8th CPC Postal Employees Demands Presented
Postal Employees’ Demands Presented Before the 8th Central Pay Commission
Live Briefing on the 8th Central Pay Commission – Chennai, 7 September 2026
A live briefing meeting with the Chairman, Members and senior officials of the 8th Central Pay Commission was held on 7 September 2026 at ITC Grand Chola Hotel, Chennai.
Comrade A. Veeramani, All India President and State Secretary of the All India Postal Association, along with Comrade A. Kesavan, Assistant General Secretary of the All India Postal Association, participated in the meeting and presented the important demands and detailed justification of the Postal Association for consideration by the 8th Central Pay Commission.
The submissions highlighted the significant changes in the nature of postal work, increased responsibilities, higher educational qualifications, technological requirements and the need for appropriate financial recognition of postal employees.
1. Upgradation of Postal Assistant from Pay Level 4 to Level 6
Postal Assistants perform a wide range of responsibilities extending beyond conventional clerical functions in Central Government departments. Their duties include operational, clerical, customer-service, financial and administrative responsibilities.
With the rapid expansion of computerisation, digital services, financial services and various postal products, the nature and volume of work handled by Postal Assistants have increased considerably.
The minimum educational qualification for direct recruitment to the Postal Assistant cadre has also been enhanced from Higher Secondary to Graduation, reflecting the higher level of knowledge and skills required for the post.
The 7th Central Pay Commission had recommended Pay Level 5 as the entry level for Postal Assistants, but this recommendation was not accepted at the time.
Considering the increased educational qualification, expanding responsibilities and changing nature of postal work, there is a strong justification for upgrading the entry-level pay of Postal Assistants.
Demand:
Postal Assistant – Pay Level 6
The percentage of direct recruitment from external candidates has also increased from 50% to 60%, making it important to provide an appropriate and attractive pay structure for the cadre.
2. Upgradation of LSG, HSG-II and HSG-I Supervisory Cadres
The LSG, HSG-II and HSG-I cadres perform supervisory responsibilities in addition to operational duties. The combination of supervisory and operational functions represents a distinct nature of work and involves additional responsibility.
These additional responsibilities need to be recognised through appropriate pay levels, designations and status.
The existing hierarchical pay differential between Postal Assistants and supervisory cadres should also be restored.
Proposed Pay Structure
| Cadre | Proposed Pay Level | Proposed Designation/Status |
|---|---|---|
| Postal Assistant | Level 6 | Postal Assistant |
| LSG | Level 7 | Supervisor / Manager |
| HSG-II | Level 8 | Senior Supervisor / Senior Manager |
| HSG-I | Level 9 | Gazetted Group-B |
Historically, there was a significant pay differential between Postal Assistants and supervisory cadres. Prior to the 5th Pay Commission, the entry pay of a Postal Assistant was ₹240, while that of LSG was ₹425, with intermediate pay scales of ₹330 and ₹380.
This historical structure demonstrates the need to restore an appropriate hierarchical pay differential between the Postal Assistant and supervisory cadres.
3. Upgradation of PO & RMS Accountants
PO and RMS Accountants perform specialised accounting functions and qualify for the post after successfully clearing the departmental examination.
Their duties are comparable to those performed by Junior Accountants in Postal Audit & Accounts, who have been granted Pay Level 6.
Despite their specialised qualifications and additional responsibilities, PO and RMS Accountants do not presently receive an adequate financial differential corresponding to their duties.
The Special Pay previously granted to Accountants was discontinued during the 6th Pay Commission, further reducing the financial recognition attached to their specialised responsibilities.
Historically, the entry pay of a Postal Assistant was ₹240, while that of a PO & RMS Accountant was ₹380 prior to the 5th Pay Commission, demonstrating that an appropriate pay differential existed earlier.
Proposed Pay Structure:
PO & RMS Accountant – Pay Level 7
LSG Accountant – Pay Level 8
HSG-II Accountant – Pay Level 9
HSG-I Accountant – Pay Level 10 with Gazetted Group-B status
4. System Administrator Cadre
In many Central Government departments, software and hardware maintenance and technical problem-solving are outsourced to external agencies.
In the Postal Department, however, employees possessing computer knowledge and technical expertise often perform these responsibilities in addition to their regular duties.
System Administrators handle critical functions relating to:
Software and hardware support
Network-related issues
Technical troubleshooting
System maintenance
User and system support
These additional technical responsibilities require specialised skills and should receive appropriate financial recognition.
Demands:
System Administrator – Pay Level 7
Technical Allowance – 20%
Conveyance Allowance
5. Marketing Executive Cadre
Following the submission of the memorandum, the Department of Posts constituted a separate Marketing Executive cadre, recognising the specialised nature of marketing-related work.
Marketing Executives perform duties beyond routine clerical functions and undertake field-level activities relating to promotion, business development, customer acquisition and relationship management.
Their responsibilities include acquiring new customers, promoting postal and financial services, generating business and maintaining relationships with customers.
Demands:
Marketing Executive – Pay Level 7
Special Allowance – 10%
Mobile/Data Allowance
Mileage Allowance
6. Revision of House Rent Allowance (HRA)
The classification of cities for House Rent Allowance is linked to population figures based on the Census.
The last completed Census was conducted in 2011, and the population-based HRA classification has not adequately reflected the rapid changes that have taken place since then.
During this period, there has been substantial urbanisation, accompanied by a significant increase in house rents in cities and towns.
The existing HRA classification therefore does not adequately reflect the actual housing expenditure faced by employees working in rapidly urbanising areas.
Demands:
HRA classification should be reviewed once every five years.
A uniform and scientific methodology should be developed for HRA classification until the next Census.
The existing mechanism linking HRA increases with DA increases should be discontinued.
HRA should be determined by taking into account current urbanisation patterns and actual housing costs.
7. Revision of Overtime Allowance
Following the 7th Pay Commission, the Department of Posts has issued various clarifications regarding the eligibility of Postal Assistants for Overtime Allowance (OTA).
However, the existing OTA rate of only ₹15.45 per hour is highly inadequate considering the present pay levels and cost of living.
Employees who work beyond their regular working hours do not receive fair compensation under the existing rate.
In departments such as Defence and Railways, compensation for additional working hours is calculated on the basis of the employee's pay and an appropriate hourly rate.
Demands:
The existing OTA system should be discontinued and replaced with a new “Extra Work Allowance” system.
Compensation for additional work should be calculated using a proportionate hourly rate based on the employee's actual pay.
Overall Demand for Justice to Postal Employees
The nature of postal work has undergone a significant transformation over the years. The increasing use of technology, expansion of digital and financial services, higher educational qualifications, greater operational responsibilities, specialised technical functions and expanded supervisory duties have substantially changed the role of postal employees.
However, these changes are not adequately reflected in the existing pay structure.
The Postal Association has therefore sought appropriate pay-level upgradation, special allowances, revised benefits, appropriate designations and status for the concerned cadres.
Such measures would provide fair and just recognition of the work, responsibility, qualification, skill and efficiency of postal employees and would help create a more equitable and rational pay structure under the 8th Central Pay Commission.
