Updated for the Labour Codes · final rules 8 May 2026
Empowering employees.
Ensuring justice.
Plain-language rights for every MNC employee in India — not just "workmen". Old law vs the new Labour Codes, landmark court rulings, calculators for your dues, and exactly what to do when a PIP or pink slip lands.
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Know your rights
Before the Codes vs. now
The four Labour Codes came into force on 21 November 2025, replacing 29 central laws, and the final Central Rules followed on 8 May 2026. Here's what changed — and what didn't — for each right.
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Before the Codes (old law)
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Now — Labour Codes 2025
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Three different things
Lay-off is not retrenchment. Retrenchment is not dismissal.
Indian law treats these as three separate events with three different price tags. When an MNC says "layoff" it usually means permanent job cuts — which is retrenchment here, and far more expensive for the employer than the word suggests.
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The email you receive will not use the legal word. Send one line back: "Please confirm whether the company is treating this as a lay-off or as retrenchment under the Industrial Relations Code, and share the computation of what is payable to me." The answer — or the refusal to answer — is your evidence.
Forum finder
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Find this office near me location_on
Which door do you actually knock on?
Filing in the wrong forum costs months. Answer three questions and get the right authority, the first step, and the clock you are racing.
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Your forum
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Landmark judgments
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What the courts have already decided for you
From Labour Courts to the Supreme Court, including verified 2025–26 rulings. 43 of 44 cards open the original judgment as a PDF; one very recent ruling, not yet on any public document server, links to named legal-press coverage instead — labelled differently so you always know which you're getting.
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All years
2025–26 only
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No judgment matches that search.
Try a broader word — "gratuity", "termination", "bond", "maternity", "equal pay".
Survival guide
Secure your job. Survive the exit.
Do's — during employment
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Don'ts — the traps
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monitoringThe PIP playbook
A PIP is usually a process, not a promise. Work it like a case file.
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warningSudden termination — first 48 hours
What you do in the meeting decides your leverage for months.
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Watch & learn
Real-life scenarios, played out
Animated conversations with voice narration. Press play, pause anytime.
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Certify yourself
Every answer comes with the reasoning and the case behind it, so a wrong answer teaches you something. Retake it as often as you like.
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Rights & obligations assessment
Twenty questions drawn at random from the full bank, covering what you are owed and what you owe. Score 80% or above and the app issues you a certificate you can download.
What it covers
check
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20
questions, randomised
80%
to pass (16 of 20)
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workspace_premiumIssue my certificate
CORPMAZDOOR RIGHTS HUB
EMPLOYEE RIGHTS & OBLIGATIONS · CERTIFICATE OF COMPLETION
This certifies that
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has completed the assessment on employee rights and obligations under Indian labour law and the Labour Codes, scoring
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downloadDownload certificate (PNG)
This is a self-assessment for awareness. It is not a legal qualification and does not make anyone your lawyer.
What you got wrong
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Correct: {{ w.right }}
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replayRetake the assessment
Calculators
What are you actually owed?
Pick a calculator, punch in numbers from your payslip or Form 16.
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Your gratuity
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Formula: (Basic + DA) × 15⁄26 × {{ gEffYears }} years. {{ gEligNote }}
Tax-free up to ₹20 lakh (private sector). Payable within 30 days of exit — delay attracts ~10% interest. Fixed-term employees qualify pro-rata after just 1 year under the Social Security Code.
Statutory bonus
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Above ₹21,000/month Basic+DA you're outside the statutory scheme — your bonus is contractual (check your CTC letter). Shown figure assumes eligibility.
Calculation base is capped at ₹7,000/month (or the minimum wage, if higher). Payable within 8 months of FY end. Disqualification only for fraud, theft, sabotage or violent conduct — with due process.
Use this only for a genuine lay-off — you are still on the rolls and the employer cannot give you work. If your employment has actually ended, it is retrenchment: switch to that tab, the money is far higher.
Lay-off compensation
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Beyond 45 days in a year the employer must either recall you or retrench you properly — an indefinite unpaid "lay-off" is not lawful.
50% of basic wages + DA for every day laid off. Applies to workers with 1 year of continuous service in establishments with 50 or more workers. Keep presenting yourself for work and keep the muster-roll proof — that is what makes the claim payable.
