Ad Hoc Employees Cannot Be Replaced By Other Ad Hoc Employees, Only By Regular Appointees: J&K and Ladakh High Court - 2025-11-07

Legal Awareness & Information.

J&K High Court Upholds Bar on Replacing Ad Hoc Staff with Similar Arrangements, Modifies Relief for Lecturers Not on Substantive Posts

Srinagar, J&K - The High Court of Jammu & Kashmir and Ladakh, in a significant judgment, has reinforced the established legal principle that ad hoc or contractual employees cannot be replaced by another set of similar temporary employees. A Division Bench comprising Justice Sanjeev Kumar and Justice Sanjay Parihar held that such temporary staff can only be replaced by regularly selected candidates.

However, the Court modified a Single Judge's order, clarifying that the right to continue in service until a regular selection is made applies only to those engaged against substantive, vacant posts, not to those hired to meet temporary needs.

Case Background

The case involved a series of appeals filed by the University of Kashmir against a Single Judge's order. The respondents, engaged as lecturers on an "academic arrangement" basis for specific sessions, had challenged the University's move to terminate their services and issue fresh advertisements for the same positions on a contractual basis.

The Single Judge had allowed their petitions, directing the University to let them continue until regular selections were made and restraining their replacement by another set of contractual employees. The University appealed this decision, arguing it had the right to make fresh arrangements each academic year.

Arguments from Both Sides

Appellants (University of Kashmir):

- Senior Advocate Syed Faisal Qadri, representing the University, argued that the lecturers were engaged for fixed terms and had no vested right to continue beyond their contract.

- He contended that undertakings were signed by the respondents, agreeing not to claim regularization.

- The University's counsel stressed that issuing fresh advertisements annually allows new, talented candidates a fair opportunity, thereby improving educational quality.

Respondents (Contractual Lecturers):

- Senior Advocate Jahangir Iqbal Ganai and other counsels for the respondents argued that replacing one set of contractual employees with another is an arbitrary "hire and fire" policy, violating Articles 14 and 16 of the Constitution.

- They asserted that experienced teachers provide stability and are more beneficial to students than new, inexperienced ad hoc staff.

Court's Analysis and Legal Precedents

The Division Bench meticulously reviewed established Supreme Court precedents, affirming the core principle at stake.

• Rejection of "Hire and Fire" Policy: The Court cited landmark cases like Rattan Lal v. State of Haryana and State of Haryana v. Piara Singh , which condemned the practice of terminating temporary employees only to re-engage others on a similar basis. Such a policy was described as exploitative and arbitrary.

• Value of Experience: Quoting Hargurpratap Singh v. State of Punjab , the Bench noted, "retaining experienced ad hoc teachers until regular appointments are made is beneficial both to the institutions and the students." The argument that new talent improves quality was dismissed as unconvincing, as frequent changes disrupt the academic environment.

• Clarification on Uma Devi Judgment: * The Court rejected the University's claim that the Constitution Bench judgment in Secretary, State of Karnataka v. Uma Devi overruled the Piara Singh ratio. The Bench clarified that Uma Devi* dealt with the regularization of illegal "backdoor" appointments and did not overturn the principle that an ad hoc employee should not be replaced by another ad hoc employee.

A Crucial Distinction: Substantive Posts vs. Temporary Need

While upholding the legal principle, the Court introduced a critical modification to the Single Judge's order. Justice Sanjeev Kumar, writing for the bench, observed:

> "The law declared by the Hon’ble Supreme Court... is in the context of such ad hoc, temporary, or contractual appointees who are engaged against substantive posts till such posts are filled up by a regular selection process."

The Court found that the respondents were not engaged against substantive vacant posts but were hired to supplement existing faculty based on temporary needs. Therefore, a blanket direction to continue them indefinitely until regular selections are made was deemed unjustified.

Final Directions

The High Court disposed of the appeals with a modified set of directions:

1. Principle Upheld: An ad hoc or contractual appointee cannot be replaced by a similar arrangement and is entitled to continue until the post is filled regularly, provided they are engaged against a substantive post.

2. No Indefinite Continuation: Since the respondents were not engaged against substantive posts, they cannot claim continuation until regular selections are made.

3. Priority for Experienced Staff: If the University needs to make temporary arrangements in the future, it must first offer the positions to the experienced respondents.

4. No Change in Nomenclature: The University is barred from replacing the respondents with other temporary staff under a different name (e.g., "guest faculty").

5. Role of Bar Council: The Court directed the University to place the judgment before the Bar Council of India (BCI) to assess the faculty requirements for its law courses and issue necessary directions for creating and filling posts.

This judgment strikes a balance between protecting temporary employees from arbitrary replacement and granting educational institutions the flexibility to manage faculty based on actual, fluctuating needs.