Haryana Model Online Transfer Policy 2026: the complete guide

The policy that now decides who is transferred, when and where, explained clause by clause in plain words, with a calculator to work out your own merit points.

What is the Haryana Model Online Transfer Policy 2026?

The Model Online Transfer Policy, 2026 was notified by the Human Resources Department on 25 June 2026 (Notification No. 15/27/2018-4HR-I, Haryana Government Gazette Extraordinary No. 99-2026). It was signed by Anurag Rastogi, Chief Secretary, and issued under Articles 162 and 166 of the Constitution. If you work in a Haryana government office, this is the document that now decides who gets transferred, when, and to where.

Clause 1 states the idea in one line: use the staff of a cadre in the best way, through a transparent mechanism, so that offices work better, employees are more satisfied and public service improves. In practice, transfers no longer move from table to table as a file. They run through an online platform linked to HRMS, and your rank comes from points the system works out, not from who you know.

Clause 9 repeals the Model Online Transfer Policy 2025 (notification of 23.05.2025) and the instructions issued under it. Anything already done under the old policy is treated as validly done under the new one. Where the new policy conflicts with any other transfer or posting instruction for a covered cadre, the new policy prevails.

This page explains the policy in plain language. The Gazette text is the final word, and the Human Resources Department is the authority for any doubt about what a clause means.

Who does the policy cover?

Clause 2(i): all employees working on a regular basis in a cadre where the sanctioned strength of the post is 50 or more, in any department. Two points people often miss:

• It is the cadre strength that counts, not the size of your office. If the cadre of clerks in your department has 50 or more sanctioned posts across the state, clerks are covered even if your own office has four.
• It is for regular employees. Contract and outsourced staff are not part of this policy.

Left out by name: All India Services, the Haryana Civil Services (Executive Branch) and Allied Services. A cadre can also be taken out if the department has the prior concurrence of the Human Resources Department. Clause 2(ii) lets HRD bring a cadre of fewer than 50 posts under the policy if it thinks fit, so a small cadre is not automatically safe. Under clause 2(iii), all posts of a cadre including headquarters posts go into the drive.

Clause 2(iv) puts HRD in charge of a list of covered cadres, approved by the Chief Minister. For every cadre that list fixes the minimum tenure, the prescribed tenure and the unit or units (office, tehsil, block, district or division). So the tenure that applies to you is not printed in the policy. It is in the HRD list for your cadre, and your Nodal Officer or establishment branch can tell you.

Key terms in the policy

• Blocked posts: posts that are not offered as vacancies in an online drive.
• Competent authority: the Administrative Secretary of the department.
• Immediate family: everyone who shares a common Parivar Pehchan number under the Haryana Parivar Pehchan Act, 2021. This matters for medical grounds and death in the family.
• Nodal Officer: an officer named by the competent authority to do the tasks under the policy. Only a Group A or Group B employee can be one.
• Transfer: a posting from one unit to another.
• Unit: an office, tehsil, sub division, block, circle, district, zone or division, as HRD prescribes. Moving between offices in the same unit does not restart your tenure.
• State cadre: a cadre whose members belong to one parent department but are posted across many departments, such as Section Officers, Accounts Officers, Auditors and Assistant District Attorneys.
• Temporary transfer: a posting made temporarily on administrative or personal grounds or in public interest, for a limited period of not more than 180 days.
• Qualifying date: the date fixed for each drive. Merit points, tenure and your initial category are all measured as on this single date, so a certificate must be valid on it.

Minimum tenure and prescribed tenure

Minimum tenure is the least period you must stay at one unit before you can volunteer for transfer. Prescribed tenure is the maximum period of stay, after which you are due for transfer. They are counted slightly differently:

For the couple case points, an "organisation" means departments of a State or Central Government, statutory bodies financed mainly from cess or Government grants (more than 50 percent of expenditure), municipal bodies and universities under Government control, and societies, councils, public sector undertakings and enterprises owned and managed by the Government. Government aided or affiliated institutions are not included, and the HRD list as on the qualifying date is the one that counts.

