https://www.taxtmi.com/caselaws?id=189644 Termination by an employer is treated as retrenchment under section 2(oo) of the Industrial Disputes Act unless it falls within a statutory exception such as disciplinary punishment, voluntary retirement, superannuation, or continued ill-health. On the accepted facts, the workman was not shown to be a probationer at termination, so the cessation of service was retrenchment. Section 25B deems continuous service where the workman has actually worked for 240 days in the preceding twelve months, and that threshold was satisfied here. Because the mandatory requirements of section 25F were not complied with, the retrenchment was legally ineffective and consequential service benefits followed. en-us Tue, 21 Apr 1981 00:00:00 +0530 Mon, 16 Jan 2017 13:10:24 +0530 TaxTMI RSS Generator https://www.taxtmi.com/caselaws?id=189644 Termination by an employer is treated as retrenchment under section 2(oo) of the Industrial Disputes Act unless it falls within a statutory exception such as disciplinary punishment, voluntary retirement, superannuation, or continued ill-health. On the accepted facts, the workman was not shown to be a probationer at termination, so the cessation of service was retrenchment. Section 25B deems continuous service where the workman has actually worked for 240 days in the preceding twelve months, and that threshold was satisfied here. Because the mandatory requirements of section 25F were not complied with, the retrenchment was legally ineffective and consequential service benefits followed. Case-Laws Indian Laws Tue, 21 Apr 1981 00:00:00 +0530 https://www.taxtmi.com/caselaws?id=189644