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ARTICLE · 28 APRIL 2025

Stigmatic Termination Only After Enquiry

Counselence
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The Chhattisgarh High Court in Yaad Das Sahu case held that even for contractual employment, if any stigmatic termination order is to be passed, it must be done after holding proper enquiry and giving due opportunity of hearing to the concerned employee.

IndiaEmployment and HR
Somanna Kalappa
Somanna Kalappa

The Chhattisgarh High Court ("HC") in Yaad Das Sahu case1 held that even for contractual employment, if any stigmatic termination order is to be passed, it must be done after holding proper enquiry and giving due opportunity of hearing to the concerned employee.

Brief Facts.

Yaad Das Sahu ( "Sahu") was appointed as Gram Rojgaar Sahayak on contractual basis under the Mahatma Gandhi National Rural Employment Guarantee Scheme.

Allegations were made against Sahu, and an investigation committee was formed by Chief Executive Officer, Janpad Panchayat, Dongargaon, District, Rajnandgaon, Chhattisgarh ("CEO").

Sahu was transferred, and then a termination order ("Order") was passed by the CEO without any enquiry into the alleged misconduct.

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