Corporate Law : The article explains that the OSH Code extends beyond workplace safety to regulate health, welfare, working conditions, contract l...
Corporate Law : The Code on Social Security, 2020 introduces significant reforms beyond consolidation of labour laws. This article debunks common ...
Corporate Law : This article explains why Indian courts generally refuse to enforce post-employment non-compete clauses under Section 27 of the In...
Corporate Law : This article separates misconceptions from legal realities under the Code on Wages, 2019. The key takeaway is that the reform aims...
Corporate Law : The Code on Wages, 2019 requires that excluded salary components should not exceed 50% of total remuneration. Employers may need t...
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...
The Industrial Relations Code (Amendment) Bill, 2026 (Bill No. 33 of 2026), introduced in the Lok Sabha, seeks to amend section 104 of the Industrial Relations Code, 2020.
The government has notified a clear wage ceiling for supervisory roles. Earnings above this limit remove such employees from worker coverage under the Code.
The Government has issued draft Coal Mines Safety Regulations, 2026 under the OSHWC Code, detailing safety standards, certification, mine management duties, and compliance requirements.
New Wage Code reshapes wages base, triggering Ind AS 19 remeasurement. Expect past service cost hits, exceptional items, higher DBO and disclosures.
The Supreme Court held that compensatory allowances form part of “ordinary wages” for overtime calculation. Executive circulars cannot override the clear mandate of Section 59(2).
The wage definition under the new code is inclusive and anti-avoidance. Many allowances earlier excluded now count as wages, widening ESIC coverage.
The Codes reduce filings, decriminalise offences, and digitise processes. However, expanded social security obligations increase compliance costs for many sectors.
The ruling clarifies that digital processes are encouraged but not mandatory, ensuring workers rights are protected even through physical submissions and flexible procedures.
The law removes sector-based exclusions and extends minimum wage protection to all employees. It confirms universal coverage across organized and unorganized sectors.
The FAQs explain the uniform wage definition and the 50% allowance cap across all Codes. Gratuity applies prospectively from 21 November 2025 with clarified eligibility and calculation.
