On September 22, 2025, the Delhi High Court issued an interim order staying the National Highways Authority of India’s (NHAI) decision to recruit legal officers based on their CLAT-PG scores. The court questioned the rationale behind using an academic entrance test, primarily designed for admission to postgraduate law programs, as a criterion for public employment. The bench emphasized that academic aptitude does not necessarily equate to employability, highlighting concerns over fairness and eligibility.
NHAI's Recruitment Notification and Legal Challenge
In August 2025, NHAI issued a notification inviting applications for 44 Young Professional (Legal) positions, specifying that selection would be based on CLAT-PG 2022 scores, along with experience in arbitration and a personal interview. This move prompted a petition challenging the validity of the notification, arguing that CLAT-PG scores are intended for assessing candidates for LLM programs and not for employment purposes.
Court's Observations and Interim Order
During the hearing, the bench of Chief Justice D.K. Upadhyaya and Justice Tushar Rao Gedela expressed concerns over the use of CLAT-PG scores as a selection criterion for employment. The court remarked that the purpose of CLAT-PG is to assess candidates for higher studies, not for evaluating employability in public service roles. The bench also questioned the exclusion of candidates from institutions like NLU Delhi, which does not participate in CLAT-PG but ranks highly nationally. The court reserved its verdict and prohibited NHAI from proceeding with the recruitment process based on this criterion.
Implications for Future Recruitment Practices
This development raises important questions about the standards and criteria used in public sector recruitment, particularly concerning the use of academic entrance test scores. The court's intervention underscores the need for a rational and fair approach in determining eligibility and selection criteria for public employment, ensuring that they are directly relevant to the job requirements and do not unfairly disadvantage qualified candidates.
