Experienced Employment Lawyer in Bangalore for Workplace & Labour Disputes

Eligible employees are entitled to provident fund and, within wage limits, ESI benefits, with both employer and employee contributing. Non-deposit of contributions is a serious violation, and we help enforce these rights.

The POSH Act requires employers with ten or more employees to constitute an Internal Committee, adopt a policy, and address complaints of sexual harassment at the workplace. We help organisations comply and assist complainants and respondents in inquiries.

Post-employment non-compete clauses that restrain a person from working are largely unenforceable in India as a restraint of trade, though confidentiality and non-solicitation obligations can be valid. We advise on what is enforceable and how to draft within the law.

Employers generally cannot unlawfully withhold earned salary or a relieving letter to pressure an employee. Where this happens, we issue notices and pursue recovery and appropriate relief.

A sound employment contract should cover role, compensation, working hours, leave, confidentiality, notice period, termination, and dispute resolution. Clear contracts protect both sides, and we draft and review them for employers and employees.

India has consolidated numerous labour laws into four codes covering wages, social security, industrial relations, and occupational safety. They change definitions, compliance, and benefits, and we help businesses and employees understand how the codes affect them.

You can raise a complaint through your employer's internal mechanisms, the Internal Committee for sexual harassment, or appropriate authorities, and seek protection and action. We guide complainants confidentially and help employers conduct fair inquiries.

Fixed-term and contract employees have statutory protections and, increasingly under the new codes, parity in certain benefits. The exact entitlements depend on the engagement and law, which we assess for your situation.

Notice periods are governed by your contract and applicable law, and both employer and employee are usually bound by them. Disputes over buy-outs or waivers are common, and we advise on enforceability and negotiation.

Many categories of workers are entitled to overtime at prescribed rates under labour laws and the new codes, though managerial roles may be treated differently. We assess eligibility based on your role and working hours.

Employers reduce disputes through clear contracts and policies, lawful termination procedures, statutory compliance, and proper documentation. We help build compliant frameworks and represent employers when disputes arise.

Such disputes can be resolved through conciliation, labour courts, or industrial tribunals, depending on the nature of the claim and the parties. We represent both workers and employers through these forums.

Employees injured in the course of work may be entitled to compensation under the relevant social-security and compensation laws. We help injured workers and dependants pursue rightful claims.

Yes. We act for companies on compliance, policies, and disputes, and for individual employees on terminations, dues, and harassment, applying the same rigour and clarity to both.

We offer practical, up-to-date advice across the evolving labour-law landscape, protecting rights and reducing risk. Whether you are an employer or an employee, we provide clear guidance and strong representation.