This civil appeal challenged the judgment of the Kerala High Court’s Division Bench, which had upheld the termination of the appellant from the post of Technician (Process) and dismissed his writ petition. The appellant was terminated on the grounds that he had furnished false information in his attestation form by failing to disclose a pending Non-Cognizable Report (NCR). The Supreme Court held that the concept of suppression necessarily presupposes awareness or knowledge of the fact being concealed, which was absent here as the appellant was never summoned, arrested, or informed of the NCR, and was subsequently cleared of all charges. Furthermore, the employer had failed to conduct a two-pronged evaluation regarding whether a deliberate suppression occurred and whether the nature of the offense warranted termination. Consequently, the Supreme Court set aside the termination order, directed immediate reinstatement with all consequential benefits, and awarded 50% back wages.
- Maintainability of Writ Petition: The Supreme Court dismissed the respondents’ preliminary objection regarding alternative remedies, affirming that the existence of an alternative remedy under the Industrial Disputes Act does not bar writ jurisdiction when the legality of a termination order itself is challenged.
- Two-Pronged Enquiry Requirement: Before terminating an employee for alleged suppression of criminal antecedents, an employer must satisfy a two-pronged test:
- Determine as a matter of fact whether there was actual suppression or false declaration based on the candidate’s knowledge at the time.
- Apply its mind to the specific facts, including the type of suppression, gravity of the offense, nature of the post, and the eventual outcome of the criminal proceedings.
- Knowledge as a Pre-requisite for Suppression: The Court emphasized that knowledge is a necessary pre-requisite for non-disclosure; a person cannot be accused of suppressing something of which they had no awareness or means of knowing.
- Establishment of Bona Fide Ignorance: While the onus lies on the candidate to prove their lack of awareness through cogent material rather than a mere plea of ignorance, the appellant successfully discharged this burden by presenting a clean police character certificate issued after the NCR date and subsequent police reports confirming his name was deleted from the accused array without ever being summoned or arrested.
- Mechanical Termination Prohibited: The Court noted that the employer and the High Court erred by treating termination as an automatic consequence of criminal antecedents without applying judicial mind or assessing the candidate’s actual suitability.
- Final Relief: The appeal was allowed, the termination order was set aside, and the appellant was ordered to be reinstated in service forthwith with all consequential benefits and 50% back wages payable within eight weeks, failing which 6% interest would accrue.
2026 INSC 829
Shatrughn Yadav v. The Fertilizers and Chemicals Travancore Ltd. (F.A.C.T.) and Others (D.O.J. 11.08.2026)
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