Categories of employees

Every employee of a covered cadre is put into a category for each drive. The category decides whether you have to take part, may take part, or do not take part.

For the first drive under this policy, HRD issues separate instructions on the Notional category. "Out of service" means compulsorily or prematurely retired, dismissed, terminated or deceased, on the qualifying date or during the drive.

If you fit more than one category

In plain words: becoming notional or surplus overrides the earlier category, becoming protected turns you into a voluntary participant with the full 120 points, and becoming excluded takes you out of the drive. Participating employees are Deemed, Voluntary who opted Yes, Surplus and Notional. Non-participating are Voluntary who opted No, Minimum Tenure Not Completed and Excluded.

The protected category

This is the policy's safety net for people who would find a transfer very hard. It does not exempt anyone automatically. It gives choice. Any one of these puts you in it:

1. Close to retirement: due to retire on reaching superannuation age within 18 months of the qualifying date.
2. Serious illness: under treatment for cancer, undergoing dialysis, by-pass heart surgery in the last 2 years, or an organ transplant.
3. Disability of 70 percent and above, of any kind defined in the RPwD Act, 2016.
4. A woman who is a widow with her youngest child up to 10 years of age.

Protected employees are treated as voluntary: you take part only if you opt Yes, and if you do nothing you are not considered in that drive. Your merit points are fixed at 120, the maximum, whatever your actual score. During rationalisation you are ordinarily not displaced without your consent, but only if protected employees are not more than 50 percent of the surplus group in that unit. Keep the valid certificate ready (a Medical Board of AIIMS, PGI Chandigarh, PGI Rohtak or a Government medical college in Haryana, Delhi or Chandigarh) and get HRMS updated before the first list. Retirement is checked from the date of birth in HRMS, so a wrong date of birth can cost you the protection.

How the 120 merit points are worked out

Clause 4 decides your rank, and the later allocation of units runs entirely on this rank.

• Age points (Table B) = (days from your date of birth to the qualifying date ÷ 365) × ½. The 30-point maximum is reached at 60 years. A person aged 40 gets about 20 points.
• Experience points = days from your date of joining in the cadre to the qualifying date ÷ 365. The maximum of 30 is reached at 30 years in the cadre. The date of joining in the cadre is what counts, not your first government job.
• Special factors (Table C) add up to 60 points, explained below.

Age and experience are each worked out up to four decimal places.

A worked example

An employee born on 15 August 1985 joined the cadre on 1 April 2010. The qualifying date is 1 January 2026. She is a woman and her husband is a regular government employee posted in Haryana.

• Days from birth to qualifying date: 14,749. Age points = 14,749 ÷ 365 × ½ = 20.2041
• Days from joining the cadre: 5,754. Experience points = 5,754 ÷ 365 = 15.7644
• Special factors: female 10 + couple case 10 = 20

Total = 20.2041 + 15.7644 + 20 = 55.9685 points.

If two employees have the same points

The older employee ranks first. If still tied, the female employee. If still tied, the first name in alphabetical order.

Special factor points

Special factors can add up to 60 points to your 120. Each positive factor carries 10 points, and a major penalty takes away 10.

The medical certificate must be valid on the qualifying date and issued by a duly constituted Medical Board of AIIMS, PGI Chandigarh, PGI Rohtak or a Government medical college in Haryana, Delhi or Chandigarh. An employee with 70 percent or more disability falls in the protected category and gets 120 points instead.

