The Industrial Disputes Act, 1947 (the "ID Act") has been enacted for the investigation and settlement of industrial disputes in any industrial establishment.

In this case, in its judgment dated November 10, 2023, the High Court of Karnataka ("KHC") upheld a single judge of KHC's order, directing the Karnataka Power Transmission Corporation Limited ("KPTCL")...

Hon'ble Supreme Court of India explicitly instructed the schools in Delhi regarding compliance to be followed before terminating services of their employees.

With strict regulations being implemented on schools from time to time, the Delhi schools have been saddled with another compliance to be followed before terminating services of their employees...

The Industrial Disputes Act, 1947 was aimed towards providing the workers a path that would help them get a relief against wrongful dismissal, layoffs, and related matters.

Certain provisions of the Amendment Act came into force with effect from April 1, 2017.

The judgment of the Hon'ble Delhi High Court in Abhijit Mishra v. Wipro Limited [CS(OS) 31/2021], delivered on 14 July 2025, deals with the interplay between contractual termination rights in private employment and the tort of civil defamation.

The Madras High Court has restrained India’s leading information technology ("IT") company from terminating the employment of a software analyst.

The presumption by the employer that the employee is not interested in the job when he/she is absent from work for a long duration without the authorization of the employer, has been considered as reasonable.

Where there is uncertainty regarding suitability of a candidate for a particular job, it is usual to offer employment to such candidate on a probation basis.

Many IT professionals in India seem to be facing a tough time on account of tightening of the visa regime in the United States of America.

In the realm of industrial and labour jurisprudence, the burden of proof and the standard of evidence required to substantiate claims of illegal termination or unjustified removal from service remain subjects...

In India, workforce is technically categorised as ‘workmen' and ‘non-workmen/employees'. Workmen are typically those who work on the shopfloor in a manufacturing set-up...

Indian labour laws classify the workforce into workers and employees. In any dispute, it is necessary to determine whether the individual qualifies as a worker or employee.

Welcome to the fourth edition of the e-Bulletin (Volume IV) brought to you by the Employment Labour and Benefits (ELB) practice group of Khaitan & Co.

In the recent judgment of Ms. Nadine Hanson v. Interaction Recruitment Specialists Ltd , the UK Employment Tribunal ruled in favor of Ms. Hanson, finding her employer's actions amounted to constructive unfair dismissal.

This is the eighth AGR and is based on responses from lawyers in 50 countries.

The Industrial Relations Code, 2020 has fundamentally reshaped India's labour law framework, establishing clear distinctions between lawful retrenchment and wrongful termination while introducing new procedural...

In this Part 2, we have attempted to answer some of the questions which businesses are asking concerning their ability

Organisations are often faced with the complex task of making staffing decisions that align with both business objectives and legal obligations. Termination of employment, though sometimes necessary due...