Employment Law and Labour Law

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 Indian government has raised the wage ceiling under the Code on Social Security, 2020 to INR 25,000 per month, expanding mandatory EPF coverage to a broader segment of the workforce. This revision carries significant implications for employer contribution obligations, payroll structuring, and compliance frameworks as companies navigate India's evolving four-code labour architecture.

The Indian government has raised the EPF wage ceiling from Rs. 15,000 to Rs. 25,000 per month, effective mid-September 2026, creating immediate compliance questions for employers. How should contributions be calculated for the transition month when the change takes effect partway through the wage period, and what treatment applies to employees who become newly covered versus those already enrolled?

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.

A recent Fair Work Commission decision confirms that employers may refuse flexible work requests where genuine workplace health and safety concerns exist. The case examined whether a council's requirement for two employees to be present at a visitor centre constituted reasonable business grounds for refusing a part-time remote work arrangement following incidents of aggressive public behavior.

The implementation of India's new labour codes and the Employees' Provident Funds Scheme, 2026 introduces significant changes to the regulatory framework governing exempt PF trusts. Employers and trustees must navigate new requirements for exemption continuation, governance structures, audit procedures, and electronic administration while ensuring their trust deeds and operational processes align with the updated statutory framework.

The notification of the Employees' Provident Funds Scheme, 2026 (‘2026 Scheme’) with effect from 1 July 2026, was anticipated to settle and provide clarity on the regulatory framework governing international workers under the Code on Social Security, 2020.

China's Interim Provisions on the Protection of Basic Rights and Interests of Workers Beyond Statutory Retirement Age (the “Interim Provisions”) took effect on 1 July 2026. Introduced against the backdrop...

If you want to sponsor a worker under the Skilled Worker route, you need to understand both the minimum salary requirements and the wider cost of sponsorship. Those rules sit on top of the general considerations that apply when hiring workers from overseas. For most new Skilled Worker applications, you must pay at least £41,700 per year or 100% of the going rate for the worker’s occupation code, whichever is higher.

If enacted, the Bill will ban non-compete clauses for employees earning at or below the high-income threshold (currently $190,100 but indexed annually), prohibit clauses that prevent departing employees...

В соответствии с действующим законодательством Монголии работник сохраняет статус автора служебного произведения...