Revised Framework For Export And Import Of Goods And Services

The Central Boilers Board (“CBB”), under the Department for Promotion of Industry and Internal Trade (“DPIIT”), Ministry of Commerce and Industry, has notified the Indian Boiler Regulations, 2026 (“IBR 2026”) under the Boilers Act, 2025.

The Reserve Bank of India has introduced comprehensive new regulations consolidating the entire export-import framework, set to take effect from October 2026.

The 2026 Regulations are primarily principle-based and are intended to promote ease of doing business, especially for small exporters and importers. They are also intended to empower Authorised Dealers (‘AD’) to provide quicker and more efficient service to their customers.

The European Union's 2026 Steel import Regulation marks a fundamental shift from temporary trade safeguards to permanent industrial policy, dramatically reducing tariff-free quotas by 47%, doubling out-of-quota duties to 50%, and introducing stringent 'melt and pour' traceability requirements. This transformation raises critical questions about whether traditional distinctions between trade remedies and industrial policy are disappearing, with significant implications for major steel exporters like India.

India and the European Union (EU) concluded talks on the much-awaited Free Trade Agreement (FTA) on 27 January 2026, following 14 rounds of negotiations relaunched in 2022. The conclusion was jointly announced by Indian Prime Minister Narendra Modi and President of the European Commission Ursula von der Leyen, with the latter describing the agreement reached as the “mother of all deals”.India and the European Union (EU) concluded talks on the much-awaited Free Trade Agreement (FTA) on 27 January 2026, following 14 rounds of negotiations relaunched in 2022. The conclusion was jointly announced by Indian Prime Minister Narendra Modi and President of the European Commission Ursula von der Leyen, with the latter describing the agreement reached as the “mother of all deals”.

The India-New Zealand Free Trade Agreement, which was signed on 27th April 2026, will enter into force on 20th October 2026. With effect from such date, tariffs on textiles, apparel, leather, footwear, engineering goods, and processed foods, exported from India to New Zealand will be eliminated.

On 2nd May 2025, the Ministry of Commerce and Industry, through its Directorate General of Foreign Trade (DGFT), issued a significant notification prohibiting the import...

India and the European Union have concluded negotiations on a comprehensive Free Trade Agreement, with the EU offering preferential tariff access to 97% of tariff lines for Indian exports while India provides access...

The European Union has adopted its largest-ever sanctions package against Russia's military-industrial complex, listing 1,569 entities and individuals. This unprecedented expansion of EU sanctions has significant implications for businesses worldwide, particularly those in third countries like India that have been increasingly targeted in recent packages. Understanding these measures and their extraterritorial reach is crucial for companies engaged in international trade.

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

The Ministry of Corporate Affairs ("MCA") has introduced various changes in the MCA21 portal over the years since 2006, in order to improve the compliance by companies and Limited Liability Partnerships...

India’s data protection framework has continued to evolve since the enactment of the Digital Personal Data Protection Act, 2023 (the “DPDP Act”) and the subsequent introduction of the Digital Personal Data Protection Rules (the “Rules”) (together, the “DPDP regime”). The broader framework, including the applicability and commencement timeline, processing of personal data based on consent, recognition of consent managers and obligations of data fiduciaries, has already been discussed in our earlier article.

India's labour law reforms entered a significant phase with the enforcement of the Code on Wages, 2019, the Code on Social Security, 2020, the Industrial Relations Code, 2020, and the Occupational Safety, Health and Working Conditions Code, 2020 (collectively, the “Labour Codes”) from November 21, 2025. Although the Labour Codes came into force in November 2025, their implementation remained incomplete in the absence of the corresponding subordinate legislation.

Section 1 to 41: Provisions relating to definition of wages, prohibition of discrimination on ground of gender, minimum wages (payment, fixation, floor wage, hours of work, overtime, etc.)

The Consumer Protection Act, 2019 ("Act") received the assent of the President of India and was published in the official gazette on August 9, 2019.

Organisations are often faced with the complex task of making staffing decisions that align with both business objectives and legal obligations. Termination of employment, though sometimes necessary due...

India's labour law framework has undergone a significant transformation with the consolidation of 29 central labour enactments into four labour codes.

The Micro, Small and Medium Enterprises Development Act, 2006 (MSME Act, 2006) was enacted to facilitate the promotion and development of micro, small and medium enterprises (MSMEs). MSMEs play a critical role in driving economic growth, generating employment, fostering innovation, and contributing significantly to India’s GDP and exports. They continue to serve as a vital pillar of the Indian economy. Over the years, the MSME sector has evolved significantly, driven by technological advancements, the emergence of information technology-enabled systems, and changes in the regulatory landscape.

India is presently witnessing one of the most significant labour law reforms in decades with the implementation of the four new labour codes. Following their enactment, the Appropriate Governments are progressively operationalising the labour codes through the notification of rules, schemes, and other subordinate legislation.

Termination of employment in India is governed by a combination of statutory requirements and contractual terms. The legal requirements applicable to a termination depend on several factors, including the employee’s classification, the nature of the establishment and the circumstances surrounding the termination.