Practice area
Labour, Employment & PoSH
Employment disputes are decided on records — the appointment letter, the salary register, show-cause notices and the notes of any inquiry. What was written down at the time counts for far more than what was said.
What is handled
What this covers
If your problem is not on this list, still ask. Real cases rarely fit neatly into one box.
- Wrongful termination and getting the job back
- Salary, bonus and gratuity claims
- Disciplinary inquiries and show-cause notices
- PoSH complaints and Internal Committee hearings
- Advice for employers on following the rules
- Settling disputes with workers
The law
Which laws apply here
Listed so you can read them yourself. Nothing on this page can replace advice given on your own facts.
- Industrial Disputes Act, 1947
- Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
- Payment of Gratuity Act, 1972
- Tamil Nadu Shops and Establishments Act, 1947
Questions
Labour, questions we are asked
Three months from the incident, or from the last one if it happened more than once. The Internal Committee can give you three more months if it is satisfied that something genuinely stopped you from complaining earlier.
Yes, if there are ten or more employees. The 2013 Act requires it in every workplace of that size, whatever the business. Not having one attracts a fine, and repeatedly failing to set one up can affect the licence or registration of the business.
Have a labour, employment & posh problem?
The first meeting sorts out the facts and your real options — including when no case needs to be filed at all.