Indian Employment Law: What Every Worker Needs to Know

If you’ve ever wondered whether your boss can slash your pay or force you to work extra hours, you’re not alone. Indian employment law is a mix of statutes, court rulings, and government orders that protect workers while giving businesses some wiggle room. This guide breaks down the most common questions you face at work and shows you where to turn when things get messy.

When Can an Employer Reduce Your Salary?

Many employees think a salary cut is always illegal, but the law makes a few exceptions. Under the Industrial Disputes Act, an employer can lower wages if there’s a genuine economic crisis, the change is approved by a recognized union, or the employee agrees in writing. The key is that the reduction must be reasonable and not single‑out a single worker without cause.

If your company skips these steps, you can raise a claim for illegal wage reduction. First, talk to HR and ask for the written justification. If the response is vague, gather your payslips, employment contract, and any internal notices. You can then approach the labour commissioner or file a case in the appropriate labour court.

Protecting Your Workplace Rights

Beyond salary, Indian law covers a broad range of rights: safe working conditions, proper overtime pay, maternity benefits, and protection against unfair dismissal. The Factories Act, Shops and Establishments Act, and the Sexual Harassment of Women at Workplace Act are the main pillars. Know which act applies to your sector, because the rules differ for factories, offices, and retail stores.

Overtime is a big one. If you work more than 9 hours a day or 48 hours a week, you’re entitled to at least double the regular rate. Some employers try to label extra work as “voluntary,” but the law looks at the reality of the situation—if you’re pressured to stay, it’s still overtime.

Harassment complaints are taken seriously. The internal complaints committee must have at least half female members and must act within 30 days. If they ignore you, you can approach the women’s commission or file a criminal case under the IPC.

What if you’re laid off? The law requires at least 30 days’ notice or pay in lieu of notice, plus any pending dues. Severance pay varies by length of service, but many states have a minimum of 15 days’ wages for each year worked.

All of this sounds overwhelming, but you don’t have to face it alone. India Legal Guide connects you with experienced advocates who specialize in labour law. A quick consultation can clarify whether you have a strong case and what steps to take next.

Bottom line: Know your contract, keep records, and act fast if something feels off. The law is on your side, but you have to use it. Whether it’s a salary cut, unpaid overtime, or harassment, the right information and a good lawyer can make a huge difference.