For modern government employees, the “work-life balance” argument is no longer a luxury but a necessity. Unions have pointed out that current leave structures are out of sync with the realities of 2026, especially for single parents and those caring for children with special needs.

The CCL Reform: From 730 Days to a Flexible Model?

Under existing 7th CPC rules, female employees (and single male parents) are entitled to 730 days of Child Care Leave. However, the 8th Pay Commission is being urged to reconsider two major pain points:

• The Salary Cut: Currently, 100% salary is paid for the first 365 days, but it drops to 80% for the next 365. Employees are demanding 100% pay for the entire duration.
• Eligibility Extension: There is a strong push to allow CCL to be utilized until the child turns 22 (instead of 18), especially for higher education and career guidance phases.

Transport Allowance (TA) vs. Fuel Inflation

The 8th CPC is also expected to address the massive gap between current TA rates and actual commuting costs. With fuel prices and public transport fares rising significantly over the last decade, the current fixed-slab system is under fire.

The “Work From Home” Inclusion?

Reliable sources suggest that the 8th Pay Commission might be the first to officially define “Hybrid Work” or “Remote Work” allowances. If implemented, this could lead to a new category of utility reimbursements for internet and electricity for employees who are required to work from home periodically.