Labour Laws

Introduction: A Paradigm Shift in Indian Labour Law After decades of operating under a complex web of 29 central labour laws, India is witnessing a fundamental restructuring of its labour regulatory framework through four comprehensive Codes. The new Labour Codes for startups and MSMEs navigating the challenging landscape of business growth while managing compliance, these […]

Compliance with labour laws is an essential responsibility for all employers. Yet, many businesses, especially small and mid-sized enterprises, inadvertently fall into traps that lead to non-compliance. These challenges and failures of employers in labour law compliances can result in legal penalties, employee dissatisfaction, and damage to the company’s reputation. Employers can avoid these pitfalls,

Navigating labour disputes can be challenging, especially for employers unfamiliar with the intricacies of labour court proceedings. Understanding how legal representation works in these contexts is crucial to ensure compliance and achieve favourable outcomes. Let’s explore the key rules regarding legal representation in labour disputes and practical advice to navigate the Case Against Employer in

Understanding and adhering to the most Important Labour Law Compliance for Companies is crucial for every employer. Compliance helps you avoid costly penalties. It also fosters a healthy and positive work environment for your employees. In India, several key laws govern aspects like wages, workplace safety, social security, and employee welfare. This blog post provides

Labour laws play a crucial role in protecting the rights of employees and ensuring that businesses operate ethically. For employers, complying with these laws is not just a legal obligation but also an essential part of running a sustainable and reputable organization. A labour audit is a proactive measure that helps companies and the business

Employers have a crucial responsibility to create a safe and respectful work environment, and compliance with sexual harassment enquiry as per the guidelines is a vital aspect of this duty. By adhering to the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013—commonly known as the POSH Act—employers can protect employees from

Terminating an employee is a serious action that must be taken carefully, especially in cases involving misconduct. Employers are required to follow a fair and transparent procedure known as a domestic inquiry before deciding on termination. A domestic inquiry is an internal process conducted by an employer to investigate allegations of employee misconduct, ensuring all