Labour & Employment Lawyer

A workplace problem rarely stays "just professional." Whether it's a job lost without warning, salary withheld without reason, or the far more painful experience of harassment at work — it affects your income, your confidence, and your sense of safety. Advocate Gaurav Das represents both employees and employers in labour, employment, and POSH (Prevention of Sexual Harassment) matters across Noida, Delhi, Gurgaon, Ghaziabad, and Meerut — with the discretion and seriousness these matters deserve.

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Understanding Labour & Employment Law

Labour and employment law governs the relationship between an employer and an employee — and what happens when that relationship breaks down. As a labour and employment lawyer, Advocate Gaurav Das helps clients on both sides of the table understand their rights, obligations, and the strongest path forward.

Wrongful Termination & Illegal Dismissal

Being let go without notice, without cause, or without following due process is not always lawful — even in private employment. Employees across Delhi NCR often don't realise they have recourse until it's explained to them clearly.

Unpaid Salary, Dues & Benefits

Disputes over unpaid wages, delayed salaries, denied bonuses, gratuity, or full-and-final settlement are among the most common issues employees bring to an employment lawyer — often after months of being told to "wait a little longer."

Employment Contract & Termination Clause Disputes

Non-compete clauses, notice period disputes, wrongful clauses in appointment letters, and disagreements over resignation terms are reviewed to protect the employee's or employer's actual legal position — not just what the contract appears to say on paper.

Employer-Side Labour Law Compliance

Businesses in Noida, Gurgaon, and Delhi are advised on structuring employment contracts, HR policies, and termination procedures that hold up legally — reducing the risk of disputes before they happen.

POSH & Workplace Sexual Harassment Matters

This is one of the most sensitive areas of employment law — and one where Advocate Gaurav Das places particular care, both for the employee going through it and for the organisation responsible for addressing it fairly.

What Is the POSH Act?

The Prevention of Sexual Harassment (POSH) Act, 2013 requires every workplace with 10 or more employees to have an Internal Complaints Committee (ICC) to receive, inquire into, and resolve complaints of sexual harassment at the workplace. It applies to organisations of every size and sector — private companies, government offices, and even domestic workplaces in certain cases.

Who Can File a POSH Complaint?

Any woman who experiences sexual harassment at her place of work — regardless of her employment status (permanent, temporary, contractual, intern, or visitor) — can file a complaint. This includes harassment by a colleague, a senior, a client, or even a third party encountered during work.

What Counts as Workplace Sexual Harassment?

Unwelcome physical contact, sexually coloured remarks, showing pornography, demands or requests for sexual favours, or any other unwelcome physical, verbal, or non-verbal conduct of a sexual nature can constitute harassment under the Act — whether it happens in the office, during travel for work, at a work event, or over digital communication.

Filing a Complaint — The ICC Process

A written complaint is typically filed with the Internal Complaints Committee within 3 months of the incident (extendable by the Committee in appropriate cases). Advocate Gaurav Das assists complainants in drafting the complaint, understanding the inquiry process, and representing their interests if the matter escalates — including before the Local Complaints Committee, where no ICC exists, or in further legal proceedings.

Protection Against Retaliation

The law protects complainants from being victimised, transferred, or terminated for raising a genuine complaint. If retaliation occurs, it can be challenged separately, alongside the original complaint.

For Employers — POSH Compliance & ICC Representation

Organisations are advised on constituting a legally valid ICC, drafting a POSH policy, conducting mandatory employee awareness sessions, and handling inquiries fairly — protecting both the complainant's rights and the organisation from future liability or reputational harm.

False or Malicious Complaints

The Act also has provisions addressing complaints made with malicious intent or false evidence. Both complainants and respondents are entitled to a fair, unbiased process — something Advocate Gaurav Das ensures is respected on both sides.

Common Situations We Help With

An employee terminated without notice or valid reason.
Salary, bonus, or gratuity withheld after resignation
A woman facing harassment from a senior colleague in any agency/company/organization.
A company needing an ICC set up for the first time
An employee unsure whether an incident even "counts" as harassment
A wrongful non-compete clause being enforced after leaving a job
Retaliation or transfer after filing an internal complaint
An organisation facing a POSH complaint and needing fair-process representation
Termination during probation without documented cause
Contract employees denied basic statutory benefits

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Our Approach — Handled With Discretion, Not Just Diligence

POSH and employment matters involve real people going through a genuinely difficult chapter — not just paperwork. Every consultation is confidential. Every client, whether an employee or an employer, is told plainly what the law allows and what the likely path forward looks like — without exaggeration and without unnecessary alarm. For harassment matters specifically, the process is handled with the sensitivity it demands, at a pace the client is comfortable with.

Areas We Serve

Advocate Gaurav Das represents employees, employers, and organisations in labour, employment, and POSH matters across Noida, Delhi, Gurgaon, Ghaziabad, and Meerut — appearing before Labour Courts, Industrial Tribunals, Internal Complaints Committees, and, where required, the District Courts and High Court.