Thanks for your response. Actually in the instant case the sanctioning authority do not have any reservation to sanction, however, he is requesting a clarification regarding admissibility vis-a-vis policy issue. Unfortunately, the service condition remains uncovered. My immediate reaction was if the employee is otherwise eligible (suppose if he had not submitted the resignation) better to allow leave. Also in the present situation in case of resignation only 50% of EL in credit is allowed for encashment. So, also ethically it is inappropriate to disallow. I am also averse to extend the notice period as one employee has enjoyed/approached for leave for part of notice period. However, one Sr Executive is of the opinion that the leave is not allowed during the notice period and there are case law in this respect. However, I put forth few situation defending my point, 1) The employee may ask EL/PL on medical ground in absence of sick leave. - One can argue by introducing medical check up etc. 2) The employee may ask EL/PL for dependent's treatment - the employer can not force a medical check up in this case. 3) The outgoing employee may ask for EL/PL for personal reason or most generously ask for preparatory leave prior to join new end - if the situation (1) and (2) is agreed then why we refuse in (3) case. After all, why I should put my head on such trivial matters. Definitely, one needs to keep parity before decide. Also refusal of post-sanction may open a new dimension regarding the service continuity of the relevant period and may create problem for post separation terminal settlement. Summing up I mean if enjoying such leave is not a act of indiscipline or against the interest of orgn. better to grant it. Only because somebody tendered resignation does not entails the management to refuse the leave - that I believe. I approached because I simply wanted to know existence of any such case law to check veracity of my interpretation. Thanks again to you all.