Blind Survey: 72% of India Layoffs Give Little or No Notice

Blind finds most India layoffs come with little or no notice, highlighting a growing gap between how job cuts are executed in parts of corporate India and what labor law generally envisions.

What The Survey Found

Blind, the anonymous professional network, reports that 72% of Indian professionals who experienced or witnessed layoffs were told on the same day or just before their last working day. While the survey reflects user-reported experiences rather than official statistics, it captures a pattern of abrupt separations that resemble the U.S. “fire‑at‑will” style of termination. Survey findings describe notifications arriving with minimal warning, often leaving employees little time to prepare for the financial and logistical fallout.

What Indian Law Requires

India does not recognize at‑will employment. At‑will employment doesn’t exist in India; dismissals are governed by statute and contract. For workers who fall under the Industrial Disputes Act, 1947 (the “IDA”), Section 25F typically requires one month’s notice or wages in lieu, plus statutory severance. For larger industrial establishments covered by Chapter V‑B, Section 25N adds a three‑month notice (or pay in lieu) and prior government permission before retrenchment. Indian law requires notice or pay in lieu—but those protections apply to “workmen” as defined by the IDA, generally excluding employees in mainly managerial or administrative roles and some higher‑paid supervisory staff. That classification question helps explain why many white‑collar or managerial employees may experience terminations that feel closer to at‑will, even when companies rely on pay‑in‑lieu clauses to meet legal obligations.

Why It Matters

Sudden exits can ripple well beyond an individual household. Abrupt job cuts compress the time workers have to line up bridge income, manage benefits, or secure new roles. For employers, fast‑moving separations may limit morale damage and operational uncertainty, but they can also invite legal risk if statutory notice, severance, or permissions are mishandled for employees who qualify as “workmen.” Expect more scrutiny of HR playbooks, tighter documentation around pay‑in‑lieu, and sharper employee questions about which protections their roles actually carry.

Sources

• 72% of layoffs in India are done in American fire-at-will style, with no legal notice — TeamBlind (accessed November 20, 2025)
• Industrial Disputes Act — Chief Labour Commissioner (Government of India) — Government of India (accessed November 20, 2025)
• The Industrial Disputes (Central) Rules, 1957 — Government of NCT of Delhi (accessed November 20, 2025)

Disclaimer: The Blind survey reflects self-reported experiences from users of its platform and may not represent all industries or employee classifications. Legal outcomes can vary based on role, contract, and jurisdiction.