{"id":388489,"date":"2026-06-25T11:00:13","date_gmt":"2026-06-25T05:30:13","guid":{"rendered":"https:\/\/www.scconline.com\/blog\/?p=388489"},"modified":"2026-06-25T10:52:08","modified_gmt":"2026-06-25T05:22:08","slug":"bom-hc-set-aside-order-for-relieving-letter-in-airline-bond-dispute","status":"publish","type":"post","link":"https:\/\/www.scconline.com\/blog\/post\/2026\/06\/25\/bom-hc-set-aside-order-for-relieving-letter-in-airline-bond-dispute\/","title":{"rendered":"

Relieving letter is consequential upon acceptance of resignation; employer justified in withholding it where resignation is in breach of service bond: Bombay HC<\/p>"},"content":{"rendered":"

\n

Bombay High Court:<\/span> In a writ petition challenging the interim order of the Industrial Court directing issuance of a relieving letter and service certificate to an employee who resigned in breach of a service bond, a Single Judge Bench of Sandeep V. Marne<\/span>, J., held that the order dated 13 January 2025 was unsustainable. The Court emphasised that issuance of a relieving letter is only a consequential act following valid acceptance of resignation and highlighted that when non-acceptance of resignation is justified due to violation of contractual stipulations, the employer cannot be compelled to issue such documents. The Court further observed that the apprehension of unhealthy competition and poaching of trained engineers was not without substance and accordingly set aside the Industrial Court’s order, directing expeditious adjudication of the complaint.<\/p>\n

Also Read:<\/span> Can Your Employer Fire You Without Hearing You? What Indian Law Says About Termination Rights<\/a><\/p>\n

Background<\/h2>\n

The dispute arose from a bond executed on 7 November 2022, under which the employee agreed to serve for 3 years after undergoing training. The employee resigned prematurely on 9 April 2024 without serving the required 60 days’ notice or paying liquidated damages of ₹10 lakhs. Consequently, the employer withheld the relieving letter and service certificate.<\/p>\n

The employee filed a complaint of unfair labour practice under Section 28<\/a>, Maharashtra Recognition of Trade Unions and Prevention of Unfair Labour Practices Act, 1971<\/a> seeking issuance of the relieving letter and monetary dues. The Industrial Court granted interim relief directing issuance of the certificate which the employer challenged.<\/p>\n

The employer contended that the Industrial Court wrongly granted final relief at the interim stage, that the employee had breached contractual covenants and that enforcing the order would encourage other trained employees to leave after benefiting from costly training.<\/p>\n

The employee argued that the Industrial Court rightly granted relief to enable livelihood, that absence of a relieving letter hindered alternate employment that the bond was secured without substantial training and was forced and that the employer is duty-bound under model standing orders to issue service certificates.<\/p>\n

Analysis<\/h2>\n

The Court emphasised that the respondent has admittedly received training from the petitioner, which has enabled him to secure a position as Aircraft Maintenance Engineer. It highlighted that the contention of the respondent that no amount was spent by the petitioner does not appear to be correct. Apart from specific admissions given by the respondent in the complaint, it is the case of the petitioner that there is an arrangement with the client airline for imparting training and therefore, whether the training expenditure is incurred by the petitioner itself or by its client airline is immaterial.<\/p>\n

The Court observed that the respondent left the employment with the petitioner for bettering his prospects, which is clear from the contents of the resignation letter, in which he did not request a relieving letter or experience certificate. The Court noted that this prima facie shows that the respondent may already have another job offer or was confident of securing one in the absence of any relieving letter from the petitioner.<\/p>\n

The Court emphasised that the apprehension expressed by the petitioner that the impugned order would encourage other trained engineers and staff to leave employment in breach of the bond period does not appear to be without substance. The Court referred to Vijaya Bank<\/span> v. Prashant B Narnaware<\/span>, 2025 SCC OnLine SC 1107<\/a>, wherein it was held that the condition of signing a bond cannot prima facie be treated as unconstitutional or violative of the provisions of the Contract Act, 1872<\/a>.<\/p>\n

The Court observed that if the respondent is in a position to secure an alternate job in the absence of a relieving letter, he is free to join the same, and the petitioner has not prevented him from doing so. However, he cannot insist that the petitioner must assist him in securing another job by issuing a certificate of excellent service or a relieving letter when his resignation is in the teeth of the agreement dated 7 November 2022.<\/p>\n

The Court noted that the filing of a suit for recovery of liquidated damages is a remedy available to the employer, and the petitioner may or may not exercise that remedy, which is expensive and time-consuming. The Court further highlighted that a trained employee, who has acted in breach of the contract, cannot insist that the employer must cooperate and assist him\/her in securing employment with another employer.<\/p>\n

