India: Employment Litigation/ Tribunals

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.

In The Management of Tata Engineering & Locomotive Company Ltd. (now Tata Motors Ltd.) v. Sumitra Devi & Ors., the Jharkhand High Court reaffirmed that Labour Courts possess...

Constructive exits are an increasingly significant concern in the Indian employment context. The judiciary has taken a stricter approach while deciding an issue pertaining to exit which is, in substance, dismissals dressed up as resignation.

The Indian labour law regime is currently undergoing its most significant structural transformation in over 70 years.

On November 21, 2025, India implemented a historic reform of its labor law architecture. Two significant labor codes – Industrial Relations Code (2020) and Occupational Safety, Health and Working Conditions (OSHWC) Code (2020) –

The Supreme Court of India has delivered a landmark judgment that restores uniformity and certainty to motor accident compensation calculations, decisively rejecting the controversial...

Madhya Pradesh High Court ("HC"), in Vikram Singh case,1 held that violation of service rules does not fall within the purview of violation of discharge of public functions.

The Allahabad High Court (HC) in the Shivakar Singh case denied relief to employee Shivakar Singh (Singh) of Uttar Pradesh Power Corporation Limited (UPPCL).

The Bombay High Court on March 23, 2025 in the Arun Firodiya case, opined that persons in positions of control and supervision over an industrial establishment's affairs are obligated to implement court orders even pending their appeal.