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Frequently asked Questions
A formal employer-issued document under the Indian Contract Act, 1872, notifying an employee of employment termination with reasons and terms.
It ensures legal compliance, clear communication and documented records, reducing disputes and supporting HR processes.
Employee details, termination reason, effective date, notice period, final settlements and arbitration clauses, per Contract Act standards.
Yes, when stamped per the Stamp Act, 1899, it’s enforceable as a formal record under the Contract Act, 1872.
Yes, minimal stamp duty under the Stamp Act, 1899, ensures evidentiary value, varying by state.
Yes, e-delivery or e-signing is valid under the IT Act, 2000, with stamp duty compliance for legal enforceability.
Disputes may lead to arbitration (per Arbitration Act, 1996) or legal action, with remedies like reinstatement or damages.
We craft case-specific letters with compliance, arbitration and policy-aligned terms, per Contract Act and labor laws.
Our expert drafting, swift delivery and compliance ensure professional letters, minimizing risks over generic templates.
It’s mandatory for “workmen” under the Industrial Disputes Act, 1947 and recommended for all to ensure compliance and clarity.
Typically, within 1–2 business days after receiving all prerequisites, with expedited options available.
No, post-delivery revisions or support are optional paid services, billed separately, to accommodate changes or queries.
