Industrial Relations And Labour Laws
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HI All,
Pls. let me know is there any defined rule/ law regarding the notice period in LABOUR LAW.
During the probation and after confirmation how many days notice period one has to submit.

hi poornima
Hope u r doing gr8.
For emloyees under probation-
1.As per standing orders there is nothing mentioned regarding notice period for probationars.
2.But the notice period for probationars can't be extended beyond 1 year.
For confirmed employees u can devise your own policy regrding notice period.
1. The notice period can be different for different grades of emplyees depending upon their role & importance.
2. It can vary from 1 month to 3 months.
The best way is to get your standing orders registered as soon as you make a policy.

Under Model standing order (Bombay), Notice period of the permanent employee is of 1 month. and in case of default he can be sued for damages and amount can not be recovered from his salary.
In the absence of certified standing orders notice period is deemed to be of 1 months in case of permanent employee, even though as per appointment letter notice period is more than 1 month. Because in no. of judgements different courts held that when there is contradiction between appointment letter and standing order, then standing orders will prevail.

Notice period is purely an internal matter of an establishment. Certainly, in respect of establishments having certified standing orders, the notice period will be mentioned in the standing orders itself. On the other hand, if the establishment is not covered by Industrial Employment (Standing Orders) Act, the notice period should be mentioned in the appointment order. Model standing Order has no significance as it is only a draft which has validity for six months from the date on which the company becomes under the fold of Industrial Employment (standing Orders) Act.

The Industrial Disputes Act has not specified notice period as a responsibility of employees/ workmen. Therefore, unless otherwise provided in the certified Standing Orders, an employee coming under the definition of workman can not be called upon to serve notice or pay in lieu of notice. At the same time, in order to retrench or terminate a workmen the employer should serve one month notice or pay one moth salary in lieu of notice. The notice or pay shall invariably be three months in the cases of establishments employing 100 or more workers.

In respect of employees not coming under the definition of workman, naturally, nothing in these Acts will apply and in such cases, the matter will be decided according to the contract of employment only.


Hello Experts,
I joined a Pvt Ltd company on Oct 27`th 2015 as a SAP Technical Consultant.
As usual the probationary period is 6 months within which the notice period is 1 month and on Confirmation it is 3 months for both parties.
My offer letter clearly says "If the performance is not upto the mark, probationary period may be extended after the initial 6 months probationary period".
Now that April 27`th 2015 has been surpased, my 6 months probationary period is completed and till date NO CONFIRMATION LETTER has not been provided to me.
Due to the non-professional work process I am changing this job.
Since I have still not recieved any confirmation letter nor the extension of probation period letter, Am I technically eligible to be relieved after 1 month ?
My query to all experts is when I put down my resignation, can I ask for releiving of 1 month ?
Kindly help me with this regard. Your replies are highly appreciated !!
Sharad BS
+91 9916316986

It should be the total salary agreed upon between the employee and the employer. Normally, the statutory salary is the salary involved in such scenarios and the statutory salary means basic salary and dearness allowance which adjusts itself to cost of living index or compensates changes in the cost of living. But many of the new companies do not pay DA but instead have only basic salary and so many other allowwances which are otherwise called allowances which do not form part of statutory salalry. Therefore, the basic pay will be very low and the other parts of salary would be high. This is an technique used to reduce the employer's contribution towards various statutory funds and payments like bonus, leave encashment or even notice pay payable in the event of retrenchment.

In view of the above, I would say that it should be the gross salary, the salary payable as agreed at notwithstanding anything contained in the salary structure of the company, that should be paid to employees in case the employee is sent out. Obviously, the same will be the notice pay salary payable to the employer when the employee leaves.

In no case should there be different calculation with regard to notice pay and the one accepted should be applicable both to the employee as well as the employer.


Dear Sir ,
Please Guide me to get FNF
I was working with pvt ltd company. I resigned from job and served 30 days notice period as per HR rule. I had worked for total days( before& after notice period) 37 . But I received short amount as FNF which is of 26 days as per HR information, as my supervisor marked me absentfor 11 days. I also shared signed muster copyto HR.
But still not reply fri

Dear Sir,
I worked with private company for 8.9 years. After 7years company imposed new agreement for 3month notice period without any prior circular or memo to employees. So we were not accepted the some terms of new agreement but now company is going to deduct three month notice amount from our FNF.
Please be suggest for same.

Sir can we keep the equal months Notice period for all employees just like (manager and worker level) for 3 month in standing order kindly revert me as per rule and regulation . Because very soon our company come under the provision of standing order and our management force to me for keep the notice period for three month for all categories manager and workers. i need your valuable advice .

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