Can employers voluntarily extend PF benefits to apprentices under the Apprenticeship Act, 1961, de1/22/2026 
Apprentices engaged under the Apprentices Act, 1961 are expressly excluded from the definition of “employee” under the EPF Act, and their stipend is not “basic wages.” Hence, employers cannot voluntarily extend Provident Fund benefits to them unless they are reclassified as employees and paid wages, which attracts wider statutory liabilities.
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Can an employer extend the probation period of a woman employee if she goes on maternity leave?1/22/2026 
Yes, probation can be extended if her absence (including maternity leave) means you could not assess her performance, but it must not be discriminatory.
No, you cannot extend probation just because she availed maternity leave; it should be framed as a neutral extension due to insufficient time for review. 
Yes. Payment of maternity benefit is treated as “wages” for the purpose of the Maternity Benefit Act, and accordingly attract EPF contributions under the EPF Act, since they form part of the employee’s “basic wages” during the maternity leave period.
Yes. The Supreme Court has the power under Article 32 to issue writs like Habeas Corpus, Mandamus, Prohibition, Certiorari, and Quo Warranto to ensure that Fundamental Rights are protected and enforced.
No. National holidays are mandatory holidays and are not deducted from your Earned Leave balance, only actual working days taken as leave are counted under the Factories Act, 1948.
Yes. Under Section 25G of the Industrial Disputes Act, 1947, retrenchment should ordinarily follow the “Last Come, First Go” rule, unless the employer records valid reasons for a different order.
Subsistence allowance is what an employee receives while under suspension (pending inquiry). Courts have held that subsistence allowance is not treated as “salary or wages” under the Payment of Bonus Act, 1965, because it is not remuneration for work done, but a compensatory allowance during suspension.
The demand by the union to include HRA in the calculation of gratuity is not legally valid as per the Payment of Gratuity Act, 1972.
In India, workers generally must accept the work location given by their employer. Refusal is allowed only if it’s unsafe, illegal, or unfair, otherwise, it can be treated as misconduct.
Yes. Since both the employee and his spouse died in the accident, the gratuity will be payable to the mother and the two minor children as the legal heirs of the deceased employee.
Yes, under the Employees’ Provident Funds and Miscellaneous Provisions Act, 1952, a single PF account can cover multiple units of a factory even if they are in different states.
Whether the member is entitled for full interest on the belated deposit of PF dues by the employer?1/22/2026 
Yes. The member is entitled to receive full interest on the belated deposit of PF dues by the employer for each month the contribution was due, even if the employer delays depositing it. The interest accrues to the member’s account as if the contributions were deposited on time.
Can an employee working in more than one establishment have multiple Provident Fund (PF) accounts?1/22/2026 
Yes, an employee working in more than one establishment can have multiple PF accounts (Member IDs), one for each employer. However, all such accounts must be linked to a single Universal Account Number (UAN).
Is it acceptable to have only 30% of the gross salary as basic pay under current Indian wage laws?1/22/2026 
It is legally acceptable to have only 30% of the gross salary as basic pay under current Indian wage laws, as there is no fixed rule mandating a minimum basic salary percentage. However, the total basic pay must meet or exceed the notified minimum wage.
The Golden Triangle of Fundamental Rights refers to Articles 14 (Equality), 19 (Freedoms), and 21 (Right to Life & Liberty) of the Indian Constitution.
Yes, under Section 25F of the Industrial Disputes Act, 1947, tendering retrenchment notice and compensation in person, followed by sending them through registered post (POD) upon refusal, amounts to valid compliance.
Can workmen in India legally refuse a transfer from one unit of the same employer to another?1/16/2026 
No. Workmen in India cannot ordinarily refuse a lawful transfer if it is within the terms of employment/standing orders and does not worsen their service conditions.
Retrospective wage arrears, being part of the revised basic pay for services already rendered, must be treated as “basic wages” under Section 2(b) of the EPF Act, 1952, and accordingly Provident Fund contributions are payable on such amounts for the months to which they relate.
No. Once an employee becomes a PF member, coverage continues even if their wages later exceed ₹15,000 per month.
No, the employer is not automatically liable to pay the maximum bonus (20%) merely because the trade union demands it.
Yes, as per the latest EPFO circular, it is mandatory for establishments covered under the EPF Scheme to display the extract of Form 5A at the entrance or on their website/mobile app.
Yes, an employer can justifiably dismiss a worker for stealing official documents of the company and using them against the employer without consent. Theft by an employee is considered gross misconduct, which legally warrants dismissal following due disciplinary procedures that ensure fairness and natural justice.
While both strikes and lockouts disrupt industrial operations, they differ fundamentally in intent and power dynamics. A strike is when employees stop working to demand fair pay, better conditions, or justice, it shows workers’ collective power. A lockout is when employers stop workers from entering the workplace to push them to accept certain terms, it’s a tool used by management to protect their interests.
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