From wrongful termination and salary dues to PF/ESI fraud, POSH complaints, gratuity denial, retrenchment, and workmen compensation — our employment law specialists fight for you before Labour Courts, Industrial Tribunals, and High Courts across India. Talk to an advocate today — first consultation is free.
Wrongful termination, salary withheld, or workplace rights violated? Get expert legal advice — no obligation, fully confidential.
Our employment advocate will call you within 30 minutes (Mon–Sat, 9AM–8PM IST). For immediate help, WhatsApp us at +91 96772 38047.
Terminated without notice, charge sheet, or domestic enquiry; dismissed on false grounds; forced to resign; or denied retrenchment compensation.
Employer has not paid salary, is making unauthorised deductions, withholds Full & Final settlement, or refuses to pay notice period wages.
Employer deducting PF but not depositing with EPFO, not enrolling employees in ESI, or denying provident fund and ESIC benefits unlawfully.
Sexual harassment by colleague, senior, or employer; employer has no ICC; ICC proceedings conducted unfairly; or employer retaliates after complaint.
Employer refuses to pay gratuity after 5 years, disputes retrenchment compensation, denies leave encashment, or withholds retirement benefits.
Injured at workplace with employer refusing compensation; accidental death on duty; occupational disease; or employer claiming ESIC coverage to avoid paying directly.
Call, WhatsApp, or fill the free consultation form — describe your employment issue in under 2 minutes.
Speak directly with an employment advocate — understand your legal rights and immediate options at no cost.
Share your appointment letter, salary slips, and communications — our advocate maps the strongest legal case for you.
We recommend the fastest path — legal notice, Labour Court, or criminal complaint — with transparent, upfront fees.
Our advocates handle everything — notice, filing, hearings, and negotiations — until your dues are fully recovered.
Specialists in Industrial Disputes Act, Payment of Wages, Gratuity, POSH, PF/ESI — not generalists dabbling in employment law.
We represent clients before Labour Courts, Industrial Tribunals, and High Courts in 28 states and Union Territories.
Urgent termination and salary matters attended the same day — because delay can cost you critical legal rights.
Your employment details and personal information are handled with absolute confidentiality — never shared with employers.
We tell you the truth about your case — realistic prospects, timelines, and the best legal path forward.
No hidden charges. Clear fee structure agreed upfront — you always know exactly what you're paying for.
Proven track record of recovering salary dues, winning reinstatement, securing gratuity, and fighting wrongful termination.
From the first legal notice to the final order — we keep you informed, supported, and prepared at every stage.
I was terminated without any notice or charge sheet after 7 years of service. Regalwhiz filed an industrial dispute and within 4 months I received full retrenchment compensation plus back wages. Exceptional work.
My company deducted PF for 3 years but never deposited with EPFO. Regalwhiz filed a criminal complaint and an EPFO inspection was ordered. Every rupee has been recovered with interest. Highly recommended.
My employer refused to pay gratuity claiming my service was less than 5 years due to a forced gap. Regalwhiz proved continuous service with bank statements and recovered ₹18 lakhs in full. Thank you.
I was harassed at work and the company had no ICC. Regalwhiz helped me file a complaint with the Local Complaints Committee and also challenged my subsequent illegal termination. Both resolved in my favour.
Salary was withheld for 5 months citing "notice period breach." Regalwhiz sent a legal notice and filed before the Payment of Wages Authority. Full 5 months salary + compensation received within 2 months.
My husband was fatally injured at a construction site. The contractor denied liability. Regalwhiz filed before the WC Commissioner and secured full statutory compensation for our family. We are deeply grateful.
Limitation periods under Indian labour law are strict. From POSH complaints (3 months) to salary recovery (1 year) to industrial disputes — delay can permanently extinguish your legal rights. Talk to our employment advocates today.
Wrongful termination occurs when an employer dismisses an employee without following due process — including charge sheet, domestic enquiry, show-cause notice, or required retrenchment compensation. Under the Industrial Disputes Act 1947, workmen terminated without following proper procedure are entitled to reinstatement with back wages or retrenchment compensation. Even non-workmen can challenge termination under their employment contract. Call Regalwhiz immediately after termination — delay weakens your legal position.
No. Under the Payment of Wages Act 1936, employers cannot withhold or delay wages beyond the stipulated payment date. Unlawful deductions or salary withholding is a criminal offence. The aggrieved employee can file a complaint before the Payment of Wages Authority or Labour Court to recover full dues along with compensation. Salary held citing "notice period recovery" is only valid if there is a specific clause in your appointment letter — and even then must be proportionate.
A wrongfully retrenched workman must raise an industrial dispute promptly — the longer you wait, the harder it becomes for courts to grant reinstatement. While there is technically a 3-year limitation under the Limitation Act for recovery, courts strongly prefer the matter to be raised immediately after retrenchment. File before the Labour Commissioner or Labour Court as soon as retrenchment occurs to maximise your chances of reinstatement with full back wages.
Gratuity under the Payment of Gratuity Act 1972 is generally payable after 5 continuous years of service. However, the Supreme Court of India has held that an employee who has completed 240 days of work in the 5th year of service is deemed to have completed 5 years for gratuity purposes. In cases of death or total disablement, gratuity is payable regardless of length of service. An employer who forfeits gratuity citing minor misconduct without financial loss can be successfully challenged.
An Internal Complaints Committee (ICC) complaint must be filed in writing within 3 months of the last incident of sexual harassment. If the employer has no ICC or has fewer than 10 employees, the complaint is filed before the Local Complaints Committee (LCC) under the POSH Act 2013. Our advocates assist in drafting the complaint, gathering evidence, and representing you through the entire enquiry. Do not let the 3-month deadline pass — call us immediately after the incident.
Non-deposit of Employee Provident Fund contributions by the employer is a criminal offence under Section 14 of the EPF & MP Act 1952. The employee can file a complaint with the EPFO Regional Office, lodge a police complaint (criminal case), or approach the Labour Court for recovery. Employers found guilty face imprisonment up to 1 year and fine. Check your UAN passbook on the EPFO portal — if no employer deposits appear despite salary slip showing PF deduction, call us immediately.
Yes. The coverage depends on the actual nature of work, not the label on your contract. Courts look at supervision, integration, economic dependence, and exclusivity to determine whether you qualify as a "workman" under the Industrial Disputes Act. Many contract, gig, and freelance workers qualify as workmen and are entitled to retrenchment compensation, PF, ESI, minimum wages, and other statutory protections. Employers who disguise permanent employment as contract arrangements to evade labour law can be challenged. Consult our advocates to assess your specific situation.
Don't let a wrongful termination, withheld salary, or denied gratuity go unchallenged. Our employment advocates fight for your rights — Labour Court, Industrial Tribunal, or Labour Commissioner. First consultation is completely free.