Gratuity fund claim

Dear Client,
The inputs in your query contradict each other; While you mentioned your period of employment from 10th Feb 2020 to 16th Feb 2024 you stated the quantum of continuous service as 4 years and 10 months. However, be informed that according to Section 4(1) of the Payment of Gratuity Act of 1972, gratuity must be paid to an employee upon cessation of employment if he or she has rendered continuous service for five years or more. According to section 2A of the Act, an employee is said to be in continuous service for a period if he has for that period been in uninterrupted service including service which may be interrupted on account of accident, sickness, leave, absence from duty without leave, layoff, strike or a lock-out or cessation of work not due to any fault of employee. Section 4(2) of the Act provides that for every completed year of service or part thereof in excess of 6 months, the employer shall pay gratuity to an employee at the prescribed rates. The Madras High Court in Salem Textile Case had held that an employee who has completed 4 years and 240 days is eligible for gratuity. In view of the above proposition of law and averment of Court, when you rendered uninterrupted and continuous service for 4 years 10 months in an establishment, you are eligible for payment of gratuity payable by your employer as per the provision of the Payment of Gratuity Act. Under Rule 7(1) of the Payment of Gratuity Rules, 1972, an employee who is eligible for payment of gratuity under the Act, or any person authorized, in writing, to act on his behalf, shall apply, within thirty days from the date the gratuity became payable, in Form 'I' to the employer who is duty bound to disburse the gratuity within 30 days of cessation of employment of employee or claim made by an employee. After the completion of 30 days, the employer has to pay you not only the gratuity amount but also the simple interest accrued for the delay in payment of the gratuity. In case of denial of gratuity by the employer, serving a legal notice to the company, reach out to the office of the concerned Labour Commissioner and the Controlling Authority under the Act to file a complaint against the employer over non-payment of gratuity despite your eligibility to redress the grievance. Under Sub-Sec.5 of Section 7 of the Act, the Controlling Authority is empowered with the Code of Civil Procedure, 1908 to try the claim of the applicant and pass an order/direction on the claim petition. If required, you may hire an Advocate experienced in service matters to navigate the issue in the right way.