Labour and Employment
Labour Codes compliance, employment contracts and workplace disputes.
What is labour and employment practice?
Labour and employment practice covers the relationship between employers and workers, from the appointment letter to separation. Atreya Legal advises on compliance with the four Labour Codes, drafts employment documents, conducts workplace inquiries and appears before labour courts, industrial tribunals and High Courts.
- Practice group
- Corporate and tax
- Principal statute
- Code on Wages, 2019
- Heard before
- Conciliation officers and labour authorities, Labour courts and industrial tribunals, High Courts
- Advocate
- Adv. Bhawani Shanker Atrey
What the practice covers
Labour Codes compliance
Wages, working hours, social security contributions, registers and inspections.
Employment documents
Appointment letters, service rules, non-disclosure and non-solicitation terms.
Termination and retrenchment
Notice, compensation, domestic inquiries and settlement of dues.
Prevention of sexual harassment
Internal Committee constitution, inquiry procedure and annual reporting under the POSH Act, 2013.
Industrial disputes
Conciliation, references, and claims before labour courts and industrial tribunals.
Contract labour and establishments
Principal employer obligations, licences and registrations.
Statutes and courts
Governing statutes
- Code on Wages, 2019
- Industrial Relations Code, 2020
- Code on Social Security, 2020
- Occupational Safety, Health and Working Conditions Code, 2020
- Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
Courts and authorities
- Conciliation officers and labour authorities
- Labour courts and industrial tribunals
- High Courts
Common questions on labour matters
Which workplaces need an Internal Committee under the POSH Act?
Every workplace with ten or more employees must constitute an Internal Committee under Section 4 of the 2013 Act. Complaints from smaller workplaces go to the Local Committee set up by the District Officer.
Is a non-compete clause enforceable after employment ends?
Generally not. Section 27 of the Indian Contract Act, 1872 makes agreements in restraint of trade void, and courts have declined to enforce post-employment non-compete terms, while upholding reasonable confidentiality and non-solicitation obligations.
Discuss a labour matter with the firm.
Write or call with a short account of the facts and the papers you hold. The firm will tell you whether it can act and what the first step is.