Dear friend,
" Notice Period " being the predetermined period of transition between the date of receipt of the orders of termination or letter of resignation as the case be and the last working day of the employee, it is not a different phase in respect of conditions and benefits of employment are concerned. In this perspective an employee, during the phase of his notice period, is entitled to avail any leave at his credit that would otherwise get lapsed.
But the prevalent industry practice is that sanction of leave is denied during notice period for reasons like compelling the outgoing employee to tie up any loose ends, imparting orientation to the substitute, getting no objection certificates from various internal departments etc. However, reasons like sudden illness, personal accidents etc., can justify the grant of leave applied for. In such situations, I am sure that no employer would be indifferent or inhuman. Restrictions are placed, in general, to discourage the tendency to enjoy leave during notice period simply for the sake of its availability. One should remember that no leave can be claimed as a matter of right nor it can be simply rejected mechanically. It depends.