Hi Indranil First of all I believe that you have been badly hurt by your HR. I always have an opinion for HR, that in any such case, always should remain calm and try to understand the employee point and make him understand the actual policy/reason. In your case Indranil, during notice period no leave are acceptable, but surely if you have to go for any urgent work, you could be permitted for the same, but then your notice period will be extended. To justify my statement - 1. Notice period is actually a hand over period. Further it is not only question of hand over but also you are required to finish off your present work within limited period of time and train the new person. Now think that is it possible that you be given leaves you want and again you have to finish the work as defined here above. 2. Rules are made for all and not for one person. If you have 20 leave pending, you can avail them if permitted as you stated and finish off your notice period. Is it possible in that case that you complete the work as stated in point no.1 in this case. 3. As you have point that during employment period if you are permitted leave, why not during notice period. but again here the limited time period problem arrives, whereas during employement period company has assurance that you will come down and finish off you work, but do the company have assurance that after notice period you will come and finish off your work? 4. As a good HR and company policy, a company may permit you to go for some urgent work during notice period, but then it needs to extend the notice period, as you have to finish off your work as stated in point no.1. I believe you may have got the point and answere to your questions. Regards Meghal