BSNL Board has approved the implementation of Increased IDA in BSNL w.e.f 01.01.2026.

The issue arose because DoT, instead of recommending and endorsing the orders to BSNL, sought concurrence from the BSNL Board that BSNL would be able to bear the expenditure through its internal accruals. This was firmly objected to by the General Secretary of Bharatiya Mazdoor Sangh through a letter dated 29.04.2026, citing that it is contradictory to the set norms and procedures, as DA revision is based on the inflation index and not related to the affordability of a company to bear the expenditure. BMS also demanded implementation of the revised IDA in the salary for the month of May 2026.

As Formal Board Meeting would have taken some time to be convened, BSNL Apex body decided to get the same approved through Circulation instead of waiting for a physical meeting to convene. BSNL Board has approved the proposal and the letter in this regard is being sent to DoT today for issuance of the orders.

It is also understood that future IDA increase has also been delinked with the Board approval making the future IDA increase implementation smooth without linking to any affordability clause.

We express our sincere thanks to the BSNL Management for realizing the urgent need for the implementation of the IDA increase and for taking all possible steps to expedite the same. Time and again, we have been emphasizing that this issue is procedural in nature and would definitely be taken care of by the management.

We also express our gratitude to the BMS leadership also for raising the issue firmly and squarely at higher echelons.

The larger focus of BDM remains on the resolution of issues pertaining to PPP and PRC. At the same time, we remain committed to ensuring that even smaller procedural issues do not face roadblocks and move steadily towards resolution.

General Secretary Bharatiya Mazdoor Sangh (BMS) Shri Surendra Kumar Pandey Ji writes to the Hon’ble Minister of Communications (MoC) Shri Jyotiraditya M. Scindia Ji, raising serious concerns over the continued non-implementation of the IDA increase for BSNL/MTNL employees and pensioners, despite clear orders issued by DPE dated 24.04.2026.

Click here for Letter by GS BMS

BMS highlighted that the IDA revision is a statutory, formula-based adjustment linked to CPI and not a discretionary financial decision. Despite compliance by BSNL/MTNL in updating the required details on the PE Portal, DoT has directed BSNL to place the matter before its Board to assess affordability, which is contrary to established norms and undermines the very basis of IDA revision.

BMS has strongly objected to this approach, stating that converting a mandatory wage revision into an affordability-linked decision is unjustified and will set a dangerous precedent. It was emphasized that such actions can lead to indefinite delays in future IDA revisions and will severely impact employee morale as well as financial stability of pensioners.

The letter further pointed out that pensioners draw their pension from the Government of India and not from BSNL/MTNL, and therefore linking their IDA revision to BSNL’s financial position is completely illogical and against established principles.

BMS has requested immediate intervention of the Hon’ble Minister with the following key demands:

1] Immediate directions to delink IDA revision from affordability conditions and ensure implementation through BSNL Board without delay.

2] Full implementation of DPE order dated 24.04.2026 with IDA revision effective from 01.01.2026.

3] Release of arrears along with revised payment at the earliest, preferably in May 2026 salary.

4] Clear assurance that future IDA revisions will not be subjected to such arbitrary conditions.

BMS has urged the Government to correct this deviation urgently and restore confidence among the BSNL/MTNL workforce and pensioners.

AIGETOA has submitted a comprehensive representation on HR reforms in BSNL to the HR Reforms Committee chaired by the Additional Secretary (T), DoT Government of India. The submission responds to the recent communications from DoT and BSNL Board on HR reforms and places a structured roadmap to correct long-pending anomalies in personnel management and career progression of BSNL executives.

Click here for the Letter to AST, DoT (Chairman of the Committee)

Click here for the Detailed Presentation – Structural Issues, Critical Analysis & Suggestions for BSNL

Click here for Summary of Presentation through PPT

Annexures : Annexure-1, Annexure-2, Annexure-3, Annexure-4, Annexure-A

AIGETOA, has underlined that the representation captures the ground realities of BSNL’s executives and suggests practical reforms aimed at both organizational sustainability and employee motivation. The association has also requested an opportunity to present the issues and proposals in person before the Committee.

AIGETOA highlighted that despite having a highly qualified, experienced and committed workforce, BSNL continues to suffer from deep-rooted structural issues in governance and management. The continued dependence on officers on deputation for key decision-making roles for more than two decades has resulted in lack of ownership, weak accountability, and discontinuity in policy implementation.

The association strongly brought out the issue of severe career stagnation wherein a large number of executives have received only a single promotion in their entire service span. The situation is further aggravated due to non-filling of vacancies, with around 1000 DGM posts lying vacant, coupled with absence of a time-bound and structured promotion policy.

AIGETOA also raised serious concerns regarding the discriminatory HR practices prevailing in BSNL, particularly the dual pay structure between BSNL executives and officers on deputation. While officers on deputation continue to draw benefits as per Central Government norms, BSNL executives are governed by outdated and inadequate pay structures, leading to widespread dissatisfaction and erosion of morale.

It was further highlighted that recommendations of various committees constituted over the years have largely remained unimplemented, resulting in policy inertia. The increasing trend of lateral recruitment at higher levels has also created a trust deficit among internal executives and has adversely impacted the natural career progression framework.

AIGETOA has placed concrete and implementable suggestions before the Committee, including introduction of a time-bound promotion framework with provision of maximum residency period and personal upgradation, immediate filling of all vacant posts across levels, and adoption of CPSU-aligned promotion policies to ensure structured career growth.

The association has also recommended a calibrated and time-bound phase-out of the deputation system and development of a stable, internally driven leadership framework. It has been emphasized that leadership roles must progressively be filled from within BSNL to ensure continuity, accountability, and institutional strength.

Further, AIGETOA has demanded implementation of the 3rd PRC, removal of dual pay structure, and revision of outdated allowances such as TA/DA, HRA, transport allowance, and other benefits in line with present-day realities. Recruitment policies should be aligned with CPSU practices, with focus on entry-level recruitment and restricted lateral entry only in specialized non-core areas with proper benchmarking.

The need for a robust accountability framework was also emphasized, wherein performance of senior leadership is directly linked with organizational outcomes through defined KPIs. Transparent and merit-based selection mechanisms for leadership positions have also been proposed to strengthen governance.

AIGETOA reiterated that the revival of BSNL is intrinsically linked to empowerment of its internal workforce through fair, transparent and equitable HR policies. The association has requested the Committee for a detailed interaction to present its submissions and deliberate on the critical issues in detail.

AIGETOA firmly believes that without comprehensive HR reforms focusing on inclusiveness, accountability and internal capacity building, long-term sustainability and growth of BSNL cannot be achieved.