For unpaid salary, wrongful termination without notice or dues, or an employer not depositing your Provident Fund.
1. Identify the right portal for your specific issue.
Provident Fund issues (withdrawal, transfer, pension, missing contributions) go through EPFiGMS, the EPFO's own separate grievance system -- NOT the same portal as SAMADHAN. Wage non-payment, unfair termination, or general labour-law non-compliance goes through SAMADHAN (samadhan.labour.gov.in).
2. Register and file online.
SAMADHAN: create an account, verify by OTP, then submit your complaint with employer details -- free to file yourself. EPFiGMS: log in with your UAN, register the grievance category, and get an auto-generated tracking number.
3. For a pure wage claim, you can approach the wage-claims Authority directly.
Under the Code on Wages, 2019 s.45 -- now the operative central wage law -- a claim for unpaid or delayed wages, minimum wages, or bonus can be filed directly with the designated claims Authority, targeted for disposal within 3 months.
4. For a broader dispute (unfair termination, working conditions), the matter first goes to conciliation.
A Conciliation Officer (Assistant/Regional Labour Commissioner) investigates and tries to reach a written settlement, typically submitting a report within about 14 days, extendable.
5. If conciliation fails, the dispute can be referred for formal adjudication.
Under the Industrial Relations Code, 2020 (in force since 21 November 2025), the Industrial Tribunal is now the single adjudicating body, replacing the earlier separate Labour Courts/Boards of Conciliation.
6. For your own individual dismissal/termination, you can apply directly if within time.
The application to the Industrial Tribunal must be made within 2 years of your termination date under the Industrial Relations Code, 2020 -- shorter than the 3-year period the erstwhile s.2A of the Industrial Disputes Act, 1947 used to allow.
7. Attend the hearing and produce evidence.
Both sides file written statements and evidence (appointment letter, salary slips, termination letter, attendance records) before the Tribunal passes a formal award.
8. Enforce or appeal the award.
An award in your favour is enforceable like a court decree; a challenge normally goes to the High Court by writ petition, since there's no further statutory appeal.
SAMADHAN Portal (Ministry of Labour & Employment): https://samadhan.labour.gov.in/
Handled by: Ministry of Labour & Employment / EPFO -> Conciliation Officer -> Industrial Tribunal
Who can use this: Any employee or workman with a wage, deduction, termination, or labour-law-compliance grievance against a current or former employer.
This does not cover: Whether someone is legally an 'employee' at all in a disputed contractor/gig-work relationship (a separately litigated threshold question), criminal offences by an employer (police matter), and Employees' State Insurance (ESI) medical benefits, which has its own separate ESIC mechanism.
Time limit: Wage claims: within 3 years of the claim arising. Individual termination disputes: within 2 years of the termination date (reduced from 3 years under the now-repealed Industrial Disputes Act). (Code on Wages, 2019, s.45(6); Industrial Relations Code, 2020 (individual-dispute limitation provision))
Cost: Free to file on SAMADHAN and EPFiGMS; no significant fee for a wage claim before the Authority.
You'll need:- Employer/establishment name and address
- UAN, for any PF-related grievance
- Employee ID or reference number, if any
- Dates and amounts of wages due or deducted
- Date of termination, if applicable
Documents that help:- Appointment letter or employment contract
- Salary slips for the relevant period
- Bank statements showing salary credits (or their absence)
- Termination/dismissal letter, if any
- Attendance or leave records
- PF passbook/UAN details
What happens after: A SAMADHAN/EPFiGMS complaint gets a tracking number and is forwarded to the relevant office. A wage claim before the Authority is meant to be decided within about 3 months. A broader dispute goes through conciliation first -- if settled, the written settlement is binding; if not, it can be referred to the Industrial Tribunal for a court-like adjudication ending in an enforceable award.
These are the remedies Indian law provides for this kind of situation -- not a recommendation, and not every remedy will apply to your own facts.
Wage claim
Designated claims Authority under the Code on Wages
Section 45 of the Code on Wages, 2019 lets an employee (or an authorised representative) claim unpaid or delayed wages, minimum wages, bonus, or an unauthorised deduction directly before the claims Authority, without going through conciliation first -- disposal is targeted within 3 months.
Reinstatement
Industrial Tribunal
Section 50 of the Industrial Relations Code, 2020 lets the Industrial Tribunal, on finding a dismissal or discharge unjustified, order the workman's reinstatement with continuity of service -- or, where reinstatement is not appropriate on the facts, award compensation in its place.
Retrenchment compensation
Industrial Tribunal / directly against the employer
Section 70 of the Industrial Relations Code, 2020 requires an employer retrenching a workman who has completed at least one year of continuous service to pay compensation equal to 15 days' average pay for every completed year of service (or part thereof exceeding six months), in addition to notice pay -- a workman denied this can claim it before the Tribunal.
Gratuity claim
Competent authority under the Code on Social Security
Sections 53 and 58 of the Code on Social Security, 2020 (successor to the Payment of Gratuity Act, 1972) let an employee who has completed 5 years of continuous service claim gratuity on termination, resignation, retirement, or death -- an employer's refusal or delay can be challenged before the competent authority appointed under Section 58, which can direct payment with interest.
Additional compensation on a wage claim
Designated claims Authority under the Code on Wages
Where the claims Authority under Section 45 of the Code on Wages, 2019 finds a wage claim proved, it may direct payment not only of the amount due but also compensation of up to ten times that amount, depending on the circumstances of the case.
My company says I'm a 'contractor' not an employee, so wage laws don't apply -- is that true?
Not automatically. Courts look at the actual substance of the relationship -- who controls your hours, who supervises, whose tools/premises you use -- not the label in your appointment letter. Courts have struck down 'sham contracts' designed purely to escape labour-law obligations; if you suspect misclassification, raise it with the Labour Commissioner.
Can my employer deduct my salary as a 'penalty' for being late?
Only within strict limits. A fine can be imposed only after you're given a chance to explain, only for pre-notified acts, capped at 3% of wages in a wage period, with total deductions capped at 50% of your wages for that period. An arbitrary, unexplained on-the-spot deduction is not lawful.
What if my company is not registered/is very small -- do these laws still apply?
Yes. The Code on Wages, 2019 is written to apply near-universally for minimum wages and timely payment -- even a single employee is enough to bring an establishment within the law. Being informally run or unregistered does not exempt an employer.
I resigned -- can my employer withhold my final salary/dues?
No, not indefinitely. Full and final settlement must be paid within 2 working days of your last working day, whether you resigned, were dismissed, or the establishment closed. An employer can adjust unreturned company property against your settlement if your terms allow it, but cannot withhold everything without justification.
What's the difference between going to the Labour Commissioner vs filing directly in a Labour Court?
They're usually two stages of the same process. A dispute typically first goes to the Labour Commissioner for conciliation -- an attempt to settle without litigation. If that fails, it's referred to the Labour Court, a judicial body that hears evidence and issues a binding award.
Governing law: Code on Wages, 2019
Source: Code on Wages, 2019, s.45; Industrial Relations Code, 2020 (both in force from 21 November 2025, central rules notified 8 May 2026 -- state-level rules are still being notified unevenly); SAMADHAN and EPFiGMS (Ministry of Labour & Employment / EPFO).
Aadhrix does not decide which route applies to you. This describes the official process as published — consider an advocate for advice specific to your situation.
Dealing with this yourself?
Track it in your own Aadhrix -- keep the documents, dates, and follow-ups together in one place, free.
Track this in your own Aadhrix