India: Contract of Employment

India's Code on Wages (Central) Rules, 2026 introduces significant procedural changes to wage regulation for central government establishments. The notification shifts from prescriptive statutory formulas to flexible government-determined criteria, mandates electronic compliance mechanisms, and establishes employee-centric processes for wage deductions and fines.

Launching a new business involves more than product development, funding and customer acquisition. One of the most valuable assets a company builds over time is its brand identity. Business names, logos, slogans...

The Indian employment landscape has undergone significant transformation with the formal recognition of Fixed-Term Employment under the Industrial Relations Code, 2020 and Code on Social Security, 2020. As businesses increasingly adopt flexible workforce models across manufacturing, IT, retail, and e-commerce sectors, understanding the legal framework, employee rights, and corporate compliance obligations becomes essential to avoid disputes and maintain transparent employer-employee relationships.

Argus Partners presents its office locations and legal disclaimer, outlining the Bar Council of India's restrictions on advocate solicitation and advertising.

In the competitive economy, businesses generally go to great lengths to protect their intellectual property, clients and specialised internal processes.

While many countries modernised and merged their labour laws over the past few decades, India continued operating under an old and scattered framework of 29 Central labour Acts.

The Occupational Safety, Health and Working Conditions Code, 2020 ("OSH Code") consolidates 13 Central laws including key laws such as the Factories Act, 1948 and Contract Labour...

An injunction is an equitable remedy by which a court issues a specific order requiring a party to perform a particular act or to refrain from certain conduct. Injunctions, be it prohibitory or mandatory, are governed by the Specific Relief Act, 1963 ("SRA").

In India, restrictive covenants are subject to strict scrutiny. Just recently, in Vijaya Bank & Anr. v. Prashant B. Narnaware, 2025 INSC 691, India's Supreme Court, while specifying that its ruling should not be treated as definitive law for all cases, upheld the validity of an employment bond.