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Employee engagement has become crucial for organisations, considering a strong individual-organisational relationship is vital for a sustained workforce. This study examines the relationship between organisational justice, employee empowerment, and employee engagement in the context of Information Technology employees in Bangalore. Employing the quantitative correlation and mediation analysis approach grounded in the Social Exchange Theory, the study examines how the perception of justice and fairness in distributive, procedural, interpersonal, and informational justice impacts employee engagement levels. The findings reveal a strong positive correlation between organisational justice and engagement, with employee empowerment as a full mediator. The findings suggest that employees who experience fair treatment and equity at work are likelier to be engaged, thereby highlighting the need to foster a culture of justice within the organisation. The study also calls for organisations to implement workplace policies and practices that promote employee empowerment. The implications of the study\'s findings call for organisational leaders and managers to improve the employee’s commitment and performance through an enhanced perception of justice and an increased sense of empowerment in the workplace.