India: Employment and HR

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.

Strong corporate governance extends beyond financial reporting to encompass employment-related risks and compliance. As India's employment laws evolve with new Labour Codes, organizations must implement robust governance practices that promote legal compliance, ethical decision-making, and workplace accountability to reduce disputes and strengthen business resilience.

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.

The Rajasthan High Court examines whether the traditional practice of Atta-Satta—a reciprocal marriage arrangement between families—can override individual consent in marriage. This case explores the intersection of customary practices with fundamental rights, addressing issues of child marriage, matrimonial cruelty, and women's dignity under Indian law.

The Punjab & Haryana High Court examines whether a single abusive expression in a workplace email constitutes sexual harassment under Section 354-A of the Indian Penal Code. This case explores the boundaries of workplace conduct and the legal threshold for criminal sexual harassment charges arising from electronic communications.

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.

The Ministry of Labour & Employment, vide Official Gazette dated 29 June 2026 notified three statutory social security schemes under the Code on Social Security, 2020 (“CoSS”) marking a significant step towards operationalising Chapter III the Code. The new scheme is effective throughout the country from the date of its publication.

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...