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Dear Client,

Your employer’s conduct is legally unjustified—resignation through WhatsApp or post is valid in the absence of any written contract mandating a specific format, and salary already earned cannot be withheld on arbitrary conditions like submitting an apology or resigning physically in office.

Such withholding clearly violates the Payment of Wages Act, 1936. Even without an appointment letter, you can prove employment through WhatsApp chats, postal records, and witness interacti

Dear Client, please clarify your query based on your situation. Share the specific issue you’re facing so we can understand it clearly and provide you with the most appropriate and effective solution.

Dear client,

It is not legally acceptable for your employer to postpone your Full and Final (FNF) settlement on the nebulous grounds of "lack of transparency," particularly after you have fulfilled your notice period, requested an extension of your last working day, transferred responsibilities, and received the required NOCs. The employer must process and discharge all obligations—salary, leave encashment, incentives (if applicable), etc.—within a reasonable time after an employee leaves a

Dear Client,
An employer cannot terminate an employee without any information because employment relationships are governed by the terms of the appointment letter, company policies, and applicable labour laws. Usually, the employment contract clearly mentions a notice period (for example- 30-90 days which varies according to the organisation), and either the employer or employee must follow it, or pay salary in lieu of such notice. If an employer terminates someone suddenly without notice and wi

Dear Sir,

You can issue a legal notice for:

Enforcing 60 days notice clause
Objecting to:
Forced early exit
Threat of false termination
Seeking:
Proper relieving letter
Experience certificate
Full & final settlement

Even if your contract says Mumbai jurisdiction, you still have options:

You CAN proceed from Bangalore because:
You are currently working in Bangalore
Cause of action arises where you work

Under civil law principles:

You may file
Cause of action arises (Bangalore)

Dear Client,

Marking an employee absent for the entire day despite having worked, only due to a short delay such as 15 minutes, is generally not justified unless there is a specific provision in the bank service rules permitting such action. Normally, minor lateness is addressed through late marks or proportionate deduction, not by treating the day as absent.

Since you were permitted to work on those days, treating them as absent without leave and deducting full salary may be questionable unle

Dear client,

Under Indian labor laws (such as the Code on Wages, 2019), employers cannot arbitrarily deduct salary for days worked, even if in-premise regulations were violated. A salary deduction is only permissible for authorized reasons—like absence from duty—and requires a fair inquiry, and proper notice to the employee first.

Employers cannot deduct salary simply because an employee worked remotely instead of on-premise, provided the work was completed.

Deductions must be proportion

Dear Client,
Since you were on duly sanctioned EOL with lien and had obtained NOC from your parent department, your candidature is not automatically invalid; however, offering appointment now largely lies within the administrative discretion of the DG, Treasury & Accounts, subject to verification of facts and service rules. The key issue is whether non-disclosure of EOL in the certificate is treated as material suppression, which you can clarify as there was no intention to conceal and you acted

Dear Client,
Earlier, notice for strike was required mainly in public utility services, but under the Industrial Relations Code, 2020, prior notice is required for all establishments with specified timelines, making strikes more regulated. If employees go on strike without notice, it is treated as illegal and may result in wage deduction and disciplinary action.

The change was introduced to prevent sudden disruptions and promote dispute resolution, though practical enforcement varies across sec

Dear client,

Yes, central civilian employees with less than 10 years of qualifying service are eligible for service gratuity on retirement, which is paid as a one-time lump sum instead of a monthly pension. This is distinct from and payable in addition to the Retirement Gratuity, provided they meet the minimum service requirements.

Service gratuity is payable to a government employee where the total qualifying service is less than 10 years. It is calculated at the rate of half a month’s basi