# 24 Rajasthan Police Constables Resign to Take Up Peon Posts in Health Department

> Seeking fixed working hours and relief from persistent occupational stress, twenty-four police constables in Rajasthan have submitted resignations to join the health department as class four staff.

**Type:** article · **Category:** Rajasthan · **Published:** 2026-09-30 · **Source:** TrendKia
**Canonical:** https://trendkia.com/en/rajasthan/rajasthan-men-24-pulisa-kanstebalon-ne-diya-istipha-svasthya-vibhaga-men-chaparasi-ki-naukari-ko-di-tarajiha-40454 · **Language:** English
**Tags:** Rajasthan Police, Constable Resignation, Health Department Recruitment, Peon Recruitment, Workplace Stress, Mental Health, 7th Pay Commission

Mounting workload, unpredictable schedules, and the toll on personal life are prompting personnel within the Rajasthan Police to reconsider their career trajectories in favor of lower-tier government roles. The extent of this workplace strain became evident following the declaration of results for a class four staff recruitment drive conducted by the health department. Among the successful candidates are twenty-four serving police constables who have decided to leave their law enforcement duties behind. These personnel have tendered their official resignations to take up positions as peons within the state healthcare system.

## Marginal Pay Gap Versus Better Quality of Life
The implementation of recommendations under the 7th Pay Commission has substantially narrowed the wage disparity between different government service cadres. Currently, the pay scale distinction between a police constable and a class four healthcare employee stands at a nominal ₹700. For many officers, this minor monetary difference does not justify the relentless physical and mental exhaustion associated with active policing. A peon position offers a structured eight-hour workday alongside reliable weekend breaks and public holidays. In contrast, personnel in the police force frequently endure shifts extending from 16 to 24 hours under continuous operational readiness, which severely disrupts personal routines.

## Widespread Participation Across Other Government Departments
The health department conducted the recruitment examination for 7,903 class four vacancies, ultimately selecting 53,749 candidates across various categories. The pool of selected applicants is not restricted to police constables alone. It includes eleven personnel from Railway Group-D, alongside one employee each from the Central Reserve Police Force, Border Security Force, Income Tax Department, and SPM. A significant motivation for these candidates is geographic stability. The health department operates an extensive network of Primary Health Centres and Community Health Centres at the block and village level, offering selected staff a realistic prospect of serving within their native districts without the constant threat of distant transfers.

## Occupational Hazards and Health Complications in Policing
Demanding duties encompassing crime prevention, patrol assignments, sensitive law-and-order management, and dignitary security leave little room for a predictable schedule. Law enforcement personnel frequently miss key family milestones and festive occasions like Holi and Diwali due to mandatory deployment. Sustained operational pressure and extended postings far from home have contributed to rising instances of hypertension, clinical depression, and psychological fatigue among personnel. These adverse health outcomes have driven young recruits toward roles that feature clearly defined limits on responsibility and operational accountability.

## Resignations Pending Formal Clearance Ahead of November 23 Deadline
Although the selected constables have submitted their formal discharge notices, the police administration has not immediately accepted them due to routine technical evaluations and procedural clearances. Acknowledging these administrative delays, the health department has extended the reporting deadline for selected candidates until November 23. Meanwhile, senior leadership within the police establishment continues to express deep apprehension regarding the factors driving trained personnel to abandon the uniformed service in favor of lower-cadre civic employment.

## What this means for you
This development underscores a shifting priority among government employees who now place quality of life and structured hours above departmental status.

- **In Rajasthan:** The departure of trained personnel puts additional strain on state law enforcement staffing at local police stations. Conversely, grassroots healthcare facilities like block dispensaries and rural clinics will receive additional operational hands.
- **For Government Job Aspirants:** With the 7th Pay Commission compressing pay differentials, candidates are increasingly assessing roles based on working hours rather than social prestige. This shift is likely to elevate competition for predictable administrative posts over high-stress field duties.
- **For Family and Personal Well-being:** Securing postings at local health clinics allows personnel to reside close to their hometowns and families. Guaranteed public holidays and regular eight-hour shifts directly help alleviate occupational chronic stress and burnout.
- **For Administrative Authorities:** Police leadership faces increased pressure to review duty shift limits, rest intervals, and leave policies for ground personnel. Failure to address continuous operational fatigue could lead to higher attrition rates across uniformed departments.

## Why this happened
The decision of trained police constables to accept lower-cadre employment is driven by systemic operational strain, health hazards, and restructured public salary scales.

- **Unbounded Working Hours:** Law enforcement personnel routinely face unpredictable shifts ranging from 16 to 24 hours due to VIP movements, patrolling, and emergency law maintenance. This continuous readiness deprives personnel of essential rest and disrupts their sleep cycles.
- **Negligible Compensation Difference:** The revised pay structures under the 7th Pay Commission have reduced the wage disparity between a constable and a peon to merely ₹700. Such a minimal financial difference provides little incentive to endure round-the-clock physical risk and operational scrutiny.
- **Proximity to Home Districts:** The health department features a deeply decentralized setup with dispensaries and health centres across sub-districts. In contrast, police postings frequently scatter personnel far from their hometowns with almost zero opportunity for holiday leave.
- **Broader Fatigue Across Public Cadres:** The fact that railway, paramilitary, and central revenue staff also applied for these peon vacancies highlights widespread exhaustion with high-pressure, mobile government assignments.

## Questions & Answers

### 1. How many Rajasthan Police constables have resigned to take up peon positions?
A total of twenty-four serving police constables have submitted their resignations following their selection for class four posts.

### 2. What is the salary difference between a police constable and a class four staff member?
Under the 7th Pay Commission, the wage difference between the two positions is only ₹700.

### 3. Did personnel from other government departments qualify for these vacancies?
Yes, eleven Railway Group-D workers and one employee each from the BSF, CRPF, Income Tax Department, and SPM were selected.

### 4. How many class four positions were advertised by the health department?
The department advertised 7,903 class four vacancies, selecting 53,749 candidates across various lists.

### 5. What is the joining deadline for the selected candidates?
Candidates have been granted time until November 23 to complete their joining formalities with the health department.

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