The Law experts provides services in all laws and regulations related to labour and employment, such as Industrial Dispute Act 1947, Trade Union Act 1926, Minimum Wages Act 1948, Payment of Wages Act 1936, Factories Act 1948, Payment of Bonus Act 1965, Equal Remuneration Act 1976, and Payment of Gratuity Act 1972, Workmen’s Compensation Act 1923 etc. Our law firm represents various clients in Labour Court, Industrial Tribunals, Central Administrative Tribunal, Court of the Labour Commissioner, various High Courts and the Supreme Court. We deal with every aspect of Labour Laws, ranging from labor-management relations to fair employment practices, litigation, arbitration, advise on matters concerning pension, welfare benefit plans, trade union issues, employee disputes, employment agreements, employment discrimination laws, etc. We also advise clients on major industrial disputes including employer-employee problems, re-organization, changes in the work force, terms and condition of employment, auditing etc.

we, specializes in providing consulting services of  Labor Law Support Service to Companies to grow further in sense of manpower by removing hurdles of labour problems. , we provide Consultancies to Companies with regards to their industry specific requirements under various Labour Laws applicable to respective jurisdiction.

We are in this business since decades and our dedicated department works continuously to assist Foreign / Multi-national Companies coming up with their investments and operations in India. We provide Labour Law Support services to Foreign / Multi-national Companies to comply with various formalities of Registrations & Licenses under Indian Labour Laws. We also help them in structuring of their Compliance Module to comply / deal with their obligations under complicated Labour Laws in India.

Our repertoire of services range from Consultancy on Statutory Obligations, Structuring of Compliance Module to Drafting of Employment Documents and under this head, more specifically we offer the following services to our clients:

• Consultancy and structuring of Labour Laws Requirement Module for New / Start-up Companies
• Structuring of Model for HR Department
• Structuring of Mechanism for Labour Grievance Redressal
• Drafting of industry specific Industrial Standing Orders
• Drafting of customized Employee Code of Ethics
• Drafting of Employment Documents
• Creation of Employee / Labour Retention Manual
• Consultancy on Adjustment / Reshuffling of Employees amongst the Companies under the same Group

What is the procedure and typical timescale?

A worker can raise a dispute directly before a conciliation officer in case of dismissal, retrenchment (termination for convenience) or any form of termination of service. If conciliation fails, a report is sent to the appropriate state government through the Ministry of Labour. After considering this report, the Ministry will either refer the dispute for adjudication or refuse to do so.

In all other cases – whether rights disputes (eg, withdrawal of a customary concession or privilege or the illegality of a strike or lock-out) or interest disputes (eg, issues relating to wages, compensation and other allowances or leave) – the dispute must be raised by a trade union or by duly-authorised representatives or by the management where the dispute relates to an act committed by a ‘workman’ (as defined in the Industrial Disputes Act, 1947) against the employer.

After the matter has been referred to the labour court, the adjudication process begins. At the end of the proceedings, an award is issued by the presiding officer of the court. The Ministry of Labour will publish the award in the Official Gazette within 30 days of receipt of the award. The award becomes enforceable 30 days after publication in the Official Gazette.

The duration of cases is difficult to predict with certainty; they can range from six months to over two years, as litigation in India is quite protracted.