Typically 1-3 months as per your employment contract. Probation period employees usually have 1 month notice. Senior roles often have 3 months. Always check your appointment letter for the exact clause.

Yes, if your company policy allows it. The buyout amount is calculated as remaining notice days × daily CTC. The amount is taxable as salary income.

No. Post-employment non-compete clauses are largely unenforceable under Section 27 of the Indian Contract Act. You can join a competitor after leaving your current employer.

Yes. If you have completed 5+ years of continuous service, you are entitled to gratuity. The notice period you serve counts towards your total service length.

No. Under the Payment of Wages Act, employers can only deduct salary for lawful reasons (e.g., absence, fines as per standing orders). Arbitrary deductions are illegal and can be challenged at the Labour Commissioner's office.

Under the Maternity Benefit (Amendment) Act, 2017, women are entitled to 26 weeks of paid maternity leave for their first two children. For the third child onward, the entitlement is 12 weeks.

In the private sector, employers must typically follow a PIP process or terminate for stated reasons with notice. Establishments with 100+ workers require government approval for layoffs. Wrongful termination can be challenged in a Labour Court.

Your Full & Final Settlement (FnF), including pending salary, leave encashment, and gratuity, must be paid within 30–45 days of resignation. If withheld, you can send a legal notice and file a complaint with the Labour Commissioner.

While not explicitly mandated by a central law, withholding a relieving letter is considered bad practice and can be challenged. Most reputable companies issue it within 30 days of your last working day.

The POSH Act applies to all workplaces in India with 10 or more employees. Every employer must have an Internal Complaints Committee (ICC). Victims can file a complaint confidentially with the ICC within 3 months of the incident.