Market Intelligence

Compliance with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (“POSH Act”) is an ongoing responsibility for employers. It extends beyond adopting a POSH policy or constituting an Internal Committee (“IC”) and requires organisations to maintain an effective complaint redressal mechanism, conduct awareness programmes, preserve records confidentially and complete applicable reporting obligations.

India’s Occupational Safety, Health and Working Conditions Code, 2020 (OSH Code) introduces a consolidated framework for regulating workplace safety, health and working conditions, including specific protections for inter-State migrant workers. With the Code coming into force on 21 November 2025 and the Occupational Safety, Health and Working Conditions (Central) Rules, 2026 being notified on 8 May 2026, employers and contractors must reassess how they identify, document and provide benefits to migrant workers.

India’s Labour Codes have made fixed-term employment (FTE) an important consideration for employers reviewing their workforce structures, employment contracts and statutory benefit obligations. Fixed-term employment allows an employer to engage an employee directly for a specified period, but the arrangement does not remove the employee’s statutory protections or make fixed-term hiring a lower-cost substitute for permanent employment.

In this episode of Podcast Bites powered by IndiaLaw LLP, host Pranjal Maheshwari discusses the Bombay High Court’s judgment in Siddhesh Pradeep Satpute v. State Bank of India and Others, pronounced on 16 June 2026.

An employee stops coming to work, without notice and without explanation, and days turn into weeks. The employer treats the relationship as over. The employee, when he resurfaces, says he was dismissed unfairly. The question before Courts in that moment is stark: did the employee walk away, or was this a dismissal in disguise? This is one of the most heavily litigated issues in Indian employment law, because the answer decides whether the employer must comply with retrenchment safeguards or whether the separation falls outside the statutory framework altogether.

Non-compete, non-solicitation, confidentiality and garden leave provisions are commonly incorporated into employment agreements to protect an employer’s business interests when an employee leaves the organisation. However, the enforceability of such restrictive cove