COVID-19 And Employment Queries (Video)

The Indian government has raised the mandatory wage ceiling for Employees' Provident Fund Organisation coverage from INR 15,000 to INR 25,000 per month, a change that will bring more than five million...

On 25 August 2026, the Ministry of Labour and Employment issued two notifications (Notifications) under the Code on Wages, 2019 (Wage Code), thereby operationalising specified provisions relating to payment of statutory bonus for establishments for which the appropriate government is the Central Government. The Wage Code consolidates the legislative framework governing wages and related employee entitlements, including the regime previously governed by the Payment of Bonus Act, 1965.

The Ministry of Labour and Employment has notified the Social Security Code (Central) Rules, 2026, establishing a comprehensive regulatory framework for provident fund, employee state insurance, gratuity, maternity benefits, and gig worker protections.

The Payment of Bonus Act 1965 is applicable to every factory and other establishment in which 20 or more persons are employed on any day during an accounting year.

India's Ministry of Labour and Employment has notified the Code on Wages (Central) Rules, 2026, operationalizing the Code on Wages, 2019. These comprehensive rules establish frameworks for minimum wage fixation, working hours standardization, permissible wage deductions, bonus computation methodologies, and enhanced principal employer accountability in contractor-based employment arrangements.

The Government of Karnataka's notification dated 22 May 2026 revising minimum wages across the State has generated significant attention among employers, industry bodies, and labour law practitioners.

The Ministry of Labour & Employment has issued a notification dated September 17, 2026, notifying INR 25,000 per month as the new wage ceiling for the purposes of the provident fund provisions (“PF“) of the Code on Social Security, 2020 (“SS Code”). The notification is effective from September 17, 2026. The wage ceiling was last revised 12 years ago in September 2014, when it was increased from INR 6,500 per month to INR 15,000 per month.

The Indian government has raised the EPF wage ceiling from Rs. 15,000 to Rs. 25,000 per month, effective mid-September 2026, creating immediate compliance questions for employers. How should contributions be calculated for the transition month when the change takes effect partway through the wage period, and what treatment applies to employees who become newly covered versus those already enrolled?

The article discusses the new Provident Fund Scheme, 2026, including its effective date, the transition period, statutory minimum versus voluntary higher contributions, voluntary contributions under the 2026 Scheme, and what are the practical implications for employers.

The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (“POSH Act”) came into force following the landmark Vishaka v. State of Rajasthan case, which highlighted the need for legal frameworks to address sexual harassment at the workplace.

We advise on copyright protection and represent creators, actors, performers, authors, publishers, producers and broadcasters.

The central legislature of India had promulgated a legislation Child and Adolescent Labour (Prohibition and Regulation) Act, 1986 ("CL Act") to regulate the child labour practices in India.

The Information Technology Act, 2000 ("IT Act") provides for recognition of electronic records under Section 4, which illustrates that any document which is required by law to be in writing...

On November 7, 2024, MSME issued a notification mandating the registration of all companies under the Companies Act, 2013, with an annual turnover exceeding INR 250 crore, along with all CPSEs, on the TReDS platforms.

The Hague convention on the Service Abroad of Judicial and Extrajudicial Documents in Civil or Commercial Matters was signed on 15 November 1965.

In 2016, Parliament enacted an ambitious statute, the Insolvency and Bankruptcy Code, 2016 ("IBC"), with the stated objective of achieving time-bound resolution of corporate insolvency within 180 days with one-time extension of up to 90 days i.e. 270 days.

Benami transactions have been a long-standing concern in India, deeply rooted in historical practices and contemporary economic offences.

This is a ready reference for certain important provisions of Singapore International Arbitration Centre (SIAC)

It is common for corporates to carry out termination of employees who do not meet their performance requirements, or are found wanting in their conduct or are incapable of working in teams.

The Negotiable Instrument Act, 1881 ("the NI Act") came into being as an Act to define and amend the law relating to promissory note, bill of exchange and cheques.