Saurabh Chaurasia alleges unfair salary deduction by Rupilo Fintech Pvt Ltd after serving training and notice period. Read complaint details, legal remedies, and how Choice4Voice.com will escalate this matter.
Salary Deduction Complaint – Saurabh Chaurasia vs Rupilo Fintech Pvt Ltd
Complaint Summary
| Details | Information |
|---|---|
| Complainant Name | Saurabh Chaurasia |
| bi*****@gmail.com | |
| 89*****80 | |
| Company/Brand | Rupilo Fintech Pvt Ltd |
| Complaint Type | Unfair Salary Deduction |
| Product/Service | Employment |
| Order/Service No. | 1 |
| Issue Description | Salary deducted unfairly despite agreement; only ₹4000 paid against promised salary of ₹3.60 LPA. |
| Date of Incident | 18th September 2025 |
| Company’s Response | No response |
| Additional Comments | Signed NOC under pressure; denied rightful dues. |
| Original LinkedIn Post | Not available |
Full Complaint Details
On 26th August 2025, Mr. Saurabh Chaurasia joined Rupilo Fintech Pvt Ltd with an agreed salary package of ₹3.60 LPA. His official attendance began on 4th September 2025 after a 7-day training period.
On 16th September 2025, the company informed him that his salary would be deducted if he did not conduct business or log in terms that were never disclosed during the interview.
When Saurabh resigned on 18th September 2025, the company paid him only ₹4000, withholding the rest of his salary without valid justification. Furthermore, the company compelled him to sign a No Objection Certificate (NOC) stating that no dues were pending, effectively blocking any claim for the remaining salary.
Despite repeated follow-ups, Rupilo Fintech Pvt Ltd has not responded, leaving Saurabh deprived of his legitimate earnings.
Legal Angle: Choice4Voice.com Intervention
Choice4Voice.com will file this case under the following legal provisions:
- Section 18, Payment of Wages Act, 1936 – Non-payment and illegal deduction of wages.
- Section 12, Equal Remuneration Act, 1976 – Prohibits unfair wage deductions without lawful grounds.
- Indian Contract Act, 1872 – Breach of employment contract due to undisclosed conditions.
- Labour Laws under Shops and Establishments Act – Non-compliance with statutory payment norms.
Relevant authorities where this case can be escalated:
- Labour Commissioner’s Office – For dispute resolution regarding unpaid wages.
- District Labour Court / Industrial Tribunal – For recovery of withheld salary.
- Consumer Protection Act, 2019 – For deficiency in service if treated as a contractual violation.
- Ministry of Labour & Employment (Govt. of India) – For escalations on employee rights violations.
Choice4Voice.com will support the complainant in pursuing rightful recovery of dues.
FAQs – Salary Deduction & Employee Rights in India
Q1. What should I do if my employer deducts salary without notice?
You can file a complaint with the Labour Commissioner or approach the Labour Court for recovery.
Q2. Is it legal for employers to deduct salary during training?
No, unless clearly stated in the offer letter or employment contract.
Q3. Can signing an NOC stop me from claiming my unpaid salary?
Not necessarily. If signed under pressure, an NOC can be challenged in court.
Q4. What is the Payment of Wages Act, 1936?
It is a law that ensures timely and complete payment of wages without unlawful deductions.
Q5. How can Choice4Voice.com help in salary disputes?
We publish verified complaints and escalate them legally to the concerned authorities.
Q6. Can I approach Consumer Court for unpaid salary?
Yes, if the employment terms are considered a service contract, you can file under the Consumer Protection Act, 2019.
Q7. What documents are required to file a wage complaint?
Offer letter, payslips, bank statements, and any written communication about salary.
Q8. Is verbal assurance of salary valid in law?
Yes, but stronger evidence like written job offer or email confirmation is more effective.
Q9. How much time do I have to file a wage dispute?
Generally, complaints should be filed within 12 months of the incident.
Q10. Can employers force employees to sign NOC at resignation?
No, such forced consent is unlawful under Indian labour laws.
Q11. What compensation can I claim apart from unpaid wages?
You can also claim interest, damages, and compensation for harassment.
Q12. Which authority handles wage disputes in India?
The Labour Commissioner and Labour Courts handle such cases.
Q13. Can salary be linked to business generation in small companies?
Only if it was clearly mentioned in the offer letter or employment contract.
Q14. What happens if the company refuses to respond to legal notice?
The matter can directly be escalated to Labour Court or Industrial Tribunal.
Q15. Is there any helpline for wage disputes in India?
Yes, the Ministry of Labour & Employment and state labour departments have dedicated helplines.
Q16. Can I file an FIR for salary non-payment?
Yes, in extreme cases, non-payment may be treated as cheating or fraud under IPC.
Q17. What if salary deductions were not mentioned during the interview?
That amounts to misrepresentation and can be challenged legally.
Q18. Can I resign without notice if salary is withheld?
Yes, withholding wages is a breach of contract, allowing you to resign without penalty.
Q19. Is it legal to pay employees only part of their salary?
No, unless deductions are lawful (tax, PF, advance recovery). Arbitrary deductions are illegal.
Q20. Can an employee directly approach court without going to Labour Commissioner?
Yes, but it is recommended to first file with the Labour Commissioner for faster resolution.
