Labour rules

Private school employees in India are protected under several laws: Payment of Gratuity Act, 1972: You're entitled to gratuity if you've worked continuously for more than 5 years. Industrial Disputes Act, 1947: Protects against unfair termination.

 You can challenge a layoff if it wasn’t justified. Payment of Wages Act, 1936: Ensures timely payment of wages. Even without a salary slip, your bank statements serve as proof. Employees’ Provident Fund (EPF) and Employees’ State Insurance (ESI): If your school was registered under these, you may be eligible for benefits.

 📄 What to Do Without a Salary Slip Your bank statements showing regular salary deposits are valid evidence. You can request a formal employment certificate or relieving letter from the school. If they refuse, you can file a complaint with the Labour Commissioner or approach a legal aid service. ⚖️ Legal Remedies Available File a complaint with the Labour Department for wrongful termination.

Approach the court under the Industrial Disputes Act for reinstatement or compensation. Claim gratuity under the Payment of Gratuity Act. If you were denied EPF or ESI benefits, you can raise it with the respective authorities. 

🧭 Next Steps Document everything: Save your bank statements, emails, and any communication with the school. 

Consult a labor lawyer: Many offer free initial consultations. Reach out to the Labour Commissioner in your district. Explore online legal forums like Legal Service India or School Catalyst’s guide for more support. 

If you’d like, I can help you draft a formal complaint or letter to the school or authorities. You're not alone in this—many educators have faced similar challenges and successfully fought for their rights. Let’s take this one step at a time.

Facts posted are incomplete. Please post the complete facts.

".................. thye have laid me off" How? Was the due procedure followed?

You were working as an administrator. You need to approach a civil Court for remedy.

The case do not fall in the "Labour Laws" since your appointment was as an Administrator.

Concept of "lay off" is different to your case.

You were getting salary through Bank, what else do you need to prove your employee - employer relation ?

It is better to consult a local prudent lawyer for proper analyses of documents/ facts and professional advise.

You have repeated the same question in another thread too, you may please visit that thread to know my answer