Company terminating without paying proper compensation

layoff is a measure that is used only in continuing businesses. If the employer decides to permanently shut down his industrial establishment then layoff is of no use. Layoff must adhere to the conditions provided in Section 2 (kkk) of the Industrial Disputes Act, 1947 or else it will not be considered right as per the law. There must exist an inability, failure or refusal from the employer’s side to provide employment to the workmen. Such inability, failure or refusal must be due to lack of power, coal, raw materials, accumulation of stocks, breakdown of machinery or natural calamity for any other relevant reason. The name of the workman must be mentioned in the muster roll of the employer’s industrial establishment. The workman must not have been subjected to retrenchment.

 industrial establishments with over 100 (hundred) workmen and those that are not seasonal in nature. In such cases, employers must obtain prior permission from relevant authorities stating the reasons for layoff.
As per this Act, every employee who has been in continuous service for at least one year is entitled to retrenchment compensation. This compensation is calculated as 15 days of average pay for every completed year of continuous service or any part thereof in excess of six .

Conditions precedent for providing compensation to a laid-off workman As per Section 25C of the said Act, the workman who is laid off is entitled to compensation that is equivalent to half of the total wages and allowance given for the said period of lay-off. As per Section 25A, the compensation accrued from the layoff provisions mentioned in the said Act shall not apply to the following kinds of industrial establishments :

Such industrial establishments where less than 50 workmen worked on an average during each working day in the preceding calendar month. An industrial establishment where work is done seasonally or occasionally. An industrial establishment that comes under the aegis of chapter V-B as included by the Industrial Disputes Amendment Act of 1976.

hi sir, sorry to say, but this is the most useless response. i would not recommend to hire you. entire scenario is clearly explained with questions, and you are just copy-pasting from id act and other documents. whats the point?