Industrial Disputes Act, 1947
Governs wrongful termination, retrenchment, and unfair labour practices.
Your rights at work are legally protected.Enforce them.
A formal employment demand notice to an employer who violated your rights — through wrongful termination, withheld dues, unpaid gratuity or PF, or workplace harassment.
Wrongful TerminationGratuity & PF DuesPOSH Act HarassmentFull & Final Settlement
Rs 1,199
All-Inclusive
All Employment Violations
Comprehensive Coverage
Labour Court Ready
Escalation Path
What we handle for you
An employment notice that formally cites every legal violation by the employer and demands specific redress — creating the record for labour tribunal or civil court proceedings.
Employment Law Citations
Identify and cite every employment law provision violated by the employer — Industrial Disputes Act, Gratuity Act, PF Act, POSH Act, and Payment of Wages Act.
Dues Calculated
Calculate the exact dues — salary, gratuity, PF, bonus, notice pay, leave encashment — creating a legally precise demand for payment.
Demand for Redress
Draft a precise demand for payment or reinstatement within a specified period — with clear consequences for non-compliance.
Authority Guidance
Advise on the appropriate authority — Labour Commissioner, Employment Tribunal, EPFO, or civil court — based on the nature of the violation.
The 4-Step Process
From employment violation description to dispatched notice — formally establishing your rights on record.
01
Share Employment Details
Describe the nature of the violation, your employment terms, the amount of dues outstanding, and any communications exchanged.
02
Lawyer Prepares the Notice
Our employment lawyer drafts a formal notice citing the specific legal provisions violated and demanding redress within a defined period.
03
Review & Dispatch
You approve the notice, which is sent by registered post to the employer's registered office.
04
Resolution or Escalation
If the employer does not comply, we advise on approaching the Labour Commissioner, Employment Tribunal, or civil court.
Legal Framework
Employee rights in India are protected by a comprehensive framework of employment legislation — covering wages, gratuity, PF, and workplace safety.
Payment of Gratuity Act, 1972
Entitles employees with 5+ years of service to gratuity — non-payment is a criminal offence.
Employees' PF & MP Act, 1952
Non-deposit of PF contributions by the employer is a criminal violation attracting penalties.
POSH Act, 2013
Mandates redressal of workplace sexual harassment complaints — failure to act is an offence.
Client Success Stories
“My employer withheld 3 months of salary after termination and refused to pay gratuity. LegalKonnect sent a notice citing all statutory violations. Full payment was received within 10 days.”
DS
Deepak Sharma
Delhi“I faced workplace harassment and the internal ICC did nothing. LegalKonnect sent a notice to the employer citing the POSH Act. I received a formal apology and compensation within a month.”
AV
Ananya Venkatesh
BengaluruFrequently Asked Questions
Stamp Duty Not Included
Government stamp duty charges apply to registered documents and vary by state. These are paid directly to the government and are not part of our service fee. Your advocate will confirm the applicable amount for your state before any document is executed.
There is no single universal time limit, but limitation periods for employment disputes vary. For wrongful termination claims, acting within 3 years is generally advisable. For gratuity, the Act provides a specific limitation period. Acting promptly is always in the employee's interest.
A notice demanding reinstatement is possible, but courts and tribunals are the appropriate forum for actual reinstatement orders. The notice creates a formal record and frequently leads to negotiated compensation settlements.
Retaliating against an employee for exercising legal rights is itself an unfair labour practice and may be a fresh legal violation. Document any such retaliation immediately.
Do not sign any full and final settlement without legal review. Such documents often contain clauses waiving your right to gratuity, PF, or legal action. Our lawyer can review the settlement before you sign and advise on what to accept or reject.