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Know Where You Stand at Work
Explore general information on wages, employment conditions, and workplace rights. Applicable protections depend on your role and legal framework.
Prepare your records and choose the next resource
Useful records to organise for Employment and workplace records. These prompts are not a mandatory filing checklist.
- Appointment terms, wage statements, bank credits and attendance records.
- Relevant notices, messages, policies and dated complaints.
- Employer and establishment details to identify the appropriate labour authority.
Start with the applicable law
- India has four Labour Codes. This guide does not independently verify the current commencement position of each Code or State rule. Do not assume a provision applies to your work or establishment without checking the latest Ministry of Labour & Employment notifications and applicable rules.
- Ask the employer for the written terms, wage statement and a dated explanation of any unpaid wages or deductions.
- For wage, service-condition or termination disputes, make a written complaint and keep its acknowledgement. The appropriate State Labour Department or Central Labour Commissioner depends on the establishment and subject.
- For PF or ESI account and contribution issues, use the relevant EPFO or ESIC grievance channel and retain your UAN/insurance number, payslips and contribution records.
- A POSH complaint is ordinarily made to the Internal Committee within 3 months of the incident (or last incident in a series); the Committee may extend this by up to a further 3 months for recorded reasons. Where there is no Internal Committee or the complaint is against the employer, contact the Local Committee.
Records to keep
- Keep your appointment letter or contract, payslips, bank wage credits, attendance and work-hour records, leave requests, relevant messages, policies, notices and copies of complaints with acknowledgements.
- No single deadline applies to every employment dispute. Act promptly and verify the limitation period with the authority or a qualified lawyer for the specific claim.
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