Free Legal Advice

Dear Client,
Your query suffers from a lack of information and transparency to address it suitably. You expressed your situation, but did not provide a cause of action that attracts a legal remedy. This is a forum, and in the absence of a specific cause of action, suitable legal remedies cannot be suggested based on the standalone situation/circumstances. So, please revert to us with more details and a cause of action that requires a legal remedy.

Dear Client,
Unless the ESI Act, 1948 is applicable to a company or the company did not register them under the said Act, monthly contribution towards ESI post enrollment of employee name, is not deducted from the Salary. So, a question arises as to how you availed the ESI leave during the pregnancy period which is clarified by the ESI authority as stated in the query. Be informed that the Maternity Benefit Act 1961 states that a woman employee can apply for Maternity leave if she has worked wit

Dear Client,
The Maternity Benefit Act 1961 is applicable to establishments employing TEN or more persons, except employees covered under the Employees State Insurance Act, 1948, which also requires ten or more employees for the application of the Act. So, a company having less than 10 employees does not come under the purview of the Maternity Benefit Act, 1961.

Dear Client,
The Maternity Benefit Act 1961 states that a woman employee can apply for Maternity leave if she has worked with the employer for 80 days in the last 12 months immediately preceding the date of her expected delivery. The Act applies to establishments employing TEN or more persons, except employees covered under the Employees State Insurance Act, 1948 which also requires ten or more employees for application of the Act. A global organization even if it has more than employees on a ro

Dear Client,
Your query suffers from a lack of information to address it suitably. You expressed your situation but did not provide a cause of action that attracts a legal remedy. This is a forum, and in the absence of a specific cause of action, suitable legal remedies cannot be suggested based on the standalone situation/circumstances. So, please revert to us with more details and a cause of action that requires a legal remedy.

Dear Client,
Your query lacks information to address it suitably. This is a forum, and in the absence of a specific cause of action, suitable legal remedies cannot be suggested based on the standalone situation/circumstances. So, please revert to us with more details and a cause of action that requires a legal remedy. However, be informed that if you can prove the allegation or complaint against your MIL in Court, you can sue her under the Domestic Violence Act, 2005 otherwise you may be backfir

Dear Client,
There are currently eight states with their two-child policy such as Madhya Pradesh, Telangana, Andhra Pradesh, Assam, Maharashtra, Gujarat, Rajasthan, and Odisha. In Madhya Pradesh, Telangana and Andhra Pradesh, a person with more than two children cannot contest in local elections or hold public office. In Maharashtra, people with more than two children are not eligible for government jobs since 2006, while in Gujarat and Odisha, they cannot be members of local government bodies.

Dear Client,
It's illegal for employers to discriminate against a woman employee based on her pregnancy status affecting her maternity rights. Once a woman employee applies for maternity leave, the Company is dutybound to approve her leave and disburse her all the monetary benefits available under the Act. The Maternity Benefit Act 1961 states that a woman employee can apply for Maternity leave if she has worked with the employer for 80 days in the last 12 months immediately preceding the date

Dear Client,
A performance improvement plan (PIP), also known as a performance action plan, is a tool to give an employee with performance deficiencies the opportunity to succeed. It is a good practice, followed by many employers to assess the potential abilities of an employee. In case the assigned task under PIP does not match your skill or efficiency, you should bring the matter to the notice of the Company. If you fail to cope with the PIP, the company may ask you to quit the job and if you

Dear Sir
Please approach the following authority or similar authority in a state


The Office Commissioner of Labour
Karmika Bhavan, Dairy Circle,
Bannerghatta Road, Bangalore-29.
080-29753078
[email protected]
Addresses of Labor Inspectors in Bengaluru in different locations
https://karmikaspandana.karnataka.gov.in/page/Contact+Us/Labour+Inspector/en
https://clc.gov.in/clc/regional-offices/bangalore#:~:text=1.&text=Shram%20Sadan%2C%203rd%20Main%2C%203rd,Yeswanthpur%2C%20Bangalor