Employment Law in India: Practical Tips You Can Use Today

When work problems pop up, you need fast, reliable info – not legal jargon. Indian employment law covers everything from unpaid wages to mental‑stress claims. Below you’ll find the most common issues and what the law actually says, so you can act with confidence.

Unpaid Salary and How to Recover It

Missing pay is more than an annoyance; it’s illegal. Under the Payment of Wages Act, an employer must pay full salary on the agreed date. If they don’t, you can send a written notice demanding payment within 15 days. No response? You can file a complaint with the Labour Commissioner or approach a civil court for recovery.

Keep these documents handy: salary slips, employment contract, bank statements, and any email or message confirming the due amount. They become your evidence and make the process smoother. In many cases, a simple legal notice pushes the employer to settle fast, saving you time and court fees.

Stress‑Related Claims and Workplace Harassment

Feeling mentally exhausted because of work? Indian courts now recognize mental stress as a legitimate claim under the Indian Penal Code and the Industrial Disputes Act. To succeed, you must prove that the employer’s actions (like bullying, unreasonable workload, or unsafe conditions) caused the stress.

Start by documenting every incident: dates, what was said or done, and any medical reports linking the stress to work. A doctor’s certificate strengthens your case. Once you have evidence, you can file a grievance with the HR department, then move to the Labour Court if the issue isn’t resolved.

Remember, the law also protects you from retaliation. If an employer penalizes you for filing a complaint, that’s a separate violation and can lead to additional compensation.

Beyond stress, the same approach works for other harassment types—sexual, caste‑based, or gender‑based. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 provides a clear complaints mechanism and mandatory internal committees to handle cases.

When you’re terminated, the rules shift a bit. The Industrial Disputes Act guarantees payment of any pending salary, severance, and a notice period (or pay in lieu). If you’re let go without cause, you’re also entitled to a compensation equivalent to 15 days’ wages for every year of service, up to a maximum of 90 days.

To claim these dues, send a formal demand letter citing the specific sections of the law. If the employer ignores it, file a claim with the Labour Commissioner. Most disputes settle at this stage, but you can always pursue a civil suit for larger amounts.

One more tip: many states now have online portals for filing wage and grievance complaints. Check your state’s labour department website – it often speeds up the process and gives you a tracking number.

Bottom line: Know your rights, keep solid records, and use the step‑by‑step notice‑to‑court route. Whether you’re chasing unpaid salary, battling workplace stress, or fighting for termination benefits, the law is on your side if you follow the right steps.

Need more detailed help? Our platform offers free templates for legal notices, sample complaints, and a checklist of evidence you’ll need for any employment‑law case in India.