India: Employment and HR

India’s gig economy is expanding rapidly, but gig workers do not automatically receive the same provident fund protection as traditional employees. With the Code on Social Security, 2020 now in force and the Social Security (Central) Rules, 2026 notified, has India finally addressed the social-security gap or has it simply created a new, scheme-based framework that still falls short of EPF protection?

Payroll in the UAE carries a weight that many business owners underestimate until something goes wrong. A late salary transfer or a rejected file isn't just an internal issue. It's a compliance event that MoHRE (Ministry of Human Resources and Emiratisation) tracks and acts on. Every employer running payroll here has to route wages through the Wage Protection System. Getting that process right consistently, month after month, matters just as much as getting it right once.

India's workforce has undergone a significant transformation over the last decade, driven by the rapid growth of digital platforms, app-based services, and independent contracting. Food delivery executives, ride-hailing drivers, freelance professionals, home-service providers, and numerous other workers now operate outside the traditional employer-employee relationship.

Workplace investigations in India involve complex legal and governance considerations that extend beyond simple HR procedures. Understanding the statutory frameworks, procedural fairness requirements, and potential legal exposure is essential for organizations managing employee complaints, misconduct allegations, and harassment claims while protecting both employee rights and corporate interests.

The Rajasthan High Court examines the controversial practice of Atta-Satta, a reciprocal marriage arrangement between families, and its profound implications for consent, child marriage, and women's dignity. This landmark case challenges whether deeply rooted social customs can override fundamental principles of individual consent and matrimonial rights.

The Bombay High Court examines whether incidents of workplace sexual harassment occurring during an employee's commute on public transport fall within the jurisdiction of the POSH Act. This landmark judgment in Siddhesh Pradeep Satpute v. State Bank of India addresses the critical question of what constitutes a 'workplace' under India's sexual harassment prevention framework.

India’s gig economy is expanding rapidly, but gig workers do not automatically receive the same provident fund protection as traditional employees. With the Code on Social Security, 2020 now in force and the Social Security (Central) Rules, 2026 notified, has India finally addressed the social-security gap or has it simply created a new, scheme-based framework that still falls short of EPF protection?

For years, Indian professionals on temporary assignments in the UK faced a quiet but costly problem: paying into two social security systems for the same job, with no additional pension benefit to show for it. That changed on 15 July 2026, when the India-UK Double Contributions Convention (DCC) came into force alongside the broader Comprehensive Economic and Trade Agreement (CETA), finally addressing what officials on both sides had long acknowledged as a sunk cost for mobile talent.

Under the repealed Employees’ Pension Scheme, 1995, paragraph 3(1) prescribed an employer’s contribution of 8.33% of the employee’s pay to the Pension Fund.

インドの2020年労使関係法典（IRC）および2026年労使関係（中央）規則は、労働組合、...

The Industrial Relations Code, 2020 has fundamentally reshaped India's labour law framework, establishing clear distinctions between lawful retrenchment and wrongful termination while introducing new procedural...

In the realm of industrial and labour jurisprudence, the burden of proof and the standard of evidence required to substantiate claims of illegal termination or unjustified removal from service remain subjects...