Employment Law and Labour Law

In this ‘Leading Questions’ section, Sidhant Dhingra and Kajal Gupta break down the Labour Codes 2020 with a focus on corporate compliance and employee impact. As we approach the implementation deadline, here is the essential breakdown.

This definition becomes crucial owing to the fact that benefits associated with employment under the Labour Codes including gratuity, leave encashment, overtime etc. are computed based on ‘wages’; for example, gratuity under the SS Code, must now be calculated on the now-expanded definition of wages, significantly increasing payout liabilities.

Establishments operating in Maharashtra, including those in the shops and commercial establishments, factory and other scheduled employment categories, are required to ensure that wages paid to workers with effect from July 1, 2026, are aligned with the revised Special Allowance, failing which arrears would fall due for the intervening period.

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、...

Global Capability Centres (“GCCs”) in India are at an inflection point. With over 1,800 centres employing nearly two million professionals and generating approximately USD 64.6 billion in revenue as of 2024, the sector accounts for roughly 35 percent of India’s technology services workforce and over 1.6 percent of national GDP.

Imagine this, a savvy brown woman techie in her late 30s eagerly sets up job alerts with precise keywords on a leading professional network; only to hear her white male colleague...

A whistle-blower, whether an individual or a collective entity, is generally an insider who possesses first-hand knowledge of fraud, corruption, misconduct, malpractice, or other unlawful or unethical practices occurring within an organization.

Well-functioning audit committees approach whistleblower complaints not as compliance artifacts but governance signals. They deliberately expect complaints to surface uncomfortable truths, not be statistically managed.

In a recent shareholder derivative action, defense counsel presented what appeared to be a robust governance framework: a board-approved whistleblower policy, comprehensive compliance documentation...

Establishments operating in Maharashtra, including those in the shops and commercial establishments, factory and other scheduled employment categories, are required to ensure that wages paid to workers with effect from July 1, 2026, are aligned with the revised Special Allowance, failing which arrears would fall due for the intervening period.

The framework established under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act, 2013) exist to give women a safe and dignified working environment. While the statute is primarily victim-centric, it also gives the accused certain fair process rights, including, in many institutions, the right to appeal an adverse finding before it is acted upon.

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 also commonly known as the POSH Act establishes a clear framework for addressing complaints of sexual harassment at the workplace through two redressal mechanisms.