India: Employee Rights/ Labour Relations

インドの2019年賃金法典および2026年賃金法典（中央）規則の主要規定を包括的に解説したFAQ形式の実務ガイド。賃金の定義、最低賃金、フロア賃金z

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...

India's new Employees' Provident Fund Scheme, 2026 replaces the 1952 framework under the Code on Social Security, 2020. While core obligations remain largely unchanged, the scheme introduces digital compliance mechanisms, a revised penalty structure, and amnesty provisions. How should private employers navigate this transition and what compliance actions are now required?

The jurisdiction of an Internal Complaint Committee constituted under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, is not unlimited.

In a significant ruling that reaffirms the legal boundaries of contractual employment in the public sector, the Uttarakhand High Court has dismissed a writ petition filed...

This newsletter covers categories of updates relating to labour, industry related laws, corporate, safety, environment, miscellaneous and local laws.

The Maharashtra government has issued a circular empowering various officials to conduct inspections of workplaces to ensure compliance with the Sexual Harassment of Women at Workplace Act, 2013.

In a recent ruling, the Division Bench of the Bombay High Court, Nagpur Bench (“Bombay HC”) in Dr. Meenakshi Muthiah v. State of Maharashtra1, observed that the right to maternity leave is an integral facet of a woman’s fundamental right to life under Article 21 of the Constitution of India,1950 (“Constitution”) and cannot be curtailed by service bonds, contractual obligations, or administrative instructions. The Bombay HC emphasised that maternity leave cannot be treated as a break in service and that penalising a woman for availing maternity leave would undermine the dignity of motherhood and the constitutional mandate of social justice.

On April 15, 2026, the High Court of Karnataka, in a significant order1, directed the State Government to implement its Menstrual Leave Policy across all establishments, both organised and unorganised.