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Home / Legal Notices / Employee Notice (Termination/Warning)
Last updated: 2 October 2026
Warnings, show cause notices, charge sheets and termination letters need to follow the employment contract, the company’s standing orders or HR policy, and the Labour Codes. A notice that skips a step can be set aside later. We help employers prepare the record and the notice; contested matters and representation are handled by independent advocates.
Most employment issues start with an informal conversation. When that does not work, the employer needs a written record: a warning letter, a show cause notice asking the employee to explain, a charge sheet for a domestic enquiry, or a termination letter.
The four Labour Codes, including the Industrial Relations Code, 2020 and the Code on Wages, 2019, came into force on 21 November 2025. For employees who are workers under these Codes, dismissal for misconduct should follow natural justice: a clear charge, a chance to reply, and a fair enquiry. Retrenchment has its own notice and compensation rules. For managerial staff, the employment contract and HR policy usually decide the notice period and process.
State Shops and Establishments laws, and the standing orders or service rules of the establishment, may add further requirements. These are checked for each case.
Based on the Industrial Relations Code, 2020, the Code on Wages, 2019 and the employment contract; State laws are checked case by case. Last updated: 27 September 2026.
Labour Codes (in force from 21 Nov 2025), contract and HR policy
Charge, reply and fair enquiry before dismissal
One month's notice or pay, and compensation of 15 days' average pay per completed year
Additional 15 days' wages on retrenchment under the IR Code
Within two working days of separation (Code on Wages)
Needed for retrenchment in covered establishments with 300 or more workers
Termination disputes are usually decided on whether the employer followed the process, not only on what the employee did.
Attendance, emails, warnings and complaints are organised before any notice is issued.
The notice is checked against the appointment letter, standing orders and HR policy.
Where the employee contests the action, an independent advocate advises and represents.
Related services.
Ongoing compliance under the Labour Codes.
How a notice is drafted, signed and dispatched.
If a current or former employee has sent you a notice.
For misuse of confidential information by a former employee.
We understand the issue, the employee's role and what outcome the employer needs.
The contract, policy and evidence are reviewed and gaps are flagged.
Warning, show cause, charge sheet or termination, depending on the stage and seriousness.
The notice is drafted with specific facts, the policy clause relied on, and a reply period where needed.
The notice is served with proof of delivery and filed in the employee's record.
Replies are reviewed; an enquiry, settlement or advocate review follows as required.
Common next steps:
The explanation is reviewed and a decision is recorded in writing.
For serious misconduct, an enquiry officer hears both sides before any penalty.
Wages, leave encashment, gratuity (where eligible) and other dues are calculated and paid on time.
If the employee raises a dispute or sends a legal notice, an independent advocate advises on the response.
Share your query and our team will reply during business hours.
For misconduct, giving the employee a chance to explain is part of natural justice and is expected in most cases. The contract and standing orders may also require it.
It depends on the appointment letter, the HR policy and whether the employee is a worker under the Labour Codes. For retrenchment of a worker with one year or more of service, the IR Code requires one month’s notice or pay in lieu.
Under the Code on Wages, 2019, wages due on removal, dismissal, retrenchment or resignation are to be paid within two working days.
Yes. The four Labour Codes came into force on 21 November 2025. Some rules and State notifications continue to be issued, so the applicable provisions are checked for each case.
An independent advocate. Expertvuw prepares the records and coordinates with the advocate.
ACS – Director, Expertvuw Management Pvt Ltd
Documents are drafted by Expertvuw’s team for your review. Legal notices are issued, and representation before courts, tribunals and consumer commissions is made, by independent advocates. Expertvuw is a corporate services company, not a law firm.