The action by the employer is against the principles of natural justice even if the matter pertains to a managerial level employee who may not get any protection of labour laws. In any case, you can ask for the reason for termination and the HR person is bound to give it. It is true that in the case of a probationer no reason need to assigned for termination but a confirmed employee shall be terminated only after letting he know the reasons for termination and after hearing him. Therefore, I would say that before initiating a labour suite, which should be initiated after considering many other things like career, time and money etc, you should first ask the manager to give reasons for termination. If the things are not working then only approach the Labour Officer. Regret to say that these officials are not actually officials to safeguard the interests of workers/ employees but are meant for employers and are fed by the employers by paying regularly, in certain cases, on a monthly basis. This may not be situation everywhere. If you have good officers you can have a conciliation meeting in his presence and that will help you a lot. Then it is upto the Department to decide whether it should be referred to Court or not and in most cases, the employer will be ready for a compromise either by taking back the employee or by paying compensation and notice pay as per the law in force.
7th May 2016 From India, Kannur