Disputes & Arbitration
Employment and Industrial Relations
Advice on the new Labour Codes, employment contracts and termination, and industrial disputes, for employers and employees.
Indian labour law has been substantially rewritten. The four Labour Codes, on wages, industrial relations, social security and occupational safety, were brought into force in November 2025 in place of dozens of older statutes, and employers are now adjusting their contracts, policies and compliance to the new framework. The firm advises employers and employees on this transition, on employment terms and termination, and on the disputes that arise at work.
These matters turn on the contract, the policies and the record of what happened. The firm prepares them on that material, and advises candidly on what the law allows on both sides of an employment relationship.
The new Labour Codes
The Code on Wages, 2019, the Industrial Relations Code, 2020, the Code on Social Security, 2020 and the Occupational Safety, Health and Working Conditions Code, 2020 consolidate and replace a large body of earlier labour legislation. They change definitions, wage and social-security obligations, and the rules on standing orders, retrenchment and industrial action. The firm advises employers on aligning contracts, policies and compliance to the Codes, and advises employees on their rights under them.
Employment contracts and termination
The firm drafts and reviews employment agreements, including confidentiality, non-solicitation and post-employment terms, and advises on lawful termination, retrenchment and the settlement of exits. Getting the documentation and the process right is what avoids, or wins, a later dispute.
Disputes and industrial relations
When a dispute arises, over wrongful termination, dues, or collective industrial-relations issues, the firm advises on the right forum and conducts the matter, whether before a labour court, an industrial tribunal or the civil courts, depending on the nature of the claim and the new statutory framework.
The legal framework
The principal statutes and the provisions that most often decide these matters. Statute text can be read in the firm's Legal Library; always check the current version at the official source.
Code on Wages, 2019 · Industrial Relations Code, 2020 · Act 29 of 2019
- Code on Wages — wages, minimum wages, bonus and timely payment across sectors.
- Industrial Relations Code — standing orders, trade unions, retrenchment, lay-off and dispute resolution.
Code on Social Security, 2020 · OSH Code, 2020
- Social Security Code — provident fund, insurance, gratuity and benefits, including for gig and platform workers.
- OSH Code — occupational safety, health and working conditions, including for contract labour.
Key judgments
Grouped by issue. Each case is cited from the court's own record; open a heading to read it.
What counts as 'industry' 1
Bangalore Water Supply and Sewerage Board v. A. Rajappa Supreme Court
(1978) 2 SCC 213
A seven-Judge Bench gave 'industry' under the Industrial Disputes Act a wide, functional meaning through the 'triple test', bringing a broad range of organised activities, and their employees' rights, within the labour law.
Regularisation of employees 1
Secretary, State of Karnataka v. Umadevi Supreme Court
(2006) 4 SCC 1
A Constitution Bench held that temporary or irregularly appointed employees have no automatic right to regularisation, while permitting a one-time regularisation of those who had served long against sanctioned posts; appointments must follow the constitutional scheme of equal opportunity.
How we work on these matters
The firm advises both employers and employees, and brings the same care to the contract, the policies and the record on either side.
On the employer side, the focus is on aligning documentation and process to the new Labour Codes so that decisions stand up later.
On the employee side, advice on rights and on the prospects of a claim is given candidly, including where the position is weak.
Frequently asked questions
How do the new Labour Codes affect my business?
The Codes change definitions, wage and social-security obligations and the rules on standing orders, retrenchment and industrial action. Most employers need to review their contracts, payroll and policies against the new framework. The firm advises on the specific changes that affect your workforce.
Was my termination lawful?
It depends on your terms of employment, the reason and the process followed, and the applicable statutory protections. The firm reviews the contract, the policies and the record to advise on whether a termination was lawful and on the available remedies.
Are non-compete and confidentiality clauses enforceable?
Confidentiality and non-solicitation obligations are generally enforceable if reasonable, while broad restraints on working after employment are treated cautiously by Indian courts. The firm drafts these terms to be effective and advises on enforcing or resisting them.
This note is general information on the law as at Jun 2026, not legal advice on any specific matter. The law changes; for advice on your facts, please speak to the firm.
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