Since there's no contract or employment agreement and this seems to be an oral engagement, you don't have to follow any legal procedures to terminate the oral employment.

As a matter of fact, the harassment by the male domestic help to his family members is his personal affairs which you cannot interfere nor you are not obligated to protect his wife and daughter from his cruel clutches.

If at all she faces any problem she can approach legal forum and you can guide her if she approaches you for any assistance in this regard.

You can call him and strictly inform him that since his behaviour and the nuisance he creates is intolerable, ask him to leave, you can settle his dues before he leaves.

You can avoid getting into legal trouble in the name of helping his wife or his daughter, because if he lodges a false criminal complaint against you for harassing or threatening him and his family members, you may have to face unnecessary problems, though you may solve them properly but it may take time.

Therefore you may better try to solve it amicably and become free of him.

If he threatens or intimidate you then you can approach police or a local lawyer for initiating appropriate legal action.

You are at liberty to terminate his services and ask him to vacate the premises 

2) his wife can obtain restraining order against her husband by filing DV case 

3) seek maintenance from husband for herself and haughtier 

It’s an at will employment and can be Terminated 

Dear client,

You can legally dismiss domestic workers for any misconduct, nuisance or safety concerns. Since their quarters are provided as a condition of their employment, they only have a license to occupy those quarters while they remain employed. Upon giving written notice to terminate the husband’s employment, you can give him reasonable notice to vacate the premises, and you need to retain all documentation.

In the event that he refuses to vacate, or if he continues to be a nuisance, you can file a written complaint with the local police to request preventive action for breach of peace and public nuisance under the Bharatiya Nagarik Suraksha Sanhita, 2023. You may also consider obtaining a civil restraining order prohibiting him from entering onto your property. It is imperative that you do not use force against him to remove him, and that you use the legal process.

Regarding the wife and daughter, they may file for orders of protection under the Protection of Women from Domestic Violence Act, 2005, including protection orders, residence orders and integral housing shelter. You may provide them with guidance to an appropriate Protection Officer or non-governmental organisation (NGO) and, if you so desire, provide them with some immediate assistance without taking on any long-term responsibility.

If you have any query please feel free to contact us.

Your situation involves two parallel legal dimensions:

1. Termination of employment and eviction from service quarters

2. Safety concerns arising from alcohol abuse, violence, and prior allegations

It is essential to handle this lawfully and carefully to avoid future allegations of illegal eviction, assault, or wrongful confinement.

I will guide you step-wise.

1. Nature of Their Occupation in the Quarters

From your description, the husband and wife are domestic employees residing in accommodation adjoining your house purely by virtue of employment.

In law, such occupation is generally treated as:

• Service occupancy
• Licence tied to employment
• Not tenancy

If the quarters were provided as part of employment and no rent agreement exists, they are licensees and not tenants. Once employment ends, the licence automatically terminates.

However, self-help eviction (forcible removal, locking premises, throwing belongings out) must be strictly avoided.

2. Termination of Employment – Proper Procedure

Domestic employment is typically contractual and terminable.

You should:

• Issue a written termination notice to the husband.
• Mention misconduct: public nuisance, intoxication, abusive behaviour, safety concerns.
• Provide reasonable notice (for example, 15–30 days unless immediate termination is justified).
• Deliver notice in writing and retain proof (signature acknowledgment or courier record).

If the wife is to be retained, issue a separate clarification letter stating:

• Her employment continues (if that is your decision).
• Her residence is conditional upon peaceful conduct and lawful use of premises.

Clear documentation prevents later allegations of wrongful dismissal.

3. Removal from Premises

Once employment is terminated:

• The service licence to occupy the quarters stands revoked.
• You may give written notice directing them to vacate within a specified period.

If they refuse:

• Do not use force.
• Approach the local civil court seeking mandatory injunction for eviction of licensee.
• Alternatively, file a police complaint if there is criminal intimidation or trespass after licence termination.

Police assistance may be sought if there is apprehension of breach of peace, but eviction must follow due process.

4. Immediate Safety Measures

Given the history of alcohol abuse and violence, your primary concern should be safety.

You may:

• Install CCTV covering entry areas.
• Restrict his access to main residence.
• Inform local police station in writing about apprehension of nuisance and past incidents.
• Request preventive action under relevant preventive provisions if disturbance continues.

If he creates public nuisance or threatens anyone, police can initiate preventive proceedings.

5. Prior Sexual Harassment Allegation by Daughter

This is extremely serious.

Even if withdrawn, the existence of such an allegation indicates potential risk.

If you reasonably believe the daughter is unsafe:

• You may inform the local police or Child Welfare Committee confidentially.
• If she is a minor, authorities are duty-bound to examine her safety.

However, avoid acting as complainant unless facts clearly warrant intervention.

Your role should be protective, not accusatory.

6. Supporting Wife and Daughter – Within Reason

Your proposed humanitarian approach is legally safe if structured properly.

You may:

• Offer a short, clearly documented grace period for vacating.
• Offer limited financial assistance documented as ex-gratia and without admission of liability.
• Provide reference for alternative employment for the wife if appropriate.
• Assist in contacting women’s shelter services if domestic violence persists.

If the wife wishes to take legal action against the husband, she may independently approach:

• Police
• Protection Officer under Domestic Violence law
• Women’s helpline

You should avoid becoming directly involved in matrimonial disputes unless required.

