All practice areas

Workplace disputes often turn on the actual relationship, the work performed and the records maintained. Kothari & Jain provides legal advice on labour and employment matters, including employment documentation, workplace processes, disputed dues and the legal consequences of separation.

Questions that need a document-based answer

An employer may need to review an appointment letter, respond to a complaint, consider a disciplinary process or assess a proposed change in employment terms. An individual may need advice about unpaid remuneration, an exit communication, disputed deductions or contractual obligations after leaving. In each case, the answer depends on the role, establishment, location and applicable law, rather than the job title alone.

Advisory work can include reviewing employment and consultancy arrangements, workplace policies, notices and responses, records relevant to a dispute and settlement documentation. The distinction between an employee, worker, consultant and contractor requires attention to the legal test and working arrangement; the label on the agreement is only part of the evidence.

Account for the labour-code transition

The Government announced that the four Labour Codes became effective from 21 November 2025: the Code on Wages, Industrial Relations Code, Code on Social Security and Occupational Safety, Health and Working Conditions Code. The official announcement also addresses continuation of relevant existing provisions and rules during transition. The applicable central or state rules, notifications, schemes and establishment-specific requirements therefore need checking before advising on a particular obligation.

A general summary of the reforms should not be used to calculate every employee’s entitlement or approve a termination. An assessment must identify the relevant dates, coverage, employment category and governing provisions. Existing records and contracts also need to be considered in their historical context.

Records to prepare

Bring the appointment or engagement agreement, amendments, salary records, attendance or leave information, relevant policies and the complete correspondence about the issue. For separation, include resignation or termination communications, notices, handover records and any full-and-final calculation. For an employer, a clear chronology of the decision and the process followed is more useful than an unsupported conclusion about misconduct or performance.

Preserve records lawfully and protect personal information belonging to other people. An employee should not remove unrelated confidential business material merely to build a dispute file. Identify what evidence exists and seek advice on an appropriate way to obtain or use it.

Common questions

Does a managerial title exclude all labour protections?

No universal conclusion follows from a title. Duties, powers, statutory definitions and the particular entitlement being claimed require review.

Can an employer rely only on the notice clause?

The contract must be read with applicable law and the facts. A notice clause does not answer every question about the process or dues.

Should I sign a settlement immediately?

Understand the amounts, payment dates, release language, confidentiality terms and outstanding documents first. A signed acknowledgement should accurately reflect what has actually been paid and agreed.

Discuss your matter

Contact the firm to arrange a consultation and confirm the documents required. Call +91 87936 60616 or +91 78877 18191. Please initially share the parties’ names, a brief description and any approaching deadline; detailed records can follow after the preliminary conflict check.

Official legal references

References reviewed on 11 October 2026. This overview is general information; the applicable law and remedy depend on the facts and dates of the matter.