Suddenly Fired Without Notice: What Steps Can I Take to Protect Myself?

Respected sir,

I have been working in a private limited company for 10 years. The company terminated me and three other employees without any notice on 31.03.16. What should I do? Please help me. I do not have an appointment letter, but I receive my salary by cheque. I also have a copy of the attendance register for the past year.

Thank you.

Dear Vipulbhai,

If you have a termination letter from the company, in this termination letter, write the reason for your termination. This is the first requirement of the legal process. If you have a valid reason for your termination, then you can proceed with the legal process.

Termination Without Notice: Steps to Take

From the contents of your query, it is presumed that your services were terminated without receiving due benefits and without following proper procedures. You only received your salary cheque. Whether you are a workman or not is also not clear. However, if you are a workman within the definition of the Industrial Disputes Act 1947, you can raise a demand notice addressed to your management and copy it to the concerned area Labour Conciliation Officer for redressal. You might be eligible for gratuity, leave encashment, retrenchment compensation, notice pay, etc.

Regards,
P K Sharma

I am working in a private limited company for 10 years. The company terminated me and three other employees without any notice as of 31.03.16. What should I do? Please help me. I don't have any appointment letter, but I receive my salary by cheque, and I have the attendance register copy for the last year.

Steps to Take if Terminated Under the Industrial Disputes Act

If you are a workman under the Industrial Disputes Act, then do the following:

1. Send a letter to your company through registered post asking the company to withdraw the order of termination and to reinstate you.
2. Raise a complaint before the labour commissioner.
3. File a case under Section 2A of the ID Act before the court.
4. Do not accept any full and final settlement if you want to raise the dispute.

However, to provide proper advice, it is essential to know the nature of your job as well as the reason for your termination.