7. Avoid These Mistakes

Do not:

• Lock them out without notice.
• Disconnect essential utilities abruptly.
• Physically remove belongings.
• Make public allegations without formal complaint.

Such actions can expose you to counter-cases of harassment or unlawful dispossession.

8. Risk of False Allegations

Given the background, you must anticipate potential retaliation.

Protect yourself by:

• Keeping communication in writing.
• Ensuring termination letter is factual and non-inflammatory.
• Having neutral witnesses during discussions.
• Maintaining CCTV footage securely.

9. Suggested Chronological Course of Action

1. Consult a local lawyer for drafting termination and licence revocation notice.

2. Issue written termination to husband immediately.

3. Provide reasonable timeline for vacating quarters.

4. Inform local police station in writing about apprehension of disturbance.

5. If non-compliance occurs, file civil suit for eviction of licensee.

6. Maintain professional distance from domestic disputes.

10. Final Observations

Legally, you are entitled to:

• Terminate domestic employment for misconduct.
• Revoke residential licence tied to employment.
• Seek police protection if nuisance continues.

At the same time, your intention to support the wife and daughter reflects prudence and humanity, but such support must be structured and limited to avoid legal entanglement.

To effectively terminate the husband's employment and access to your premises while potentially supporting his wife and daughter, you must navigate both your rights as an employer/landlord and the legal protections available to the women. Your primary legal tool is the formal termination of his services, which you should communicate in writing, specifying the reasons related to his conduct and public nuisance. Since he resides on your premises, his employment termination typically revokes his license to occupy the quarters, allowing you to demand his removal. However, to forcibly evict him without his consent, you would need to follow due process of law by filing a civil suit for eviction, as self-help eviction is not legally permissible. Simultaneously, you can empower his wife and daughter by informing them of their robust legal rights. The wife can seek protection under the Protection of Women from Domestic Violence Act, 2005, which specifically defines "domestic relationship" to include individuals living together in a shared household . This Act empowers a Magistrate to pass residence orders that can direct the husband to be removed from the shared household while granting the wife the right to reside there, and also provide for her safety through protection orders . Furthermore, if the daughter's earlier complaint involved workplace sexual harassment, she retains rights under the Sexual Harassment of Women at Workplace (POSH) Act, 2013, which explicitly covers "domestic workers" and recognizes a "dwelling place or house" as a workplace . You can facilitate their access to justice by providing them with contact information for the local Protection Officer (under the DV Act)  and the District Local Committee (under the POSH Act) , enabling them to file formal complaints and seek legal remedies that can secure their safety and your objective of removing the husband without forcing the women into homelessness.

Your situation involves two separate legal aspects:

(1) termination of employment and eviction from the staff quarters, and

(2) dealing with the husband’s misconduct, nuisance, and possible violence.

Both can be handled lawfully if done carefully.

First, regarding termination of employment.

Domestic helpers are generally treated as private employees working on a contractual or informal arrangement, not as tenants, unless there is a separate rent agreement. When staff are allowed to stay in quarters only because of their employment, their right to occupy the premises normally ends once employment is terminated.

The safest approach is to issue a written termination notice stating that their services are no longer required and that the staff quarters were provided solely as part of employment. The notice should specify a reasonable period (for example 7–15 days) to vacate the premises. It should be polite, factual, and avoid accusations unless necessary. This helps prevent later claims of illegal eviction.

If the husband refuses to vacate after termination, you may approach the local police station with a written complaint explaining that he is no longer employed and is unlawfully remaining on the property and creating disturbance. Police often intervene in such employer–staff disputes, particularly where nuisance or violence is involved.

Second, regarding restraining the husband’s behaviour.

Since he has a history of alcohol abuse, nuisance, and domestic violence toward his wife and daughter, you may file a preventive complaint with the local police. Police can warn him formally and may take preventive action under provisions relating to breach of peace or public nuisance if he continues creating disturbance.

If he threatens you, your family, or neighbours, you may request the police to take preventive action to maintain peace, which sometimes includes requiring the person to execute a bond for good behaviour.

Third, helping the wife and daughter.

If you wish to support them but remove the husband, you may offer assistance voluntarily, such as helping them relocate or continue employment separately. However, legally you must be careful not to appear as though you are forcibly separating the family. The wife herself must decide whether she wishes to stay or leave with him.

If the wife or daughter are facing violence, they can seek protection under the Protection of Women from Domestic Violence Act, 2005. They may approach the police, a protection officer, or a women’s helpline for protection orders or shelter assistance. You may inform them of these options if they seek help.

Fourth, practical precautions.

• Communicate termination in writing.

• Avoid confrontation or physical eviction.

• Give a short but reasonable time to vacate.

• Keep records of nuisance incidents if police involvement becomes necessary.

• If tensions escalate, inform the local police station in advance.

In summary, you are legally entitled to terminate employment and withdraw permission to occupy the staff quarters, since their residence is linked to their employment. If the husband refuses to leave or continues to create disturbance, the matter can be addressed through a police complaint and preventive action. Any assistance to the wife and daughter should be voluntary and respectful of their own choices.

- You can lodge a complaint against her husband for creating public nuisance , and further remove him from his job .

- Further, his should also give a complaint against her husband for creating trouble to her and for domestic violence. 

Just fire him. If he still shows up, or causes nuisance of any kind of nuisance, then call the Police. Having said that, it will have to be seen if your terminating the services of both the huhsband and wife, or just that man?