Was Your Termination or Salary Cut Legal?
Answer a few questions and get an instant verdict based on Indian labour law — with the exact steps to take.
This is not legal advice. Consult a practicing advocate for your specific situation.
How the Employee Rights Checker Works
Provide the type of employment (permanent, contract, or probationary), your industry sector, how long you worked at the company, the reason given for your termination, and whether you received a notice period, severance, or full-and-final settlement.
The tool cross-checks your situation against the Industrial Disputes Act, the Shops and Establishments Act applicable to your state, the Code on Industrial Relations 2020, and sector-specific rules. It identifies which protections apply to your employment category and whether proper procedure was followed.
You receive a plain-language verdict — legal termination, potentially unlawful, or clearly unlawful — along with the specific statutory violations, the remedies available (reinstatement, compensation, or both), and the forum where you can file a complaint (Labour Commissioner, Industrial Tribunal, or High Court).
Frequently Asked Questions
Can my employer terminate me without notice in India?
Immediate termination without notice is only lawful in cases of proven gross misconduct — theft, fraud, violence, or serious insubordination — following a proper domestic enquiry. For ordinary performance or redundancy terminations, the employer must give the notice period specified in your offer letter or the applicable law (typically 1–3 months for permanent employees).
What is wrongful termination under Indian law?
Wrongful termination occurs when an employer ends employment without following the legally required procedure: no notice period, no proper hearing for misconduct allegations, termination during protected leave (maternity, sick leave), discriminatory reasons, or termination in violation of an employment contract. The Industrial Disputes Act specifically protects workmen employed for over 240 days from arbitrary termination.
I signed a resignation letter under pressure. What can I do?
A resignation obtained under coercion or undue pressure can be challenged. If your employer threatened job loss, withheld salary, or created a hostile environment to force your resignation, this can be treated as constructive dismissal — equivalent to unlawful termination. You can approach the Labour Commissioner within 90 days of the forced resignation.
My employer has not paid my full-and-final settlement. What are my options?
Unpaid full-and-final settlement is a breach of the Payment of Wages Act and the Shops and Establishments Act. You can send a legal notice demanding payment within 15 days, file a complaint with the Labour Commissioner, or approach the Labour Court. Most FnF settlement disputes are resolved at the notice stage when the employer realises there is a legal record of the dispute.
Which employees are protected under the Industrial Disputes Act?
The Industrial Disputes Act protects 'workmen' — broadly defined as employees engaged in manual, unskilled, skilled, technical, operational, clerical, or supervisory work earning up to ₹25,000 per month (the cap has been revised upward in several states). Managerial and administrative employees earning above this threshold are not covered and must rely on their employment contract and civil law remedies.