The Indian Railway Technical Supervisors' Association (IRTSA) has proposed a unique approach to salary revision under the upcoming 8th Pay Commission, urging the Centre to adopt separate fitment factors for different employee categories instead of a common multiplier for all levels. According to the association's memorandum submitted to the 8th Pay Commission and shared with the Railway Board, the railway employees' body has proposed a total of five fitment factors ranging from 2.92 to 4.38 to ensure a more balanced salary structure across lower, middle and senior-level employees. The proposed structure includes Level 1-5 employees at 2.92, Level 6-8 at 3.50, Level 9-12 at 3.80, Level 13-16 at 4.09, and Level 17-18 at 4.38. IRTSA emphasized that railway technical supervisors should be treated differently from non-technical staff due to their nature of work, which includes safety-critical operations, maintenance responsibilities and round-the-clock technical oversight. The association stated that technical staff face higher accountability, stressful working conditions and operational risks, warranting separate wage structures.
The proposed fitment factors would result in significant salary increases across all employee levels, with IRTSA seeking a minimum basic pay of ₹52,600 under the 8th Pay Commission, significantly higher than the current entry-level salary structure under the 7th CPC. As reported by Mint, a Level 1-5 employee earning ₹20,000 would see their basic pay increase to ₹58,400 with a fitment factor of 2.92. Similarly, a Level 6-8 employee with ₹45,000 would receive ₹1,57,500 with a fitment factor of 3.50. For higher-level employees, a Level 13-16 employee earning ₹1,20,000 would get ₹4,90,800 with a fitment factor of 4.09, while a Level 17-18 employee with ₹2,50,000 would receive ₹10,95,000 with a fitment factor of 4.38. The proposal may result in salary hikes exceeding 400% for some employees. Beyond salary revisions, IRTSA has demanded annual increments of 5% along with promotional increments equivalent to two annual increments, along with higher House Rent Allowance rates and correction of pay anomalies.
The association has sought comprehensive changes to the Modified Assured Career Progression (MACP) system, proposing financial upgradations after 6, 12, 18, 24 and 30 years of service instead of the existing structure. According to the memorandum, IRTSA argued that technical employees often face slower promotions despite their specialized qualifications and experience. The demands include inclusion of training periods for MACP calculations and correction of pay anomalies. The association has also proposed that the commission merge 50% Dearness Allowance with basic pay before implementing revised salary calculations. These reforms assume significance as employee unions and staff associations across sectors have started submitting proposals and holding consultations ahead of the 8th Pay Commission's recommendations for central government employees and pensioners.
The 8th Pay Commission, constituted on 3 November 2025, is expected to affect more than 1.1 crore beneficiaries, including central government employees and pensioners, as well as their families. According to Mint, this makes it significant as it is the first pay commission in 10 years and follows the 7th Pay Commission established in 2016. The concept of fitment factors became prominent during the 6th and 7th Pay Commissions, as earlier pay panels followed more complex approaches to revise salaries, including pay rationalisation, dearness allowance mergers, and need-based wage calculations. The fitment factor calculation methodology represents a shift from earlier pay commission approaches, with the core objective remaining the same — aligning government pay structures with prevailing economic conditions and administrative requirements.
The fitment factor serves as a mathematical multiplier used by the Central Pay Commission to convert an employee's pre-revised basic salary into the new, revised basic salary structure. According to Mint, following the fitment factor calculator is crucial because any change in the multiplier directly impacts salaries, pensions, increments and related arrears. The primary formula used is Current basic pay x fitment factor = New basic pay. This proposal represents a significant departure from traditional pay commission approaches and could set precedent for future salary revision frameworks across government sectors. The demands assume significance as employee unions and staff associations across sectors have started submitting proposals and holding consultations ahead of the 8th Pay Commission's recommendations for central government employees and pensioners.
