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 Code retains trade union rights, collective bargaining, and strike provisions with notice requirements. It confirms continued safeguards on retrenchment and dispute resolution.
Raising factory and licensing thresholds does not remove safety and welfare protections. All establishments with 10 or more workers must comply.
The new labour framework mandates restructuring of wages to ensure basic pay and dearness allowance form at least half of remuneration. This mainly affects fixed-term and contract workers, while permanent employees see limited change.
The government brought four labour codes into force, replacing 29 laws. The move streamlines compliance, improves social security, and modernises labour regulation.
The new labour codes unify wages, industrial relations, social security, and workplace safety laws, making compliance simpler and protections broader for all workers.
The case framework explains how the new wage definition mandates that at least 50% of remuneration must qualify as wages. This directly impacts minimum wage compliance and statutory contributions.
The draft Central Rules lay down detailed procedures to operationalised the Industrial Relations Code, replacing older dispute and standing order rules. The move standardises industrial relations processes and invites public feedback before finalisation.
The notification introduces draft rules under the OSH Code to unify and modernise labour regulation. The key takeaway is a shift toward digital registration, faster approvals, and stronger worker protections.
The draft rules consolidate and replace numerous wage-related rules under older labour statutes. The key takeaway is a unified, simplified compliance regime under the Code on Wages, 2019.
The FAQs clarify how the 50% wage rule increases gratuity and leave liabilities and why these changes must be treated as past service costs under accounting standards.
