COVID-19 And Employment Queries (Video)

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.

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 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 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 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 notification of the Employees' Provident Funds Scheme, 2026 (‘2026 Scheme’) with effect from 1 July 2026, was anticipated to settle and provide clarity on the regulatory framework governing international workers under the Code on Social Security, 2020.

The Maternity Benefit Act, 1961 should ideally cover within its ambit women who are employed on a contractual basis.

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.

Vide notification dated May 08, 2026, the Ministry of Labour and Employment, Government of India has notified the Occupational Safety, Health and Working Conditions (Central) Rules, 2026 (“OSH Rules”)...

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

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...

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.

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.

Copyright protection has become the sensitive issue worldwide. Any person who copies others work without consent of the author is liable to be punished for infringement.

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)

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.