The Court emphasised that the respondent cannot upgrade himself from the position of “technician” to that of “engineer” specialised in respect of Boeing B777 aircraft on the strength of training given by the petitioner and insist that the petitioner must help him in securing a new job with a rival employer. The Court remarked that such a course of action would also introduce unhealthy competition between employers in the aviation sector, who would poach the trained engineers of another employer instead of spending monies on training their own technicians.<\/p>\n

Further, it is also noted that the relieving letter can be issued only after the resignation is accepted, however, the petitioner has not accepted the resignation since the same is in breach of the agreement. The Court emphasised that the resignation is the unilateral act of the respondent, wherein he simply stopped attending duties after sending the email dated 9 April 2024. The Court observed that since the contractual stipulations in the agreement are valid and enforceable, the petitioner is justified in not accepting the resignation. Therefore, the case does not involve a situation where the employer is unjustifiably not accepting the resignation.<\/p>\n

The Court highlighted that the issuance of a relieving letter and service certificate is just a consequential act post acceptance of the resignation, and when non-acceptance of resignation is justifiable, the employer cannot be forced to issue a relieving letter or experience certificate. It was further underscored that the Industrial Court should have awaited final adjudication of the complaint rather than deciding the issue of the relieving letter at the interim stage.<\/p>\n

Also Read:<\/span> ‘Fresh appointments under new Rules extinguish prior contractual conditions’; Rajasthan High Court quashes order enforcing prior Service Bond<\/a><\/p>\n

Decision<\/h2>\n

The Court therefore held that the impugned order dated 13 January 2025 passed by the Industrial Court is unsustainable and liable to be set aside. It was observed that since the respondent has already served about half of the bond period after acquiring training, he may offer a reasonable amount towards liquidated damages to resolve the controversy.<\/p>\n

The Court clarified that its findings are only prima facie, directed the Industrial Court to decide the complaint expeditiously within 6 months, and expressly kept all rights and contentions of the parties open.<\/p>\n

The writ petition was accordingly allowed, with no order as to costs.<\/p>\n

[Bharat Aviation (P) Ltd.<\/span> v. Rahul Sudhindra Soni<\/span>, Writ Petition No. 334 of 2026, decided on 5-6-2026<\/span>]<\/p>\n\n

Advocates who appeared in this case:<\/p>\n

For the Petitioner:<\/span> Lancy D’souza with Deepika Agarwal i\/b V. M. Parkar<\/p>\n

For the Respondents:<\/span> Shailesh S. Pathak<\/p>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

Bombay High Court, in a petition concerning enforcement of a service bond and issuance of a relieving letter to an aircraft technician trained under an airline arrangement, held that the Industrial Court’s interim order was unsustainable, emphasising that resignation in breach of the bond cannot compel the employer to issue such documents.<\/p>\n","protected":false},"author":67537,"featured_media":388490,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[3,10],"tags":[108130,2518,108131,42005,108129,37722,25414,67670,2963,108127,21124,108128,82260,108008,3393],"class_list":["post-388489","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-casebriefs","category-highcourts","tag-aviation-engineers","tag-Bombay_High_Court","tag-contractual-covenants-breach","tag-contractual-obligations","tag-employer-rights","tag-industrial-court","tag-interim-relief","tag-justice-sandeep-v-marne","tag-liquidated_damages","tag-relieving-letter","tag-resignation","tag-section-28-mrtu-pul-act","tag-service-bond","tag-training-bond","tag-unfair_labour_practice"],"yoast_head":"\nEmployer Not Bound to Issue Relieving Letter for Bond Breach: Bombay HC | SCC Times Meta<\/title>\n<meta name=\"description\" content=\"Bombay High Court ruled that employers cannot be forced to issue relieving letters when employees resign in breach of airline service bonds, setting aside the Industrial Court's interim order.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.scconline.com\/blog\/post\/2026\/06\/25\/bom-hc-set-aside-order-for-relieving-letter-in-airline-bond-dispute\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Relieving letter is consequential upon acceptance of resignation; employer justified in withholding it where resignation is in breach of service bond: Bombay HC\" \/>\n<meta property=\"og:description\" content=\"Bombay High Court ruled that employers cannot be forced to issue relieving letters when employees resign in breach of airline service bonds, setting aside the Industrial Court's interim order.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.scconline.com\/blog\/post\/2026\/06\/25\/bom-hc-set-aside-order-for-relieving-letter-in-airline-bond-dispute\/\" \/>\n<meta property=\"og:site_name\" content=\"SCC Times\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/scc.online\/\" \/>\n<meta property=\"article:published_time\" content=\"2026-06-25T05:30:13+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.scconline.com\/blog\/wp-content\/uploads\/2026\/06\/relieving-letter-in-airline-service-bond.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"886\" \/>\n\t<meta property=\"og:image:height\" content=\"590\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Soumya Yadav\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:title\" content=\"<p style="font-family: ED Garamond;">Relieving letter is consequential upon acceptance of resignation; 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