Industrial Disputes Act, 1947
Governs termination, retrenchment, layoff, and settlement of disputes between employers and employees.
Know your rights at the workplace.Act with confidence.
A professional legal session with an employment law advocate — helping employees and employers understand their rights and obligations under Indian labour and employment law.
Wrongful TerminationUnpaid DuesWorkplace HarassmentNotice Period
₹99–₹299
Per Session
5 Laws
Covering Employment Rights
Both Sides
Employees & Employers
What we handle for you
Our employment law advocates assess your specific situation and give you a clear, actionable legal path forward — whether you are an employee protecting your rights or an employer managing risk.
Termination Assessment
We assess whether your termination was lawful or violates employment law — and advise on grounds for challenge or compensation.
Dues Recovery Guidance
Advise on recovery of unpaid salary, gratuity, PF, bonus, or other dues — including the right forum and timeline.
Harassment & POSH Advice
Guide employees facing workplace harassment or hostile work environments — explaining the POSH Act process and employer obligations.
Employer Compliance Guidance
Help employers understand compliance obligations, risk of wrongful termination claims, and how to handle employee disputes legally.
The 5-Step Consultation Process
A structured employment law session that takes you from your workplace issue to a clear legal course of action.
01
Book Your Session
Select Employment Consultation and pick a convenient time. Pay the session fee online.
02
Connect with an Employment Lawyer
Join the audio or video call with a lawyer who specialises in labour and employment law.
03
Explain Your Situation
Share details of your employment, the issue you are facing, any communications received, and supporting documents if available.
04
Receive Legal Guidance
The lawyer identifies violations of your rights, applicable laws, and whether you have grounds for legal action or negotiation.
05
Plan Your Next Step
Leave with a clear course of action — whether sending a legal notice, filing a complaint, or approaching a labour tribunal.
Legal Framework
Indian employment law covers a wide range of worker protections — from termination rights to workplace safety and statutory dues.
Payment of Gratuity Act, 1972
Entitles employees with 5+ years of service to gratuity upon retirement, resignation, or death.
Employees' Provident Funds Act, 1952
Mandates PF contributions by employers and protects employees' retirement savings.
POSH Act, 2013
Protection of Women from Sexual Harassment at Workplace — mandates Internal Complaints Committees in all organisations.
Shops and Establishments Act
Governs working conditions, leave, working hours, and employment terms for non-factory establishments — state-specific.
Client Success Stories
“I was terminated without notice after 4 years of service. The lawyer explained exactly what my rights were and what dues I was owed. I sent a legal notice and recovered everything within 3 weeks.”
RG
Rohini G.
Wrongful Termination“My employer had not been depositing PF for 2 years. The consultation gave me a clear path to the EPFO authority. The employer settled in full once the notice was sent.”
ST
Suresh T.
PF Non-Deposit IssueFrequently Asked Questions
Generally no. Most employment contracts and applicable labour laws require a notice period or payment in lieu of notice. Immediate termination without cause or notice may be challenged as wrongful termination.
Time limits vary by forum and statute. For industrial disputes, the reference must typically be made within 3 years. For civil suits related to employment, the limitation period is generally 3 years from the date of cause of action.
Post-employment non-compete clauses are generally not enforceable in India as they are considered restraint of trade under Section 27 of the Indian Contract Act. However, clauses protecting confidential information are enforceable.
You can send a formal legal notice demanding payment within a specified period. If unresolved, you may file a complaint before the Labour Commissioner or approach the appropriate civil court for recovery.