Legal

In the current legal and business environment, HR heads, CEOs, and top-level decision makers must be more cautious than ever when it comes to managing their workforce. Indian labour laws are intricate, and hence any non-compliance, even unintentionally, can lead to disputes, damage to reputation, and disruptions in operations. That’s why having access to an […]

In India’s dynamic regulatory environment, ensuring labour compliance in India is a critical responsibility for employers. Non-compliance can lead to legal penalties, reputational damage, and operational disruptions. Conducting regular labour law audits helps organisations identify compliance gaps and implement corrective measures proactively. This article explores the importance of labour law audits, key areas of focus,

In today’s competitive business environment, organisations are under constant pressure to optimise costs, modernise operations, and stay agile. One effective tool that has emerged for strategic workforce management is the Voluntary Retirement Scheme (VRS). The VRS scheme in India offers employers a structured and legally compliant method to reduce workforce size without resorting to involuntary

In today’s regulatory environment, labour law compliance is no longer a formality—it’s a strategic responsibility for employers. For HR professionals, plant heads, and senior management, understanding the Indian Factory Act is essential to ensure that your organisation remains on the right side of the law. Failing to comply with the Factories Act 1948 can result

In today’s workplace, ensuring gender inclusivity is not just a trend; it’s a leadership imperative. One key aspect of this is understanding and implementing the provisions of maternity leave in India under the Maternity Benefit Act. For CEOs, HR heads, and senior management, compliance with maternity laws goes hand in hand with building an inclusive

In today’s ever-evolving business climate, companies often face tough decisions related to workforce optimisation. For employers and HR professionals, navigating the legal terrain of layoffs in India is crucial, especially when balancing operational needs with employee rights. A strong understanding of layoff and retrenchment practices ensures legal compliance, minimises risk, and upholds an organisation’s reputation.

As someone in management or HR, ensuring compliance with labour laws is not just about avoiding legal trouble—it’s about building trust, maintaining productivity, and managing operations smoothly. One of the key aspects that often brings legal complexities is retrenchment. To handle it correctly, we must fully understand Section 25F of the Industrial Dispute Act, which

Strikes and lockouts are among the most challenging issues that employers, HR heads, and management teams face. These disruptions not only affect productivity but also create unrest among employees, impacting the overall business operations. Understanding the difference between strike and lockout and their legal implications is crucial for any employer to handle these situations effectively.

For employers, HR professionals, and top management, understanding labour laws is crucial to maintaining a legally compliant and conflict-free workplace. One of the key aspects of labour law in India is Section 2 s of Industrial Dispute Act 1947, which defines who qualifies as a “workman”. The Industrial Disputes Act 1947 helps to define industrial

Labour laws form the backbone of ethical workplace practices, ensuring that businesses operate within the legal framework and that employees’ rights are protected. Navigating the complexities of labour law, employment law, and the intricacies of the labour act can be challenging for employers, managers, and HR professionals. Labour law agencies assist organisations in ensuring compliance,