laws, unmarried brother-in-law and sons; and for a divorced woman, herself, parents, unmarried brothers and sons. The income recorded under the Haryana Parivar Pehchan Act, 2021 is taken as conclusive proof.

Tie-breaks

The 2022 order was: MAPUY beneficiaries first, then higher age in days, then lower family income, then rural residents. The 2025 amendment did not restate it, so ask the Nigam whether the first item still applies. If no CET-qualified candidates are available, the list is made from eligible candidates already with the Nigam or invited by open advertisement.

Merit points calculator

Consent, offers and debarment

Before recommending you, the Nigam seeks your consent by SMS or email. If you do not respond within the period in the Contract Service Rules, you are presumed unwilling, and the penalty for silence is a spell out of the merit list:

Keep your mobile number and email updated on the portal. The consent clause is the one where a missed message costs the most.

Experienced candidates and porting of existing staff

People who were under regular engagement on 31 March 2022 and whose services are still required can be ported to the Nigam portal by the indenting organisation. The Nigam then deploys them again, or lets them continue in the same organisation on the same or a similar job role, on the organisation's recommendation and Finance approval conveyed within 7 days. If a person lacks the educational qualification now prescribed, it is relaxed if he has at least three years of experience in the same job role in any Haryana Government department or organisation. This does not apply where a Service Level Agreement exists or posts are sanctioned in a pay scale.

For a fresh indent of a district, the order is: first, experienced candidates of the same job role from any Haryana Government organisation, residing in the same district, in order of experience; second, experienced candidates from any district of Haryana; third, the merit list of other eligible candidates. Chandigarh and Panchkula count as one district. If suitable registered candidates are not available, the Nigam advertises in at least two newspapers, one English and one Hindi.

Reservation and the backlog rule

Reservation is followed at State level for every job role level and not at district level. It is not a selection by written examination, so deployment of a reserved-category candidate on own accord does not apply. Where a suitable horizontal-category candidate is not available, a vertical-category person may be deployed, and where a specific reserved category is not available, another category is deployed.

Re-deployment and change of job role

New in 2025: if a person resigns of his own accord and later seeks deployment again, he is considered on merit. If a term ended and was not extended or re-deployed because a regular person was appointed or otherwise, he is considered again on merit. But where deployment was terminated before completion of the term for misconduct or poor performance, he is not considered for further deployment. A person on a Level-I job role can also apply for a higher level for which he is eligible, and is considered on merit.

Compassionate deployment or Rs 3 lakh financial assistance

Under the 2025 clause 12, if a contractual person dies, the family can choose either compassionate financial assistance of Rs 3.00 lakhs or compassionate deployment to a job role of lower or identical level. It is either-or. The 2022 policy had no money option.

The Nigam may also deploy people on compassionate basis, out of turn, up to 10% of the requisitions received in a calendar year for each job role, only in emergent situations that are brought on record and verified, with the approval of the Chief Secretary (Human Resources Department). In 2022 the approval came from the Skill Development and Industrial Training Department. The policy gives no form or procedure, does not say who counts as "family" and does not set a time limit, so do not assume any. Inform the office and the Nigam in writing with the death certificate and proof of relationship.

Job roles, Levels I to III

Indents can be placed only for job roles listed in the annexures, as amended. For an unlisted role the organisation uploads details on the Nigam portal, and the Nigam, with approval of its Board and the Finance Department, may create the role considering minimum qualification and nature of duties.

Annexure A: Level-I

Annexure B: Level-II

Annexure C: Level-III

Grievance, private sector and relaxation

• Grievance. The Nigam sets up a grievance redressal mechanism with a designated authority and a help desk. Disputes fall under the jurisdiction of Panchkula, Haryana.
• Private sector. The Nigam can deploy to private organisations, in India or abroad under the 2025 text (in India only under the 2022 text), on terms mutually agreed.
• Training. Under the 2025 text the Nigam gives pre-departure orientation in soft skills and the job role, and links registered candidates to entrepreneurship programmes.
• Relaxation and amendment. The Government of Haryana in the Human Resources Department can amend the policy, clarify it and grant relaxation.

If you are a woman worker, also read the Maternity Benefit Act guide. For treatment costs, the medical reimbursement guide explains that adhoc and contractual staff cannot take a medical advance under the regular policy, so check your own terms.

Frequently asked questions

Last reviewed 24 October 2026. An independent guide, not an official Government of Haryana website. Always rely on the latest official notification.