Half pay per laid-off day{{ yPerDay }}
Days payable (45/year cap){{ yPayable }}
Applies if you qualify as a "worker" under the IR Code — duties matter, not designation. Many analysts, engineers and support staff qualify; purely managerial roles don't.
Minimum lawful package
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Plus leave encashment, gratuity and pro-rata bonus separately. Skipping these makes the retrenchment challengeable — reinstatement has been ordered for non-compliance.
Notice pay (1 month, or actual notice){{ rNotice }}
Compensation — 15 days per year × {{ rYearsLabel }}{{ rComp }}
Re-skilling fund (15 days, IR Code){{ rReskill }}
Leave encashment due
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Per-day rate {{ lPerDay }} × {{ lDays }} days. Check your payslip: if HR divides by 30 where the settlement letter says 26, you are being short-paid by about 13%.
Exempt from tax up to ₹25 lakh (non-government employees, on retirement or resignation). Karnataka HC (2025, Linganagouda v. Karnataka Gramina Bank) held leave encashment is "property" under Article 300A — it cannot be withheld without authority of law, even from a dismissed employee. It must reach you with your F&F, within 2 working days of exit under the Code on Wages.
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Net full & final settlement
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Gratuity and statutory bonus are payable on top — calculate them in their own tabs. Under the Code on Wages your F&F is due within 2 working days of your last day. Notice-pay recovery is limited to actual notice pay; a penalty beyond that is challengeable.
Unpaid salary ({{ fPendingDays }} days){{ fPendingAmt }}
Leave encashment ({{ fLeaveDays }} days){{ fLeaveAmt }}
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Reimbursements{{ fReimbAmt }}
EPF corpus at {{ eTill }}
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Indicative, compounded annually at the current 8.25% rate. EPS takes 8.33% of wages capped at the EPFO wage ceiling — raised from ₹15,000 to ₹25,000 on 17 Sep 2026, so up to about ₹2,083/month — and pays a pension, not a lump sum. Check your EPFO passbook every quarter — deductions on your payslip that never reach EPFO are a criminal breach by the employer.
Your contribution (12% of Basic + DA){{ eYou }}
Employer's EPF share (after EPS){{ eEmp }}
Interest earned @ 8.25%{{ eInterest }}
Separate EPS pension contribution{{ eEps }}
From your Form 16 (FY 2025-26)
New regime
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Std. deduction ₹75,000 · rebate up to ₹12L income
Old regime
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With your 80C / 80D / HRA deductions
savings
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Includes 4% cess. Surcharge above ₹50L income not included. Indicative only — verify with a CA before filing.
Say it in writing
Letters that build your file
Verbal wins vanish; written records survive. Fill in your details, pick a situation, and send a calm, dated, on-record email. Nothing here is filed for you — you send it yourself, from your personal address, and keep the sent copy.
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Your details
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Read it before you send it, replace anything in square brackets, and delete what does not apply to you. Send from your personal email, keep the sent copy, and never attach confidential company documents.
Where to go
Labour & civil courts near you
Pick your state and city — {{ coverage }}. Worker disputes go to the labour forum; managerial contracts, ESOP, bonds and defamation go to the civil court. Start at the Labour Commissioner's office in almost every case.
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captive_portalState Labour Department portal
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Order of approach: Labour Commissioner / conciliation officer of your district first — most employment disputes must attempt conciliation before adjudication. Gratuity goes to the Controlling Authority under the Payment of Gratuity Act. If your employer is a bank, insurer, telecom, oil, mine, major port, railway or central PSU, your forum is the CGIT, not the state labour court. Institution names here are accurate; street addresses are indicative at complex/locality level — confirm the exact bench and hall on the map link or the department portal before you travel or file. Districts not listed have a District Court and a Labour Officer of their own — search "Labour Court + your district" on Maps.
Ask us
Have a question we haven't covered?
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CM
CorpMazdoor Rights Hub
Know your right, before every fight.
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General legal information, not legal advice. Laws and thresholds change — verify current rules and consult a lawyer for your specific case. Judgment links open the original PDF where the case has one publicly filed; one very recent ruling links to named court reporting instead. Court addresses are indicative at complex/locality level — confirm on the map link or the State Labour Department portal before you travel or file.