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2025 (5) TMI 1122 - SC - Indian LawsEmployee Appointment contract - Imposition of liquidated damages in the event of pre-mature resignation - Seeking to quash clause 11(k) of the appointment letter - violation of Articles 14 and 19(1)(g) of the Constitution of India and Sections 23 and 27 of the Indian Contract Act 1872 - opposed to public policy and restraint of trade - HELD THAT - Generally speaking public policy relates to matters involving public good and public interest. What is just fair and reasonable in the eyes of society varies with time. Civilizational advancements growth of knowledge and evolving standards of human rights and dignity alter the contours of public good and policy. Since the last decade of 20th century India witnessed an era of liberalization. Golden days of monopolistic public sector behemoths were gone. Public sector undertakings like the appellant-bank needed to compete with efficient private players operating in the same field. To survive in an atmosphere of deregulated free-market public sector undertakings were required to review and reset policies which increased efficiency and rationalized administrative overheads. Ensuring retention of an efficient and experienced staff contributing to managerial skills was one of the tools inalienable to the interest of such undertakings including the appellant-bank. This prompted the appellant-bank to incorporate a minimum service tenure for employees to reduce attrition and improve efficiency. Viewed from this perspective the restrictive covenant prescribing a minimum term cannot be said to be unconscionable unfair or unreasonable and thereby in contravention of public policy. The stance of the appellant-bank is neither unjust nor unreasonable. The appellant-bank is a public sector undertaking and cannot resort to private or ad-hoc appointments through private contracts. An untimely resignation would require the Bank to undertake a prolix and expensive recruitment process involving open advertisement fair competitive procedure lest the appointment falls foul of the constitutional mandate under Articles 14 and 16. Keeping these exigencies in mind the appellant-bank had incorporated the liquidated damage clause in the appointment contract. The High Court failed to consider the restrictive covenant in its proper perspective in the factual matrix of the case and mechanically relied on BEML 2009 (12) TMI 1074 - KARNATAKA HIGH COURT to set aside the covenant as barred by law. That apart in BEML 2009 (12) TMI 1074 - KARNATAKA HIGH COURT the issue of financial loss suffered by the public sector undertaking owing to time consuming and expensive recruitment drives due to pre-mature resignations had not fallen for consideration. It is trite judgments cannot be read as statutes and have to be applied keeping in mind the factual matrix peculiar to each case Haryana Financial Corporation v. Jagdamba Oil Mills 2002 (1) TMI 1266 - SUPREME COURT . Thus we are of the view the restrictive covenant in clause 11(k) of the appointment letter does not amount to restraint of trade nor is it opposed to public policy. Consequently the appeal is allowed. Impugned judgment and order of the High Court is set aside.
The core legal questions considered by the Court in this judgment were:
(i) Whether clause 11(k) of the appointment letter, which required the employee to serve a minimum period of three years or pay liquidated damages of Rs. 2 lakhs on premature resignation, amounts to a restraint of trade under Section 27 of the Indian Contract Act, 1872; (ii) Whether the said clause is opposed to public policy and thereby contrary to Section 23 of the Contract Act and violative of Articles 14 and 19(1)(g) of the Constitution of India. Issue-wise Detailed Analysis 1. Restraint of Trade under Section 27 of the Indian Contract Act The Court examined Section 27, which renders void any agreement restraining a person from exercising a lawful profession, trade, or business, except in narrowly defined circumstances such as sale of goodwill with reasonable local limits. The Court emphasized that the Contract Act is exhaustive on this subject, and validity of restrictive covenants in employment contracts must be tested accordingly. Relying on the authoritative precedent in Niranjan Shankar Golikari v. Century Spinning and Manufacturing Co, the Court highlighted the distinction between restrictive covenants operative during the subsistence of employment and those operative post-termination. The Golikari judgment established that negative covenants restricting employment during the term of the contract are generally not considered restraints of trade under Section 27, unless they are unconscionable or excessively harsh. This principle was reaffirmed by the concurrent opinion of A.P. Sen, J. in Superintendence Company (P) Ltd. v. Krishan Murgai, which held that such covenants during the employment term are enforceable and not void under Section 27. Applying these principles, the Court interpreted clause 11(k) as imposing a minimum service tenure of three years, with liquidated damages payable on premature resignation. This clause effectively perpetuated the employment contract for a fixed term rather than restraining future employment after termination. Hence, it was held that clause 11(k) does not amount to a restraint of trade under Section 27. 2. Public Policy and Constitutional Validity The Court next considered whether clause 11(k) was opposed to public policy under Section 23 of the Contract Act and violative of Articles 14 and 19(1)(g) of the Constitution. The respondent argued that the clause was part of a standard form contract imposed through unequal bargaining power, rendering it onerous, unreasonable, and resulting in unjust enrichment to the employer. The respondent contended that signing under such compulsion violated fundamental rights and public policy. The Court referred extensively to the decision in Central Inland Water Transport Corporation Ltd. v. Brojo Nath Ganguly, which recognized that standard form contracts evidencing unequal bargaining power must be scrutinized carefully. If such contracts or clauses are unconscionable, unfair, or injurious to public interest, they are void as opposed to public policy under Section 23. The Court summarized the legal principles regarding standard form employment contracts as follows:
Regarding the concept of public policy, the Court noted its evolving and flexible nature, emphasizing that it relates to the public good and interest, which change with time and societal values. The Court observed that advancements in technology, workforce specialization, and free market competition are relevant considerations in assessing public policy in employment contracts. The appellant-bank, a public sector undertaking, introduced the minimum service tenure clause to reduce attrition, improve efficiency, and rationalize administrative overheads in a liberalized, competitive environment. The Court found this objective legitimate and not unconscionable or unfair. On the issue of liquidated damages amounting to Rs. 2 lakhs, the Court rejected the argument that the quantum was disproportionate or caused unjust enrichment. The appellant-bank demonstrated that premature resignations cause significant financial hardship, including redundancy of the recruitment process, disruption of operations, and the need for costly fresh recruitment adhering to constitutional mandates of fairness and equality. Given the respondent's senior managerial position and lucrative pay, the Court held the liquidated damages were not so excessive as to make resignation illusory. The respondent had paid the amount under protest but was not thereby precluded from challenging the clause. The Court distinguished the present case from the precedent relied upon by the High Court, where the restrictive covenant included a prohibition on future employment, which was not the case here. The Court emphasized that judgments must be applied with regard to the factual matrix peculiar to each case. Consequently, the Court concluded that clause 11(k) was not opposed to public policy and did not violate constitutional provisions. Significant Holdings The Court held: "Negative covenants operative during the period of the contract of employment when the employee is bound to serve his employer exclusively are generally not regarded as restraint of trade and therefore do not fall under Section 27 of the Contract Act." "The restrictive covenant prescribing a minimum term cannot be said to be unconscionable, unfair or unreasonable and thereby in contravention of public policy." "The Indemnity Bond obtained by the Bank was done so with a view to secure the interests of the Bank and to place adequate safeguards against premature resignations-tendered by employees... The Bank would also suffer the consequences of the loss in continuance of the said post which would necessitate alternative arrangements and restructuring to ensure smooth functioning of day to day business activities." The Court ultimately set aside the High Court's judgment quashing clause 11(k), holding that it neither amounted to restraint of trade nor was it opposed to public policy. In a related appeal involving a similar clause, the Court declined to interfere with the High Court's dismissal of the employee's challenge, thereby affirming the validity of such clauses in appropriate factual contexts.
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