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Dear client,

Your employer cannot legally report a false service history under the EPF Act, and you can resolve this through the EPFO. Since this inaccurate UAN entry creates an artificial dual employment flag that fails your BGV, you should immediately file a Joint Declaration Form or lodge a dispute on the EPFiGMS portal using your physical relieving letter and bank statements as proof.
You also have legal grounds to issue a formal notice for damages against the employer for causing your jo

To recover unpaid variable pay from your former employer ,you should review your contract,gather perforfance proof ,send a formal written demand ,and escalate the matter to the labour commissioner if they refuse to pay.

Dear Client,
On the facts stated, this appears to be an administrative/BGV date-overlap issue rather than a case of deliberate dual employment, provided you can establish that Company A had actually approved your earlier exit date before you joined Company B. The most important evidence is therefore the email approval of the Business Head, your resignation/early-release request, the proposed last working date, subsequent relieving/F&F documents, attendance records, and any communication showing

Dear Client,
The information provided is insufficient to determine whether you can still claim compassionate appointment. Since your father died in 1993 and you were a minor/unborn at that time, the rules applicable to his department in 1993 and whether they permitted a minor dependent to apply upon attaining majority are crucial. The long delay may be a significant hurdle, although the circumstances of your case and any application/representation made earlier would also need to be examined.

Dear Client,
If you are employed in a private institution and are eligible for maternity benefit, the employer cannot deny maternity leave or maternity benefit merely on the ground that you are taking maternity leave. The applicable law provides for maternity benefit subject to the prescribed eligibility conditions, including the required period of service.

Since you have already applied for maternity leave and the employer has denied the leave or salary, you should first make a written repre

On the facts stated, you appear to have a prima facie case against the employer for wrongful/illegal termination and withholding of your lawful dues, subject to examination of your appointment letter, designation and nature of duties. You were employed with Shidhbali Formulation from 01.04.2024 and, as stated by you, on 10.05.2026, Mr. Sanjeev Sangal, Managing Director of the Company, orally directed you not to report for duty from the following day, without assigning any reason, and thereafter

Dear client,
An administrative overlap in your EPFO records will not cause major background verification issues at MNCs because you hold official appointment and relieving letters to prove its legitimacy. MNCs routinely accept these minor timeline overlaps if you provide valid documentation, declare the stint honestly during onboarding, and present a consolidated file of your official letters, bank credits, and updated EPFO records to help you resolve any future verification queries seamlessly

Dear Client,

The absence of the employer's signature does not, by itself, conclusively make a company bond invalid. Its enforceability may depend on whether the employer accepted or acted upon the terms, the wording of the bond, consideration, and the circumstances in which it was executed. The signatures of the employee and witnesses alone may not be sufficient to establish every aspect of the employer's acceptance.

The terms of the bond, particularly any minimum-service or repayment clause,

Legally, an NOC only permits you to participate in the selection process, so you must still submit a formal resignation to officially terminate your current employment contract. I strongly advise waiting until you hold a written, confirmed appointment letter before resigning. Once received, tender your resignation and strictly fulfill your notice period or bond obligations to secure a clean relieving letter, which your new employer will require for onboarding. Finally, if you are transitioning b

Dear Client,
If your yearly increments were stopped from 2012 to 2024 solely because you had not completed your post-graduation, you can challenge the denial if the applicable service rules did not make completion of post-graduation a condition for earning annual increments. Annual increments are generally governed by the applicable service rules, and the Supreme Court has recognised that an earned increment ordinarily cannot be withheld arbitrarily; withholding can require a specific legal/ser