ABSTRACT The rapid development of Artificial Intelligence, especially Generative AI, is really changing how we work and what employment looks like. While these AI technologies can boost productivity and enhance decision-making, they might also lessen the need for human workers in some roles, leading to layoffs and job losses. This shift has sparked worries about job security, potential layoffs, the need for reskilling, and whether current labor laws are adequate. This research examines whether the safeguards provide under Chapter V-B of the Industrial Disputes Act from 1947 are enough to protect employees whose jobs are impacted by automation and tech advancements. It zooms in on key legal protections related to layoffs, notice periods, compensation, required government approvals, and other employee safeguards. Additionally, it looks at the challenges posed by Generative AI, especially how tech changes can shift job roles, cut down the demand for certain skills, or even render some positions obsolete. The study takes a doctrinal and qualitative approach, pulling from a variety of sources like legislation, court rulings, academic research, government documents, and insights into AI, automation, and employment. It also examines the Industrial Relations Code of 2020 to grasp how India's labor law framework is evolving in light of technology. The findings indicate that while current labor laws do offer crucial protections during layoffs, they might not fully tackle the issues brought on by AI-related job changes. There's a strong suggestion that more focus is needed on reskilling, redeploying, transparency, and providing support during transitions before any layoffs occur. Therefore, the study advocates for a more employee-centered approach, encouraging employers to prioritize reskilling and redeployment ahead of layoffs, while also balancing tech advancements, business demands, and employee rights.