Employment and POSH

For employers, most employment disputes are decided by what was written and done at the time: the contract, the policy, the notice and the record of the inquiry. We help get those right before the dispute, and defend them when it comes.

For employees, we act on wrongful termination, unpaid salary and dues, and complaints of harassment at work.

What we handle

• Termination Advice before termination, and claims and defence afterwards.
• Dues and settlements Unpaid salary, gratuity, full and final settlements.
• POSH Internal Committee inquiries under the Sexual Harassment of Women at Workplace Act, 2013, and their challenge.
• Policies and contracts Employment contracts, confidentiality and non-solicitation terms, workplace policies.
• Labour proceedings Matters before labour authorities and courts.

Questions clients ask

What is the time limit for a POSH complaint?

A complaint is normally made within three months of the incident; the Internal Committee can extend this by a further three months for good reason.

Can I challenge my termination?

Depending on your role and contract, a termination can be challenged before the labour authorities, a civil court or in arbitration.