Corporate Law : A common myth suggests employees must work 12-hour shifts under the new Labour Codes. The reality is that the 48-hour weekly limit...
Corporate Law : The new labor codes introduce a uniform wage definition and the 50% exclusion cap, significantly impacting salary structures and s...
Corporate Law : The Industrial Relations Code, 2020 consolidates three major labour laws into a single framework to simplify compliance and improv...
Corporate Law : Indias OSH Code 2020 introduces mandatory appointment letters and digital compliance systems to improve transparency and worker pr...
Corporate Law : The article explains how gig platforms classify workers as independent partners to avoid minimum wage, social security, and dismis...
Corporate Law : The ruling clarifies that digital processes are encouraged but not mandatory, ensuring workers rights are protected even through p...
Company Law : The law removes sector-based exclusions and extends minimum wage protection to all employees. It confirms universal coverage acros...
Corporate Law : The FAQs explain the uniform wage definition and the 50% allowance cap across all Codes. Gratuity applies prospectively from 21 No...
Corporate Law : The Code retains trade union rights, collective bargaining, and strike provisions with notice requirements. It confirms continued ...
Corporate Law : Raising factory and licensing thresholds does not remove safety and welfare protections. All establishments with 10 or more worker...
Corporate Law : The Supreme Court held that compensatory allowances form part of “ordinary wages” for overtime calculation. Executive circular...
Corporate Law : The Karnataka High Court has set aside a prosecution order against Natural Remedies Private Limited. The court found that the Comm...
Corporate Law : Punjab & Haryana High Court directs that temporary employees cannot be replaced by another set of temporary staff but can be repla...
Corporate Law : The Telangana High Court addressed jurisdiction and employment status in Godrej Agrovet Ltd. Vs Presiding Officer. Key aspects of ...
Corporate Law : The Bombay High Court sets aside the Industrial Court's interim relief, reinstating employer rights to transfer and discipline emp...
Corporate Law : The Industrial Relations Code (Amendment) Bill, 2026 (Bill No. 33 of 2026), introduced in the Lok Sabha, seeks to amend section 10...
Corporate Law : The government has notified a clear wage ceiling for supervisory roles. Earnings above this limit remove such employees from worke...
Corporate Law : The Government has issued draft Coal Mines Safety Regulations, 2026 under the OSHWC Code, detailing safety standards, certificatio...
Corporate Law : The draft Central Rules lay down detailed procedures to operationalised the Industrial Relations Code, replacing older dispute and...
Corporate Law : The notification introduces draft rules under the OSH Code to unify and modernise labour regulation. The key takeaway is a shift t...
A common myth suggests employees must work 12-hour shifts under the new Labour Codes. The reality is that the 48-hour weekly limit remains unchanged, with flexibility allowed only subject to statutory safeguards.
The new labor codes introduce a uniform wage definition and the 50% exclusion cap, significantly impacting salary structures and statutory liabilities. Chartered Accountants must reassess CTC designs to ensure compliance.
The Industrial Relations Code, 2020 consolidates three major labour laws into a single framework to simplify compliance and improve industrial harmony. The key takeaway is that employers and employees must adapt to new rules governing unions, disputes, standing orders, and workplace relations.
Indias OSH Code 2020 introduces mandatory appointment letters and digital compliance systems to improve transparency and worker protection. The framework significantly increases employer accountability for workplace documentation and safety standards.
The article explains how gig platforms classify workers as independent partners to avoid minimum wage, social security, and dismissal protections. It highlights the urgent need for legal reforms recognizing algorithmic control as employment supervision.
India’s Social Security Code consolidates multiple labour welfare laws into a unified framework covering organised, unorganised, gig, and platform workers. The 2026 Rules introduce digital compliance and expanded worker protections.
The Code on Wages and the 2026 Rules introduce a uniform wage definition and cap exclusions at 50% of total remuneration. Employers may need to redesign salary structures due to higher PF, gratuity, and bonus liabilities.
India’s new Labour Codes introduce a uniform wage definition and 50% cap on exclusions, affecting PF, gratuity, bonus, and salary structuring.
The paper examines whether recent labour law reforms deliver real gender equality or merely formal compliance. It concludes that despite progressive provisions, enforcement gaps and exclusions limit actual impact.
Dhara Verma Abstract The labour welfare laws in India provide essential maternity and paternity benefits to workers which demonstrate the country’s commitment to achieving gender equity and supporting families while fostering social and economic development. The maternity protection system in India has experienced legislative and judicial improvements but its paternity benefits system remains underdeveloped because […]
