Employment & Labour
Overview
A workplace dispute is easier to assess when the terms of employment and the sequence of events are clear. We advise on employment relationships, labour disputes and compliance concerns.
The partners’ profiles record experience in managing labour disputes and advising on employment-related obligations. Our work starts with the appointment documents, workplace policies and correspondence, then moves to advice, drafting or representation as the matter requires.
Our Work
How we can assist
The partners’ profiles record experience in managing labour disputes and advising on employment-related obligations. Our work starts with the appointment documents, workplace policies and correspondence, then moves to advice, drafting or representation as the matter requires.
- Employment and labour disputes
- Review of employment terms and correspondence
- Labour-law compliance advice
- Legal notices, responses and opinions
- Representation in workplace-related proceedings
05 ways we can assist in this area of practice.
Before You Call
For a useful first discussion
Appointment letters, employment terms, relevant policies, salary or payment records and the correspondence about the concern.
Hearings and deadlines
Tell the office about any hearing, notice or response date when you make your enquiry. Advice on the appropriate next step follows a review of your matter.
Related partner experience
Anisha Gupta, Co-founder · Advocate & Mediator.
Contacts
Co-founder · Advocate
Mohit Gupta
Co-founder · Advocate & Mediator
Anisha GuptaHow We WorkA considered start makes a difference.
- STEP 01
Understand
We begin with your account of what happened and review the key documents.
- STEP 02
Assess
We identify the issues, the stage of the matter and the work that may be required.
- STEP 03
Agree the next step
We discuss the scope, professional fees and next steps before taking on an engagement.
FAQs
General information only. Advice on your matter follows a review of its facts and documents.
Yes. We can review the available documents and explain which issues need to be addressed before deciding on further action.
Yes. The practice covers labour-law compliance and employment relationships, alongside dispute work.
Generally, yes. The employee should get a charge sheet, a chance to reply and a fair enquiry. Skipping these steps is a common reason courts set dismissals aside.
Parliament has consolidated 29 central labour laws into four codes: the Code on Wages, the Industrial Relations Code, the Code on Social Security and the Occupational Safety, Health and Working Conditions Code. Employers should review their contracts and policies against them.
Most industrial disputes go first to conciliation before the labour department. If conciliation fails, the dispute can be referred to a labour court or an industrial tribunal. Challenges to their awards go to the Delhi High Court.
Explore Practice Areas
Let’s understand your matter.
A brief conversation can help establish where to begin.