Johan is a factory worker who was denied entry into the workplace for wearing a religious symbol. The management stated that personal religious expression was not allowed at work.

Fundamental Right Violated:

Right to Freedom of Religion

Principle of Labour Legislation Violated:

Principle of Social Justice – ensuring protection against discrimination and upholding human dignity at the workplace.

Suggestion:

The workplace policies must be reviewed by the HRs to ensure there is no direct or indirect discrimination against religious practice.

A sensitisation session for the management on inclusivity mist be conducted.

As a response, the HR department must launch an internal inquiry, provide Aakriti the due benefits, and train management on laws preventing discrimination against expecting mothers, including interns and contract staff.

HR should stop the data sharing, ensure informed consent, and enforce strict privacy policies. Those responsible must be held accountable, and trust must be rebuilt with employees.

Case -

This case is about consultancy company, the organisation doesn't have work life balance it makes the employees work for more than 11 to 12 hours and there is no comp off or compensation that is provided for overtime, the manager is also toxic and criticizes the employees for the work that they do even if the work is good

Fundamental Rights violated -

Right against exploitation

Principles of labour legislation violated -

Principle of social justice

DPSP's violated -

Article 38, Article 42 (humane conditions of work), Article 43

Recommendation from HR -

1. Internal review work conditions, employee feedback

2. Amendments in the policies - shift to structured working hours, strict guidelines (stakeholders meeting)

3. Compensation policies structured in regards to overtime

4. Consult legal team + HR team for any further processing (if it's not handled properly yet)

An HR executive was supposed to fill a leadership role from within the organization and they were "unofficially" ordered not to hire women for this role as they will eventually get pregnant and the company will have to incur the cost of maternity benefits.

Fundamental right being violated

Right to equality

Principles violated

1. Principle of social justice

2. Principle of social security

HR suggestion

1. Following the POSH committee framework, an anti-discriminatory committee should be formed so as to take action immediately and conduct a thorough investigation the way a POSH committee does.

2. Mandatory sensitisation training for all employees regardless of levels.

3. DEI implementation should be improved.

4. Strict consequences enforced for the violation of any of the DEI policies e.g any complaint goes on the formal employee records, temporary suspension without pay.

Fundamental Right Violated:
Right against Exploitation (Article 23) – Prohibition of forced labour.

Principle of Labour Legislation Violated:
Principle of Fair Wages and Decent Working Conditions.

Suggestion:
HR should regularize Sunita's working hours in line with labour laws, ensure overtime pay, and educate all staff (including contract workers) on their rights. Regular audits should be conducted to prevent exploitation and ensure compliance with labour standards.

In the company SKAV, Ankush came out as bisexual on social media and faced backlash from his colleagues and boss at the workplace. In the annual appraisal, Ankush was evaluated poorly and not given the due credit for the exceptional work that he had done the whole year. He was ostracised and was subtly humiliated by his colleagues and was subjected to workplace bullying. His complaint against bullying was not addressed and eventually had to quit the job.

Fundamental right violated: Right to freedom (Of expression), Right to equality (Discriminated on the basis of sexual orientation)

Principle of Labour Legislation Violated: Principle of protection, Principle of social justice.

Suggestion: The HR should ensure that the DEI policies and practices are in place and employees are trained for sensitivity. Grievance addressal procedures should be transparent and just.

Rahul, an openly gay employee at a tech startup was refused client-facing roles by management under the pretext of "India being unready for queer representation." He was also sidelined from leadership training despite strong performance.

Fundamental Right Violated:

Right against discrimination on the grounds of sex, which includes sexual orientation.

Labor Legislation violated:

Principle of social justice

HR Suggestion:

• Revisit the DEI policy to explicitly protect LGBTQIA+ rights.

• Conduct sensitization trainings for leadership.

• Implement anonymous feedback channels for reporting discrimination.

Case: Latha Ponakka, a coffee plantation worker in Coorg, residing in company provided housing, reports a severe leak in their roof during the monsoon season, leading to water damage and unhygienic living conditions. Despite repeated complaints over several months, the plantation management fails to carry out necessary repairs, citing budget constraints, thereby forcing the worker and their family to live in substandard and unsafe accommodation.

Principle Violated: Principle of Welfare under the Plantation Labour Act, 1951 (PLA). Specifically, Section 15 of the PLA mandates the employer to provide and maintain necessary housing accommodation for every worker and their family residing on the plantation. The persistent failure to repair the roof directly violates the employer's responsibility to provide "prescribed housing accommodation" in a habitable condition as per the Act and its associated rules.

Suggestion: HR must immediately arrange for the repair of the worker's housing and conduct a comprehensive audit of all company-provided accommodations to ensure they meet the standards prescribed by the Plantation Labour Act, 1951. The management should establish a clear and efficient grievance redressal mechanism for housing and other welfare issues. Furthermore, HR should ensure that all supervisors and relevant staff are fully aware of and compliant with the provisions of the PLA, particularly those related to housing, sanitation, and medical facilities, to prevent future violations.

The reason cited by the manager was that “female chefs can’t handle late-night kitchen shifts,” which reflects a clear case of gender bias.

This situation violates the Fundamental Right to Equality under Article 15 of the Indian Constitution, which prohibits discrimination on the basis of sex. Additionally, it goes against the principle of social justice under modern labour legislation, as it denies equal opportunity and fair treatment to a worker based solely on gender.

As a response, HR must launch an internal investigation, ensure gender-neutral promotion and shift allocation policies are implemented, and conduct sensitivity training for all managerial staff. A transparent and performance-based appraisal system should also be introduced to promote equity and prevent future instances of discrimination.

At an garments assembly unit, workers labor 14 hrs/day without rest breaks, overtime pay, grievance channels or social security.

