India: Employment Litigation/ Tribunals

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.

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...

Welcome to the eleventh edition of the e-Bulletin (Volume VII) brought to you by the Employment, Labour and Benefits practice group of Khaitan & Co.

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) –

Employment contracts are fundamental in defining the relationship between employers and employees and outlining the terms of employment such as role, compensation, dispute resolution, duties, termination, etc.

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).