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Dear Client,
Sabbatical leave is typically granted by employers to help employees take extended breaks from their routine work. This leave allows employees to pursue professional courses to enhance their skills or address personal needs/emergency. The duration of a sabbatical leave is usually decided by the employer, and it can vary depending on the company's policies and the employee's role. Sabbatical leave may be paid, partially paid, or unpaid, depending on the employer's policy and the spec

Dear Client,
There is no concept of a security cheque in the employment segment. There is a concept of employment bond that many employers ask the selected candidate to execute while they are offered employment. Even an employer cannot ask for a security cheque in writing from an employee. So, it is not an acceptable term of employment. Accordingly, it is not advisable to issue a security cheque which may be considered an unfair labour practice, once you bring the matter to the notice of the con

Dear Client,

Yes, you can challenge the company in court for retaliatory termination after raising a concern under the whistleblower mechanism, especially if your actions are protected under the Companies Act, 2013 and relevant employment laws.

The Companies Act, 2013 mandates companies to have a vigil mechanism for directors and employees, it also indirectly implies protection against victimization.

At this juncture you can engage an lawyer to send a legal notice challenging the terminatio

Dear Client,
Section 9A of the Industrial Disputes Act, 1947 mandates that employers provide a 21-day notice to both the affected workmen and the relevant labor authorities before making adverse changes to their service conditions. The state-specific Shops and Establishments Act applies to shop and establishment employees who are not covered under the ID Act, such as those in managerial or administrative positions, and varies from state to state. The S & E Act also regulates the terms of servic

Dear Client,
A termination may be considered illegal and unjustified if it breaches the terms of the contract or appointment letter by either party to the said contract. Termination or dismissal other than a disciplinary action for proven misconduct amounts to illegal termination/ retrenchment and is defined as an industrial dispute under Section 2A of the Industrial Dispute Act, 1947 which also violated the mandatory provision of Sec.25F and 25N of the I D Act that prescribed certain condition

Dear Client,
Under the Land Acquisition Act, 1894 the union or a state government is empowered to take private land for public purposes and to compensate the original owners and other persons affected due to such acquisition. The Right to Challenge Land Acquisition lies only with the Original Owner. Section 26 of the Act consists of provisions that govern compensation for the landowners. It defines the proposed minimum compensation based on multiples of the market value of the land. The market

Dear Client,
Termination or retrenchment other than a disciplinary action for proven misconduct amounts to illegal termination/retrenchment and is defined as an industrial dispute under Section 2A of the Industrial Dispute Act, 1947 which also violated the mandatory provision of Sec.25F and 25N of the Act that prescribed certain conditions to comply with by the employer before termination/retrenchment of a workman/employee from the employment. In that scenario, the terminated employee/workman se

Dear Client.
Regardless of reasons, on cessation of employment either by resignation or retirement, an employee is entitled to an experience certificate, relieving letter and F & F settlement dues from the employer within 30 days of the last working days (LWD) post-completion of the notice period and denial of which amounted to unfair labour practices. So, in the prevailing situation, if you are not holding a position of manager or supervisor in the Company, but a workman as defined under Sec.2

Dear Client,
Before joining another Company you are required to tender your resignation and to obtain a relieving letter from the earlier company serving the notice period as per the terms of employment that eventually caused the overlapping of service. The overlapping in service concerning previous and present establishments and any anomaly or discrepancy in EPF records of any registered member may be grounds for future disputes. When your EPF record shows an anomaly in the joining and exit da

Dear Sir,
As per the terms of MoU between the two companies the liabilities will be discussed elaborately normally the take over company will be responsible to pay dues to the employees of ABC Company. You may approach the following authority.
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Please approach the following authority or similar authority in a state


The Office Commissioner of Labour
Karmika Bhavan, Dairy Circle,
Bannerghatta Road, Bangalore-29.
080-