Labour Law Questions
Browse labour law questions asked by people across India.
Questions in Labour Law are answered with reference to Section 25F of the Industrial Disputes Act, 1947 on retrenchment conditions, the Code on Wages, 2019, the Factories Act, 1948 and the Employees Provident Funds and Miscellaneous Provisions Act, 1952. Each answer states the section that applies, the forum that hears the matter and the limitation period, so the position can be checked against the official text at India Code before you act on it.
The forum depends on the facts rather than the label: a dispute described as a family matter may be heard by a family court, a magistrate or a civil judge depending on whether the relief sought is maintenance, custody, injunction or declaration. Where the law has been renumbered by the 2023 criminal law reforms, answers note both the old and the new section numbers.
My employer in Coimbatore extended my notice period unilaterally — is it valid?
My employer in Chennai extended my notice period unilaterally — is it valid?
My employer in Darjeeling extended my notice period unilaterally — is it valid?
My employer in Kharagpur extended my notice period unilaterally — is it valid?
My employer in Siliguri extended my notice period unilaterally — is it valid?
My employer in Asansol extended my notice period unilaterally — is it valid?
My employer in Durgapur extended my notice period unilaterally — is it valid?
My employer in Howrah extended my notice period unilaterally — is it valid?
My employer in Kolkata extended my notice period unilaterally — is it valid?
My employer in Tumkur extended my notice period unilaterally — is it valid?
My employer in Davangere extended my notice period unilaterally — is it valid?
My employer in Gulbarga extended my notice period unilaterally — is it valid?
My employer in Belgaum extended my notice period unilaterally — is it valid?
My employer in Hubli extended my notice period unilaterally — is it valid?
My employer in Mangalore extended my notice period unilaterally — is it valid?
My employer in Mysuru extended my notice period unilaterally — is it valid?
My employer in Mysore extended my notice period unilaterally — is it valid?
My employer in Bengaluru extended my notice period unilaterally — is it valid?
My employer in Bangalore extended my notice period unilaterally — is it valid?
My employer in Saket extended my notice period unilaterally — is it valid?
My employer in Rohini extended my notice period unilaterally — is it valid?
My employer in Dwarka extended my notice period unilaterally — is it valid?
My employer in New Delhi extended my notice period unilaterally — is it valid?
My employer in Delhi extended my notice period unilaterally — is it valid?
My employer in Amravati extended my notice period unilaterally — is it valid?
My employer in Kolhapur extended my notice period unilaterally — is it valid?
My employer in Solapur extended my notice period unilaterally — is it valid?
My employer in Aurangabad extended my notice period unilaterally — is it valid?
My employer in Navi Mumbai extended my notice period unilaterally — is it valid?
My employer in Thane extended my notice period unilaterally — is it valid?
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Frequently Asked Questions about Labour Law
What is labour law in India?
Labour law in India governs employer-employee relationships, covering wages, working hours, leave, termination, and workplace safety. Key laws include the Minimum Wages Act 1948, Payment of Gratuity Act 1972, and the new Labour Codes 2020 (pending implementation).
What is the minimum wage in India?
Minimum wages vary by state, skill level, and industry. Under the Minimum Wages Act 1948, state governments fix minimum rates. For example, unskilled workers may get ₹350-700 per day depending on the state. Check your state labour department website.
How much gratuity is an employee entitled to?
Under the Payment of Gratuity Act 1972, employees with 5+ years of service are entitled to gratuity of 15 days wages for each year of service (calculated as last drawn salary x 15/26 x years of service). Maximum limit is ₹20 lakh.
Can an employer terminate without notice in India?
Termination without notice is illegal unless for gross misconduct. Normal termination requires 1-3 months notice or pay in lieu. Retrenchment compensation is 15 days pay per year of service under the Industrial Disputes Act 1947.
What is provident fund (PF) in India?
Provident Fund is a retirement benefit scheme under the EPF Act 1952. Both employer and employee contribute 12% of basic salary. It is mandatory for organizations with 20+ employees. EPF can be withdrawn at retirement or for specific purposes like housing, education, or medical emergencies.