Quick answer: Employment disputes
Common employment disputes include wrongful termination, unpaid salary and dues, withheld relieving or experience letters, non-compete and confidentiality clauses, and workplace sexual harassment complaints under the POSH Act, 2013. The right forum depends on whether the employee is a workman under labour laws or in a managerial role, and on the terms of the employment contract. Law Chambers of Mridul Jindal handles these matters in Ghaziabad, Noida and Delhi. Call +91-8800669834.
Terminated, Unpaid or Stuck Without a Relieving Letter?
Losing a job, or leaving one and finding that your salary, full and final settlement or relieving letter is being held back, can put your finances and your next job at risk. Employers, too, face disputes over notice pay, training bonds, confidential information and employees joining competitors.
Since 21 November 2025, the four Labour Codes (the Code on Wages, the Industrial Relations Code, the Code on Social Security and the Occupational Safety, Health and Working Conditions Code) have replaced most of the older labour laws. Your remedies now depend on these Codes, on your employment contract, and on whether you are a "worker" or in a managerial role.
The Law Chambers of Mridul Jindal advises employees and employers in Noida, Delhi and Ghaziabad on private-sector employment disputes. For government and PSU employees, see our service matters page.
Termination and Your Remedies
If you are a "worker": employees doing non-managerial work (and supervisors below the wage limit) can raise an industrial dispute against illegal termination under the Industrial Relations Code. The dispute goes through conciliation and then to the Industrial Tribunal, which can order reinstatement, back wages or compensation.
If you are in a managerial or administrative role: the remedy usually lies in your contract. Courts generally do not force an employer to take back a managerial employee, but you can claim notice pay, unpaid dues and damages for wrongful termination through a legal notice, a civil suit or arbitration under the contract.
Forced resignation and "termination for cause": where an employee is pressured to resign or dismissed on allegations of misconduct without an inquiry or a fair opportunity to respond, the facts and documents matter greatly. We help you preserve emails, chats and HR records from the start.
Salary, Full and Final Settlement, Gratuity and Relieving Letters
Unpaid wages and settlement: under the Code on Wages, wages due on removal, dismissal or resignation must be paid within two working days. Delays in the full and final settlement can be pursued before the authorities under the Code, or through a legal notice and civil recovery.
Gratuity: under the Code on Social Security, gratuity is generally payable after five years of continuous service, and fixed-term employees become eligible after one year. Disputed or delayed gratuity can be claimed before the Controlling Authority.
Relieving and experience letters: withholding a relieving letter to pressure an employee, or to recover disputed amounts, is a common problem. A firm legal notice often resolves it, and where it does not, a civil claim for the letter, dues and damages may follow.
Non-compete clauses and bonds: under Section 27 of the Indian Contract Act, a clause stopping you from working for a competitor after you leave is generally void, as the Supreme Court held in Percept D'Mark (India) v. Zaheer Khan (2006). Training bonds are enforceable only to the extent of a genuine, reasonable loss, not as a penalty.
For Employers, and What to Bring
For employers and startups, we draft employment agreements, appointment letters, confidentiality and IP assignment clauses and exit documents, and handle disputes over notice pay, misuse of confidential information and solicitation of clients or staff. See also our startup and corporate advisory services.
Documents to bring: your appointment letter and employment contract, salary slips and bank statements, the termination or resignation emails, HR policies or the employee handbook, any show-cause notice or inquiry papers, and correspondence about your dues or relieving letter.
Consultations are by prior appointment at our Indirapuram chamber or online. Please contact us to schedule a meeting. Every case depends on its own facts, and this page is general information, not legal advice.
Frequently Asked Questions on Employment Disputes
Yes. If you are a "worker" under the Industrial Relations Code, you can raise an industrial dispute and may get reinstatement or compensation. If you are in a managerial role, the remedy is usually a claim for notice pay, dues and damages under your contract.
Withholding a relieving letter to pressure an employee is a common dispute. A legal notice often resolves it, and a civil claim for the letter, dues and damages can follow if it does not.
A clause restraining you from working elsewhere after you leave is generally void under Section 27 of the Indian Contract Act. Restrictions during employment, and confidentiality obligations, are treated differently.
Under the Code on Wages, wages due on removal, dismissal or resignation must be paid within two working days. Gratuity is generally payable after five years of service, and after one year for fixed-term employees.
Terminated, or dues and relieving letter withheld?
Employment disputes turn on your contract and whether you are a "worker" under the Labour Codes. Speak to Adv. Mridul Jindal about your options.
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