The 24 diseases of debilitating nature (Annexure-I)

Chronic heart diseases including cardiomyopathy and heart failure; chronic cardiac dysrhythmias; interstitial lung disease; cystic fibrosis; cirrhosis of liver; chronic renal failure; epilepsy; paraplegia, quadriplegia, hemiplegia; Parkinson's disease; degenerative disorders of the nervous system such as motor neuron disease; chronic demyelinating disorders of the central and peripheral nervous system; autism spectrum disorders; cerebral vascular accident; multiple sclerosis; myopathies; thalassemia; haemophilia; aplastic anaemia; cancer of all types; schizophrenia; AIDS; organ transplant (heart, liver, kidney, lung, intestine, pancreas, bone marrow); Behcet; and muscular dystrophy. The same list is used for a temporary transfer on medical grounds.

Transfer merit points calculator

Enter your dates and tick what applies. Everything runs in your browser and nothing is sent anywhere.

The eight stages of a transfer drive

The whole drive runs on an online platform integrated with HRMS. Each stage has a fixed number of days.

Stages 1 to 3: list, data check and voluntary choice

The Nodal Officer creates the drive, and within 7 days the department updates the data of units, posts and employees. A preliminary list is published showing each employee's merit points, tenure and initial category. You then have 5 days to validate your data or object, using an OTP. If you do not validate in time, the data decided by the Head of Department becomes final for that drive. The Head of Department decides objections and the Nodal Officer publishes the decisions within 7 days. If you are still not satisfied you may object once more within 3 days, and that decision is final. After this no more representation on merit points, tenure or category is entertained for that drive. The whole stage must end within 20 days. Look at date of birth, date of joining in the cadre, tenure at the unit, category, marital or spouse details, medical certificate and any penalty entry. Compare them with your service record before the OTP window closes.

In stage 3, the voluntary category, including protected employees, is asked for consent by OTP and gets up to 5 days. If you do not exercise the option you are not considered in the ongoing drive. Deemed, notional and surplus employees take part without being asked.

Stage 4: rationalisation

Rationalisation decides how many posts are open in each unit and who has to move because a unit has too many people. The department must finish it within 15 days and the Head of Department approves it. In the first 7 days it finds the surplus and deficient posts and decides which are available for transfer and which are blocked. Where a unit has more employees than it needs, the extra employees are surplus and must take part: the employee with the longest stay in the unit is identified first, and if the stay is equal the younger employee is identified first. The department then publishes the list of vacant posts and a tentative list of participating employees (deemed, voluntary who opted Yes, notional and surplus). Within the next 3 days a voluntary employee can withdraw consent by OTP, and after that the department does the final exercise in at most 5 days and publishes the final lists of vacant posts and of participating and non-participating employees. The policy admits that this stage has an element of administrative discretion and says it must be used fairly.

Stages 5 to 7: preferences, allocation and orders

Every participating employee gets up to 5 days to give preferences of units or posts, confirmed with an OTP. Deemed employees cannot choose the unit where they already served the prescribed tenure. Fill the maximum number of preferences you can: if you give none, or do not finish in time, you can be posted to any unit under "Anywhere in the State". Leaving the form blank is a choice, and the result is the worst posting available.

Allocation is strictly by inter-se ranking within the cadre on the 120 points. The Nodal Officer checks within 5 days that every employee has a unit. If you did not get any preferred unit, or gave no choice, you get one last option from the vacancies still left, and anyone still without a unit is posted anywhere in the State. If you are allotted the very unit you are leaving, a deemed employee is not treated as transferred and must take part in the very next drive again, and an employee of any other category is simply not treated as transferred.

Orders are issued only after approval by the competent authority. All transfers must be implemented within 10 days of issue, and the Treasury Officer will not draw the salary of an employee who has not complied. No transfer or posting of an employee of the cadre can be made while the online drive is on. Only temporary deployment is allowed.

Grievance after the order (stage 8)

An employee who is aggrieved with the transfer process has 15 days from the issue of the order to represent, only through the intraharyana.nic.in platform, and only after joining at the new place of posting. The decision is conveyed within 15 days. A paper application or a message to an officer is not a channel the policy recognises.

