Job & Salary
Unpaid salary, wrongful termination, gratuity, PF and employment documents.
Unpaid salary, sudden termination, withheld full-and-final dues, gratuity or PF problems belong here. A demand letter to your employer costs ₹199–₹999 and is drafted in 1–3 working days; it often unlocks payment on its own. If it doesn't, remedies depend on your role — the labour commissioner, the Industrial Disputes route, or a civil claim — and these can take a few months to over a year. Gratuity and PF have their own authorities and timelines. Use the guides below to find your path, then get documents drafted or talk to a lawyer free on WhatsApp.
గైడ్లు
Employment Bonds in India — When "Pay ₹2 Lakh If You Leave" Is Actually Enforceable
Training bonds are not automatically void — but they are enforceable only as reasonable compensation for genuine investment: real, costed training, a proportionate bond amount, and a sensible period. Courts cut inflated figures to actual loss (Section 74, Contract Act), and post-employment non-competes are void (Section 27). An employer's remedy is money, never forced service or seized certificates.
Gratuity Not Paid? Eligibility, the 30-Day Rule and the Controlling Authority
After 5 years of continuous service (4 years 240 days counts, per settled rulings), gratuity is your statutory right: 15 days' last-drawn wages per year of service, capped at ₹20 lakh. The employer must pay within 30 days of it falling due — else it carries interest. Not paid? Apply in Form I to the employer, then to the Controlling Authority (labour department) within 90 days: free, and the order is enforceable with interest.
Notice Period and Buyout Disputes — What Employers Can Recover, What They Cannot
Notice-period fights follow the contract: an agreed buyout clause lets you pay (or the employer deduct) basic-pay-based recovery for the unserved period — but employers cannot force you to keep working, cannot recover more than the contract allows, and cannot withhold your entire dues and documents as ransom. Negotiate in writing, compute the correct number, and settle FnF against documents.
PF Withdrawal Stuck or Rejected? KYC Fixes, Claim Routes and EPFO Grievances
Most PF claim rejections trace to fixable mismatches — name/DOB differing across Aadhaar, PAN and the UAN, unverified KYC, or the employer not approving your details. Fix the data (joint declaration for member-detail corrections), file the right claim form online (19/10C/31), and if it still sticks, escalate on EPFO's EPFiGMS grievance portal and to the Regional PF Commissioner. Interest accrues even on inoperative accounts.
Workplace Sexual Harassment — Filing a POSH Complaint: ICC, Timelines and Protections
Under the POSH Act, every workplace with 10+ employees must have an Internal Committee (IC). File your written complaint to the IC within 3 months of the incident (extendable by 3 more); the IC must complete its inquiry in 90 days, with recommendations acted on in 60 days. Interim reliefs — transfer, leave up to 3 months — are available during inquiry, and retaliation is itself punishable.
Company Not Giving Relieving Letter or Experience Certificate? How to Force It
An employer withholding your relieving letter or experience certificate after you served notice is using your career as leverage — usually to extract "dues" or block your exit. The fix: complete your exit obligations on paper, send a documented demand, then a ₹999 advocate's notice claiming the documents plus damages for the blocked joining. Most companies release papers within the notice period.
యజమాని జీతం ఇవ్వడం లేదా? మీ మార్గాలు — లేబర్ కమిషనర్, నోటీసు, కోర్టు
యజమాని జీతం లేదా పూర్తి-తుది బాకీలు చెల్లించకపోతే, సాధారణ క్రమం: లిఖితంగా అడగండి (ఇమెయిల్ + లేఖ), తర్వాత లాయర్ ద్వారా లీగల్ నోటీసు, ఆపై లేబర్ కమిషనర్ కార్యాలయానికి ఫిర్యాదు (ఉచితం, రాజీ ఆధారితం) లేదా సివిల్ వసూలు దావా. ఏ వేదిక సరిపోతుందో మీ హోదా, జీత స్థాయిపై ఆధారపడుతుంది.
Fired Unfairly? Wrongful Termination Options — Workman vs Manager, Notice Pay and Reinstatement
Your remedies for unfair termination depend on your legal category: "workmen" (most non-managerial staff) get the Industrial Disputes Act's protections — retrenchment needs notice/pay and compensation (Section 25F), and labour courts can order reinstatement with back wages. Managerial employees rely on their contract: notice pay, damages, and discrimination/mala fide angles. Both start the same way: don't sign anything in anger, and get every communication in writing.