Received a notice from a labour, PF or ESI authority? We review it, gather the records, draft a well-supported reply and represent you before the authority.
An employer should respond to a labour-law notice promptly and before the deadline: read it carefully, identify the provision and the demand, gather the supporting records, verify any computation, and file a reasoned written reply with evidence. Where a hearing is scheduled, attend or be represented. Ignoring a notice can lead to ex-parte orders, penalties or prosecution.
Notices arrive with tight deadlines, inspection observations, show-cause notices, PF inquiries under Section 7A, damages under Section 14B, ESIC demands, minimum wage claims and more. An ignored or poorly answered notice can quickly turn into an ex-parte order or prosecution.
We read the notice, identify the exposure and the deadline, collect the supporting records, and draft a reply with statutory references. Where hearings are required, we represent you; matters needing a legal opinion or litigation are referred to our panel counsel.
Everything we take ownership of under Notice Handling.
Quick assessment of the notice, exposure and deadline.
Collection and organisation of supporting documents.
Well-reasoned replies with statutory references.
Appearance before the authority during hearings and inquiries.
Verification of interest, damages and dues computed by the department.
Referral to panel counsel for legal opinions and litigation.
No response usually results in an order based only on the department's view.
Interest and damages continue to grow while a demand is unresolved.
Some violations can lead to prosecution of the employer or its officers.
We study your entities, locations, headcount and existing records to map every obligation that applies.
A location-wise compliance calendar and responsibility matrix, agreed with your team.
Registrations, registers, returns and filings handled on time, every time, reviewed by a professional.
Regular status reports and an evidence file ready for auditors, inspectors and management.
Can't find your answer? Our specialists are a message away.
Fees depend on your entities, locations and headcount. Share your requirement for a tailored proposal.
Request pricingInspection reports, show-cause notices, PF 7A, 14B and 7Q matters, ESIC demands, minimum wage and payment of wages claims, and other labour law notices.
Immediately. Share the notice with us as soon as it is received so the deadline can be met with a proper reply.
Paalan is not a law firm. Matters requiring a legal opinion or litigation are referred to our panel counsel.
An inquiry under Section 7A of the EPF Act (now the corresponding provision of the Code on Social Security) to determine PF dues payable by an employer.
In some cases, yes, where the law and facts allow, we prepare representations for waiver or reduction.
Notice handling is quoted as a fixed fee based on the complexity of the matter.
One-time assignments, registrations, amendments, notices, audits and POSH training, when you need them.
Learn moreNew statutory registrations and licences, and renewals tracked and filed on time.
Learn moreChanges to existing registrations and licences, address, headcount, management, nature of business.
Learn moreCompliance audits, gap assessments, due diligence and practical labour law advisory.
Learn moreTell us about your organisation and a Paalan professional will send you a clear, tailored proposal, usually within one working day.