You need approach the court only in the said case.

redidential accommodation will not cover under labour law unless specifically stated in apportionment order

Approach Bank ombudsman for speedy redressal 

judgments depend upon facts of each case 

it is not necessary that leave and licence agreement be with individual only 

there is no such legal requirement that it be with corporate only 

You have raised several questions related to the denial of leased accommodation request by your employer, a public sector bank. 

Types of Forums

possible legal forums that you can approach may be divided into two main categories:

Internal Forums

• 
  Grievance Redressal Mechanism: This is an in-house procedure where an employee can register complaints against the employer or other employees. The mechanism usually has a set hierarchy and timeline. Bing suggests checking the employer's service rules or HR portal for more details.
• 
  Conciliation: This involves a neutral third-party facilitating negotiations between the disputing parties to reach a voluntary settlement. The process can be confidential and without prejudice.

External Forums

• 
  Labour Court: Specializes in industrial relations issues and operates under the Industrial Disputes Act, 1947. The court can issue various reliefs like reinstatement, compensation, and back wages.
• 
  Consumer Forum: Functions under the Consumer Protection Act, 2019. It deals with complaints relating to goods or services deficiencies and can grant reliefs like refunds and compensation.
• 
  Civil Court: Deals with civil matters like contracts and property issues and can grant reliefs like injunctions and specific performance of contracts.

Relevant Legal Sections

Bing acknowledges the need for a lawyer to provide specific advice but mentions two primary acts that could be of interest:

1. 
   Industrial Disputes Act, 1947: Key sections include:

• 
  Section 2(k): Defines what constitutes an industrial dispute.
• 
  Section 2(s): Defines who is considered a workman.
• 
  Section 33C(2): Allows a workman to recover due money.

• 
  Section 2(7): Defines a consumer.
• 
  Section 2(11): Defines what constitutes deficiency in goods or services.
• 
  Section 2(35) and 2(47): Define what constitutes a service and what are considered unfair trade practices, respectively.

Final Recommendation

However, before approaching to any particular forum, consultation with a qualified lawyer to choose the appropriate forum and to understand the relevant legal sections based on the specifics of the case.

It can be understood that there is a force behind this denial.

Some people within the department is trying to do this mischief and injustice to you.

You can make a written representation to your employer, i.e., the competent authority by quoting the incidences that took place chronologically and request to redress your grievances immediately.

The department/bank is supposed to provide accommodation or to reimburse the rental amount as per banking laws, which the middlemen cannot deny.

If the top management is not cooperating or if you do not get a fruitful reply/response, you may adopt the legal route through court, however it will not come under labor law hence you may have to file a writ petition before high court. 

a) Which Forum to Approach:

1. Internal Grievance Mechanism: As you've mentioned, your first step should be to exhaust your bank's internal grievance mechanism. This typically involves raising the issue with your immediate supervisors, HR, and, if necessary, escalating it to higher levels within the bank.

2. Labour Commissioner's Office: If your internal grievance mechanism doesn't yield satisfactory results, you can explore approaching the labor commissioner's office. They can often mediate disputes between employers and employees.

3. Consumer Forum: Since your issue involves a rental agreement and potential damages due to negligence, you might consider approaching a consumer forum. They handle disputes related to goods and services, which could include housing agreements.

4. Legal Action: If all else fails, you might need to consider taking legal action through the civil court system. 

b) Relevant Laws and Sections:

1. Banking Service Regulations: Familiarize yourself with your bank's internal regulations and guidelines, as well as any specific policies related to employee accommodations and benefits. These might be relevant in demonstrating that the bank has acted in violation of its own rules.

c) Case Law:

Seeking specific case law to support your case might be challenging without knowing the content of the employment agreement as executed between you and your employer and in the absence of employee accommodations policy of your bank. 

d) General Advice:

1. Document Everything: Keep records of all communications, agreements, denials, and any damages you believe you have suffered.

2. Be Prepared to Negotiate: Be open to negotiation and settlement discussions with your bank. Often, disputes can be resolved through negotiation without resorting to legal action.

Remember that employment and contractual disputes can be complex, and the specific laws and regulations that apply may be based on the employer agreement as executed between you and your employer. As you have not mentioned anything about your employer agreement it is not easy to give you advice of providing shelter to you under prevailing sections or provisions. 

a) If the said deficiency of services is caused by the said Hotel , then you can file a complaint before the Consumer 
forum 
- However, this fault is looking on the part of bank official , hence you can lodge a compliant before the Higher 
management of the bank 

b) If no problem solved by the bank , then approach banking ombudsman 

When seeking a swift resolution through the Bank ombudsman, it's crucial to understand that the outcome of these proceedings hinges on the unique circumstances of each case. It's worth noting that a leave and licence agreement need not necessarily involve an individual exclusively; there is no legal obligation for it to be exclusively with a corporate entity either. The determination of the ombudsman's judgment will ultimately be guided by the specific facts and details presented in the case, rather than any rigid prerequisites regarding the parties involved in the agreement.

it would be regarded as residential accommodation as leave and licence agreement mentions that room is to be used for residential purposes only 

Yes if you have entered into leave and license agreement it will be residential accommodation only as stated in it

- Since, the Agreement having clause that the ROOM IN HOTEL is to be "used for RESIDENTIAL STAY/PURPOSE, hence it will be treated as residential accommodation . 

The agreement is for residential accommodation through the leave and license arrangement hence it is residential accommodation only.

What is your doubt about it?

Dear Client,

In India, in general terms, residential accommodation typically refers to a place used for living or lodging purposes, such as a house, apartment, or other dwelling. In your case, while you've entered into a tripartite agreement for a room in a hotel on a leave and license basis for residential stay/purpose, the categorization of this arrangement as "residential accommodation" under Indian laws could be subject to interpretation. The fact that you are using the room for residential purposes aligns with the usual understanding of residential accommodation. However, certain legal intricacies, specific regulations, or local laws might define residential accommodation more narrowly or with additional criteria.

Certainly, legal precedents and case laws can often provide clarity on how certain arrangements or situations are interpreted within the legal framework. However, specific case laws related to the classification of hotel rooms as "residential accommodation" under Indian law might be less common. In India, courts have addressed various cases related to lease agreements, leave and license agreements, and definitions of residential premises. While there might not be an exact match to your situation, similar cases could offer insights into how courts have interpreted similar arrangements or contractual terms. You can reach out to us for fruther assistance