A good representation names the drive, the order number and date, the exact point of complaint with the clause relied upon, the supporting facts and documents, and a clear request such as "correct my points" or "review my category". Remember that points, tenure and category had to be objected to in stage 2. After that, no further representation on those matters is entertained for that drive, so keep the grievance for problems that came up after the lists were final.

One-time preferred posting after marriage, widowhood or divorce

Clause 6(i) lets a female employee who has recently married, become a widow, been divorced or judicially separated ask for a preferred posting when no online drive is in process. She submits a manual representation to the competent authority (the Administrative Secretary) within six months of the event, counted from the date of marriage, widowhood, divorce or judicial separation. She becomes eligible for a preferred posting against any available vacancy as a one-time consideration. A vacancy must exist, and the facility cannot be used again for another event. Attach proof, such as a marriage certificate, the spouse's death certificate, a divorce decree or the order of judicial separation.

Temporary transfer and shifting of headquarters

When no drive is running, clause 6(ii) is the way to ask for a temporary transfer or a shift of headquarters, on three grounds only:

1. Medical: illness of yourself or an immediate family member that is on the Annexure-I list, with a certificate from a duly constituted Medical Board of AIIMS, PGI Chandigarh, PGI Rohtak or a Government medical college in Haryana, Delhi or Chandigarh.
2. Death of a member of the immediate family.
3. Less than one year left before the date of superannuation.

The request goes only on the intraharyana.nic.in platform. The Head of Department examines whether the reason is genuine and sends it to the Chief Minister with a clear recommendation, the Chief Minister decides and the department conveys the decision. A temporary transfer lasts for a limited period of not more than 180 days.

Other clauses you should know

• Clause 6(iii): any department can refer a transfer proposal to the Chief Minister in public interest or on administrative ground, and the Chief Minister can transfer or exclude any employee by relaxing the policy.
• Clause 6(iv): general online transfers are made preferably once a year. Transfers made necessary by promotion, direct recruitment or administrative exigency can be made at any time with the Chief Minister's prior approval.
• Clause 6(v): employees are liable to be transferred to any unit or post anywhere in the State.
• Clause 6(vi), HRMS data: the department must keep data updated, but each employee is responsible for the accuracy of their own credentials. HRMS data is presumed true for all purposes. If it is wrong, you can be posted anywhere in the State.
• Clause 6(viii): a department can propose extra provisions for a cadre, but HRD must approve them and they cannot dilute the policy.
• Clause 6(x): government instructions on posting in the home district are read as part of this policy.
• Clause 6(xi): all timelines must be strictly followed. The competent authority can extend them by a maximum of one month in total, after recording reasons and informing HRD.
• Clause 6(xiii): if wrong, incorrect or false data is found during or after the drive, you are taken out of the drive and posted anywhere in the State.
• Clause 6(xv): if you are due to reach superannuation within one year of the date the final transfer order is generated, you cannot be transferred without your written consent.
• Clause 6(xvi), no canvassing: you must not seek intervention except by a formal representation to the Head of Department or higher authorities. Any other attempt to influence the process is extraneous influence and may invite disciplinary action.

Clarification, relaxation and repeal (clauses 7 to 9)

Clause 7: if there is any doubt, ambiguity or difficulty in applying a provision, the Human Resources Department is the competent authority to issue the clarification or direction. A department cannot settle it by a local order that dilutes the policy. Clause 8: the competent authority (Administrative Secretary) can relax any provision, but only with the prior approval of the Chief Minister and after recording reasons. Clause 9: the 2025 policy and the instructions under it are repealed, and what was done under it is deemed validly done under the new policy.

What should you do now? Check that your date of birth, date of joining in the cadre, marital status, spouse details and any medical certificate are correct in HRMS. Find out your unit and category. Keep certificates ready in the form the policy accepts. Related reading on this site: ACP Rules, medical reimbursement and the 2027 government calendar.

Questions people ask

Last reviewed 24 October 2026. An independent guide, not an official Government of Haryana website. The Gazette notification and Human Resources Department instructions prevail.