Staff report chronic fatigue, rising error rates, and frequent absenteeism due to health issues.

Management ignores repeated complaints, leading to low morale and high turnover.

Violated Principles & Connection:

Protection (Factories Act) – Exceeds 9 hrs/day/48 hrs/week limits, endangering health.

Social Justice (Contract Labour Reg.) – Contract workers denied equal pay and rights.

HR Resolution:

Audit & Compliance: Verify hours, pay overtime, enforce legal work limits.

Grievance System: Implement worker committees or hotline.

Case-

Rina, a qualified and high-performing employee at a logistics company, was denied a promotion to team lead. The position was given to a less experienced male colleague. When she questioned the decision, her manager casually remarked that “leadership roles are better suited for men.”

Fundamental Right Violated:
Right to Equality (Article 15) – Discrimination on the grounds of gender.

Principle of Labour Legislation Violated:
Principle of Equity – Ensuring equal opportunity and fair treatment in employment matters.

Suggestion:
HR should initiate an inquiry into the promotion process, implement a transparent and merit-based evaluation system, and conduct gender sensitivity and anti-discrimination training for all managerial staff. Rina’s promotion eligibility should be fairly reassessed.

Caselet
A company hired Matthew a skilled candidate from a minority community as part of their DEI program. But after joining, he was left out of important projects and only given basic tasks, even though he had the skills to do more. He wasn’t given any opportunity to exhibit his skills and his potential was undermined.

Fundamental Right Violated
Right to Equality (Article 14 – equal treatment and opportunities for all)

Labour Principle Violated
Principle of social justice- Equal opportunity and fair treatment at the workplace.

Suggestion
HR should make sure DEI hires are given fair chances to grow. Matthew should be included in important projects, offered mentorship, and managers and his colleagues should be trained to avoid bias and support inclusion.

Among these workers are 15 children aged between 10 and 13, working alongside their parents to meet daily targets. They miss school, work 10 hours a day in harsh conditions, and often suffer from heat exhaustion and respiratory problems.

⚠️ Violations Identified:

Forced labour of adults - Article 23 Workers were not allowed to leave or demand payment without threats.

Child labour in hazardous environment Article 24 - Children under 14 were working in a dangerous, dusty, high-heat environment.

Lack of written contracts and wage abuse- No formal agreements, violating India’s labour regulations.

Violation of the Child Labour (Prohibition and Regulation) Act, 1986 (Amended 2016)

Section 3: Prohibits employment of children below 14 years in any occupation.

Violation: Children aged 10–13 were employed in hazardous brick kiln work.

2. Violation of the Bonded Labour System (Abolition) Act, 1976

Section 2 & 16: Prohibits bonded/forced labour and punishes anyone compelling others to work under debt or coercion.

Violation: Workers were paid advance but forced to continue without wages—classic bonded labour.

3. Violation of the Factories Act, 1948

Section 67: No child under 14 shall be required or allowed to work in any factory.

Section 79: Mandates proper working conditions, leave, and record-keeping.

Violation: No age checks, no protective measures, no working hour records.

4. Violation of the Minimum Wages Act, 1948

Section 12: Ensures payment of minimum wages.

Violation: Workers were not paid wages as per law or on time.

5. Violation of the Right to Education Act, 2009

Section 3: All children between 6–14 have a right to free and compulsory education.

Violation: Children were made to work instead of attending school.

HR GUIDLINES :

• establishing a robust age verification process

• Vendor and contractor audits

• Maintaining transparent pay roll systems

• Regular third party compliance audit

Fundamental Rights Violated

• Article 24 – Prohibits employment of children below 14 years in hazardous occupations

• Article 21A – Right to free and compulsory education for all children aged 6–14 years

Principles of Labour Legislation Violated

• Principle of Protection against Exploitation – The use of child labour violates the foundational principle of humane treatment at work.

• Principle of Welfare – The absence of basic safety measures (lighting, ventilation) endangers workers’ health.

HR Suggestion:

HR must take immediate action to terminate the employment of children, in compliance with the Child and Adolescent Labour (Prohibition and Regulation) Act. A full compliance audit should be conducted and the HR can partner with NGOs or government agencies to rehabilitate the children. The company should hire adult workers, improve workplace conditions by installing ventilation and adequate lighting, and conduct regular workplace safety audits. HR should also initiate training on child labour laws for supervisors and management.

Team members- Deepa, Anjali and Manaswi

Usha had been working as a gig-based developer through QuickCode for over a year, completing multiple long-term software projects. After delivering a full-stack application to a U.S.-based client, she was promised ₹55,000 as project payment. Despite completing all deliverables and receiving client approval, she was paid only ₹22,000. Attempts to contact platform support were met with automated responses. Her account was also temporarily suspended for “review,” preventing her from taking new work.

Violation:

Fundamental Right Violated:
Article 14 – Right to equality before law: Platform policies that unfairly withhold payment without recourse violate principles of natural justice.

Principle of Social Justice

Suggestion:

HR should establish transparent grievance redressal mechanisms and ensure timely, fair investigation of payment disputes. They must advocate for equitable treatment of gig workers and uphold due process in all disciplinary actions.

Fundamental rights violated: 

Factories Act

Unsafe conditions, long hours, no overtime

Equal Remuneration Act

Gender-based pay gap for same work

Article 23 

Forced Labour

Trade Unions Act

Denial of right to form union and unfair dismissal

Right to Equality

Discrimination against migrant workers

Suggestions:

Begin with a compliance audit to identify legal and policy violations. Conduct safety inspections, ensure equal pay through wage audits, and enforce proper overtime practices. Organize awareness sessions on workers’ rights and support the formation of a worker welfare committee. Set up anonymous grievance systems and train managers on fair and inclusive workplace practices.