Labour Law Lawyers in Chennai | Disputes & Firing
Industrial Relations Code, 2020 · Industrial Tribunal

Industrial and labour disputes: for employers managing exposure, and employees facing dismissal

Updated 30 September 2026 · reflects the law in force on that date

Termination is where most employment disputes begin, and where most employers discover that the process mattered as much as the reason. We act on both sides, which means we know how each one argues.

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Quick answer

Since 21 November 2025, disputes run under the Industrial Relations Code, 2020: first to a conciliation officer, then to the Industrial Tribunal. A worker can apply to the Tribunal directly once 45 days have passed since applying for conciliation.

Whether an employee is a "worker" under the Code governs which forum applies, and it is the threshold question in almost every case. Disputes begun under the old Industrial Disputes Act follow the Code's transitional provisions, so we first confirm which regime your case sits in.

The worker question

Almost every industrial dispute turns first on whether the employee is a "worker" under the Code, which replaced the old "workman" test. Those in managerial or administrative roles, and supervisors earning more than ₹18,000 a month, fall outside the definition, and with it outside the Industrial Tribunal’s jurisdiction: their remedy lies in a civil suit or under their contract.

The test is substantive rather than titular. A designation of "manager" does not settle it; what matters is the nature of the duties actually performed. A great deal of preliminary litigation is spent on exactly this point.

Termination, retrenchment and process

Where the statutory framework applies, the process is not optional and defects in it are the commonest reason terminations are set aside.

Notice and compensation. Retrenchment requires notice or pay in lieu and compensation calculated on length of service.Last in, first out. Retrenchment ordinarily follows seniority within a category, and departures from it must be justified.Domestic enquiry. Dismissal for misconduct requires a charge sheet, a fair enquiry, and an opportunity to be heard. A defective enquiry is fatal far more often than a weak allegation.Government permission. Required for closure, lay-off or retrenchment in establishments above the prescribed size.
Reinstatement with back wages remains a live risk. Employers who treat process as a formality frequently find that the Tribunal reinstates an employee whose conduct was genuinely poor, simply because the enquiry was not properly held.

For employers: the compliance work that prevents disputes

Correctly drafted appointment letters and standing orders. Clean records of warnings and performance. Properly constituted enquiries. Accurate classification of contract labour, where mischaracterisation creates significant retrospective exposure.

We also advise on the POSH obligations that sit alongside general employment compliance: an Internal Committee that exists on paper only is a liability rather than a defence.

FAQs

Labour disputes: both sides ask

Can an employee be terminated without reason?+

A contractual termination with notice may be permissible for employees outside the statutory definition of worker. For workers, statutory process applies, and a termination that ignores it can be set aside regardless of the underlying reason.

How long does an Industrial Tribunal case take?+

Often a year or more once it reaches the Tribunal. The Code removed the wait for a government reference: 45 days after applying for conciliation, a worker can go to the Tribunal directly. Settlement during conciliation is still common and usually faster for both sides.

Are contract labourers the principal employer’s responsibility?+

It depends on how the arrangement operates in practice. Where the contract is a sham or the principal employer exercises real control, liability can attach, and mischaracterisation is one of the larger exposures we see in audits.

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