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Dear Client,
If your former employer issued a Full and Final (F&F) settlement statement but has not released the amount due, you should first send a written demand seeking payment within a reasonable time and retain proof of all communications. If the employer fails to pay despite your request, you may approach the appropriate Labour Authority or other competent legal forum for recovery of your dues, depending on the nature of your employment and the applicable law. Keep copies of the F&F statem

Dear Client
There is no general legal requirement that an employer must issue a relieving letter after termination. If the employer has already issued a service certificate, it may satisfy its obligation depending on your employment contract and the company's policies.
If the remarks in the termination letter are false, defamatory, or unsupported by facts and are adversely affecting your future employment, you may seek their withdrawal or correction through a legal notice. You may also request t

Dear Client

Your explanation should be truthful and supported by documents. If you joined Company B before your last working day with Company A, there was an overlap in employment, and the background verification team is entitled to seek clarification. The Full and Final Settlement received later does not necessarily mean you were employed until the date of payment, as it may include salary for the notice period and other dues.

You may explain the circumstances of the early joining, provide yo

Dear Client,

Your query appears to be that the company had agreed to provide you a retention bonus in May 2026, but after sending you an employee separation/resignation mail on 3rd May 2026, the HR department is now refusing to pay the retention bonus even though you are serving the full 90 days’ notice period and your last working day is 3rd August 2026.

In such matters, the entitlement to a retention bonus depends mainly on the terms and conditions mentioned in the retention bonus policy,

Dear Client,

Your claim for unpaid wages of ₹3,500 is legally strong and enforceable under labour laws, and the Labour Authority can direct the employer to pay the dues with possible compensation or penalty. However, the total claim of ₹1,08,951 is not automatically recoverable as claimed. Multipliers like 10 times salary, large amounts for mental harassment, and immediate asset seizure are generally not granted in such proceedings and require separate legal basis and proof.

Allegations of

Dear Sir,
As an employee, including a Company Secretary, you cannot be forced to continue in service against your will. Your resignation becomes effective as per the terms of your employment contract or appointment letter, and in the absence of any specific clause, after serving a reasonable notice period. If the company is refusing to “accept” your resignation, it does not invalidate your decision—what matters is that you have formally submitted it (preferably via email and regis

Dear Client,

If Wipro has continued your employment on record and credited salary till May 2022, your relieving date will reflect accordingly, which is why PF overlap has occurred. Changing the relieving date retrospectively is generally within the employer’s discretion, and they may refuse if their records show you were on payroll.

However, since you had already resigned and handed over the laptop, you may formally write to Wipro requesting correction of the relieving date and offering to r

Dear Client,
A minor overlap in EPFO records due to incorrect last working date is a common issue and does not automatically imply dual employment, especially since you have proof of resignation, no salary post 1.10.2020, and payment of notice period. You should provide resignation acceptance, notice buyout proof, and bank statements to explain the discrepancy during BGC, and may also submit a joint declaration to EPFO for correction.
If the first employer refuses to correct the date, you may is

Dear Sir,

Since the foreign investor is one of the directors, the company legally requires his involvement unless he is removed.

You can remove him in two ways
Option 1 – Director resignation (best option)

If he cooperates, he can file DIR-11 and the company files DIR-12.

But you mentioned he is untraceable, so this may not work.

Dear client,

Under Section 9 of the POSH Act:

A complaint must be filed within 3 months from the date of the incident.
If there are multiple incidents, within 3 months from the last incident.
The Internal Committee (IC) may extend this by another 3 months, if sufficient cause for delay is shown.
So effectively, the maximum ordinary window is 6 months from the last incident (with valid reason for delay).

The Act defines an employee very broadly. It includes regular, temporary, ad-hoc, daily wa