India: Employment Litigation/ Tribunals

The Bombay High Court examines whether incidents of workplace sexual harassment occurring during an employee's commute on public transport fall within the jurisdiction of the POSH Act. This landmark judgment in Siddhesh Pradeep Satpute v. State Bank of India addresses the critical question of what constitutes a 'workplace' under India's sexual harassment prevention framework.

In a significant pronouncement that bridges the gap between rigid administrative procedures and constitutional compassion, the High Court of Judicature at Allahabad, Lucknow Bench, has set aside the dismissal of a pregnant woman candidate's petition and directed the Uttar Pradesh authorities to permit her to undergo the Physical Efficiency Test for the posts of Forest Guard and Wildlife Guard.

The article examines the near-automatic judicial treatment of exit documentation rights in Indian employment law and traces how the Bombay High Court's ruling in Bharat Aviation Pvt. Ltd. and Ors. v. Rahul Sudhindra Soni marks the emergence of a new doctrine - the consequential document doctrine, under which such entitlements are conditioned on a lawful and complete exit from employment.

In the earlier parts of this series, we delved into the "Why" (how proper processes protect employers and ensure fairness for employees) and the "How" (crafting court-proof charge sheets).

In our previous article, “Beyond the Handbook,” we established that skipping the disciplinary process can spell legal trouble for organisations. But what happens when you decide to follow the process?

The Madras HC relied on a clarificatory notification issued by the Labour Ministry on December 8, 2025 ("Clarificatory Notification"). The Clarificatory Notification confirmed that the existing Labour Courts, Industrial Tribunals and National Industrial Tribunals constituted under the Industrial Disputes Act, 1947 ("ID Act") will continue to adjudicate, both existing and new cases until the constitution of tribunals under the IR Code.

A doctor who quietly faced a sexual-harassment inquiry for almost a year discovered, after the panel held him guilty, that he could object to the very composition of the panel. On 14 October 2025 a Division Bench of the Bombay High Court (Ravindra V Ghuge & Ashwin D Bhobe JJ.) told him the train had already left the station

The UK Employment Rights Bill (Bill) is expected to mark a significant shift in the UK's flexible working framework once it becomes law. Currently, employers are only required to deal with flexible working requests...

Public and private sector contracts in India often end up in disputes not because contractors underperform, but because projects are delayed, disrupted, or changed mid-stream...