Fundamental Rights & Statutory Protections
A dual-layered defense strategy ensuring unbreakable constitutional rights protected by aggressive legal remedies. Our Ayodhya-based labour law consultancy provides Qualified guidance on individual and collective employment disputes.
Termination Protection
Industrial Disputes ActMandatory notice and compensation before termination. Illegal retrenchment is void ab initio under Sec 25F of the IDA, 1947.
Guaranteed Wages
Payment of Wages ActAbsolute statutory right to timely salary, overtime, and full & final settlement upon exit as per Minimum Wages Act.
Social Security
EPF & ESI ActsNon-negotiable Provident Fund, ESI, and Gratuity (1972 Act) ensuring long-term financial stability and medical coverage.
Workplace Dignity
POSH Act, 2013Zero tolerance for harassment. Protection and redressal as per POSH Act and principles of Constitutional equity.
Job Reinstatement
Restoration of RightsFighting for job restoration with Full Back-Wages for wrongful termination or procedural lapses by management.
Recovery Claims
Sec 33-C(2) IDAAggressive recovery of unpaid dues, bonuses, and non-payment of statutory benefits before the Labour Court.
Injury Compensation
1923 ActMaximizing workplace injury compensation and occupational hazard claims under the Employee's Compensation Act.
Service Matters
CAT / High CourtRepresenting Ayodhya and High Court employees in seniority disputes, transfers, and complex pension matters.
Employee-Side Legal Representation
Providing unyielding legal protection for workmen, ensuring every violation of rights is met with aggressive litigation.
Wrongful Termination
Challenging illegal dismissals, retrenchments, and forced resignations with full back-wages and benefits.
Recovery of Dues
Litigation for unpaid salaries, overtime, bonuses, and statutory benefits under Sec 33-C(2) of IDA.
Service Protection
Safeguarding seniority, promotion, and tenure against arbitrary and illegal management actions.
Tribunal Advocacy
Qualified representation before Labour Courts, Industrial Tribunals, and the High Court of Allahabad.
Who Can File A Dispute?
Employee / Workman
Any employee or workman whose rights are affected due to illegal termination, non-payment of wages, unfair service conditions, or disciplinary action.
Employer / Establishment
An employer or establishment seeking legal remedies or defending claims arising out of employment contracts, misconduct, or statutory compliance.
Contractual Employee
Employees engaged on a contractual or fixed-term basis whose employment rights are violated contrary to law or contract.
Trade Union
A registered trade union may raise an industrial dispute on behalf of its members under applicable labour laws.
Legal Heirs of Employee
Legal representatives of a deceased employee may initiate proceedings relating to unpaid wages, statutory dues, or service benefits.
Authorized Representative
Any person legally authorized to represent an employee, employer, or union before labour authorities or courts.
Workplace Integrity & Compliance
Harassment & Discipline
- Workplace misconduct allegations and enquiries.
- Domestic enquiries and disciplinary proceedings.
- Compliance with principles of natural justice.
Industrial Disputes
- Disputes under the Industrial Disputes Act.
- Conciliation and settlement proceedings.
- Labour Courts and Industrial Tribunals cases.
Employer-Side Legal Advisory
Protecting business interests through robust legal frameworks and ensuring strict adherence to evolving statutory requirements.
Compliance Audit
Regular labour law audits to identify and rectify compliance gaps before they trigger legal disputes.
Contract Drafting
Drafting airtight employment contracts, NDAs, and separation agreements that minimize liability.
Employee Exit
Managing terminations and retrenchments within legal bounds to prevent future litigation.
Policy Review
Designing and auditing Internal HR Policies and Standing Orders for statutory alignment.
Public Service & Trade Unions
Government Service
- Promotion, transfer & seniority disputes.
- Pension & retirement benefit claims.
- Disciplinary actions before CAT / High Court.
Trade Union Support
- Formation and registration of trade unions.
- Collective bargaining and wage negotiations.
- Settlement of strikes and lockouts.
Industries We Represent
Specialized labour law compliance and litigation strategies tailored for Ayodhya's key economic sectors.
Hospitality & Tourism
Managing contract labour, service charges, and shift-work compliance for hotels and restaurants.
Construction & Real Estate
BOCW Act compliance, migrant worker registration, and safety regulations for establishing projects.
Manufacturing Units
Handling factory disputes, union negotiations, layoffs, and regulatory compliances.
Schools & Colleges
Advisory on teacher gratuity claims, non-teaching staff contracts, and service tribunals.
Hospitals & Healthcare
Minimum wages for nurses, paramedical staff employment terms, and dispute resolution.
Corporate & Retail
Shops & Establishment registration, leave policies, and POSH Act implementation.
Complete Legal Spectrum
Our advocacy is weaponized by the full list of Indian Labour Laws. Every client matter is fortified by these 18+ statutory instruments, ensuring absolute legal dominance in the courtroom.
Industrial Relations
Industrial Disputes Act, 1947
CRITICALMaster law for retrenchment, layoffs, strikes, and dispute adjudication.
Trade Unions Act, 1926
RIGHTSStatutory protection for collective bargaining and union registration.
Standing Orders Act, 1946
RULESDefining service conditions, misconduct, and disciplinary procedures.
Contract Labour Act, 1970
REGULATEDRegulation of temporary worker rights and principal employer liability.
Financial Power
Minimum Wages Act, 1948
FLOOREnsuring basic subsistence earnings and preventing wage exploitation.
Payment of Wages Act, 1936
TIMELYProtection against illegal deductions and ensuring monthly timely credit.
Payment of Bonus Act, 1965
ANNUALEnforcing the statutory right to a share in employer profits.
Equal Remuneration, 1976
EQUITYMandating equal pay for equal work regardless of gender or identity.
Social Security
EPF & ESI Acts, 1952/1948
Provident fund accumulation and comprehensive medical insurance coverage.
Payment of Gratuity Act, 1972
Lump-sum reward for 5+ years of continuous loyal service at exit.
Maternity Benefit Act, 1961
Statutory paid leave and job protection for expectant mothers.
Employees' Compensation Act
Mandatory financial redressal for workplace injuries, hazards or death.
Workplace Ethics
POSH Act, 2013
ULTRA_POWERThe definitive framework preventing sexual harassment and ensuring dignity.
Factories Act, 1948
Stringent regulations for health, safety, and working hours in factories.
BOCW Act, 1996
Welfare and safety for Building & Other Construction Workers.
Inter-State Migrant Workmen Act
Protection and regulation of terms for migrant labor across states.
UP Shops & Establishments Act
Regulation of work hours, leaves, and registrations for all commercial units in Ayodhya.
Labour Court Structure
The labour court system functions under various central and state statutes. Matters progress from local conciliation officers to specialized tribunals and finally to the constitutional courts.
Asst. Labour Commissioner (ALC)
Entry-Level Authority- Conciliation: Mandatory first step for industrial disputes to seek amicable settlements.
- Failure Reports: Issues 'Failure of Conciliation' reports for reference to Labour Courts.
Labour Court & Tribunal
Trial & Award Authority- Adjudication: Primary legal battlefield for trial, evidence, and passing of statutory awards.
- Enforcement: Issuance of Recovery Certificates for implementation of awards.
High Court (Lucknow)
Writ & Review Jurisdiction- Writ Petitions: Challenging the legality of awards under Article 226/227.
- Interim Relief: Securing Stay Orders against illegal termination or recovery.
Supreme Court of India
Highest Appellate Authority- Final Authority: Special Leave Petitions (SLP) on substantial points of law.
- Binding: Interpretation of fundamental constitutional principles.
The 4 New Labour Codes
Preparedness for the upcoming consolidation of 29 central labour laws into four comprehensive codes.
Code on Wages, 2019
Universalizes minimum wages and timely payment for all employees.
IR Code, 2020
Simplifies compliance and dispute resolution mechanisms for industries.
Social Security Code
Extends social security net to gig, platform, and unorganized workers.
OSH Code, 2020
Focuses on Occupational Safety, Health and Working Conditions.
Why Timely Legal Action Matters
Labour disputes involve mandatory timelines, statutory procedures, and evidentiary requirements. Delay or improper handling may result in loss of legal remedies, financial exposure, and prolonged litigation.
Common Legal
Mistakes to Avoid
Strategic errors in labour disputes can lead to irreversible loss of rights. Awareness is your first line of defense.
Premature Resignation
Resigning voluntarily destroys your claim for Illegal Termination. Never resign under pressure without legal advice.
Delaying Action
Labour laws have strict timelines (Limitation). Delaying a dispute filing can make your legitimate claim legally barred.
Accepting F&F
Signing a 'No Dues' certificate or accepting final settlement without legal protest may waive your right to challenge termination.
Missing Proof
Working without Appointment Letters or salary slips. Always maintain written proof of your employment and duties.