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Lockdown 4.0 will be in effect from 18.05.2020 till 31.05.2020. This also brings relaxations in working but with a challenge to curb the spread of COVID – 19.

One of the potential threats for manufacturing and sale of food/health supplements such as "Dietary food supplement", "Food supplements", "Nutritional supplements", "Health supplements", is its categorization in the category of "Food" or "Drugs", as there is a very thin line between "drugs/ medicines" and "nutritional supplements".

India has entered a new phase in employment regulation with the implementation of the four consolidated Labour Codes.

This comprehensive update examines significant regulatory reforms and landmark judicial decisions reshaping India's employment law landscape in early 2026. From Delhi's expanded working hour thresholds and Karnataka's gig worker welfare framework to Supreme Court rulings on maternity benefits and the constitutional definition of 'industry', these developments signal a transformative period for workplace rights, gender equity, and labour relations across public and private sectors.

India’s labour and employment framework has undergone significant transformation over the past decade, particularly in relation to maternity protection and workplace inclusion. The expansion of maternity benefits through the Maternity Benefit (Amendment) Act, 2017[1] represented an important milestone in recognising the challenges faced by working mothers and promoting maternal health.

In India, several legislations have been enacted to promote the condition of labour. There are 44 labour-related statutes promulgated by the Central Government, of which 29 legislations...

Dans le but de créer des espaces de travail sûrs, exempts de harcèlement sexuel, la loi de 2013 sur la prévention du harcèlement sexuel des femmes sur le lieu de travail...

While the national lockdown has mandated closure of businesses and activities in the country, employees and workers of exempt organisations qualifying as "essential services" continue to report for duty in factories and offices.

Several legislative changes were introduced in the labour and employment sector in the year 2022. Through some of these changes, we have seen laws leaning on a gradual shift towards...

At a time when the world is taken by the Covid-19 storm, the Indian Government, in order to contain the spread, morbidity, and mortality, declared a nationwide lockdown.

Gig Workers means a person who performs work or participates in a work arrangement and earns from activities outside of traditional employer-employee relationship. The gig economy has emerged as a vital component of world’s labor market after the 2008 global financial crisis. Gig economy is driven by technological advancements, changing career aspirations, and the demand for flexible, location-independent work.

The recent sexual harassment allegations emerging from a prominent IT company in Nashik have triggered widespread concerns across corporate India and reignited a nationwide conversation around workplace safety, accountability and effective implementation of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 also known as the POSH Act.

This newsletter covers categories of updates relating to labour, industry related laws, corporate, safety, environment, miscellaneous and local laws.

The law relating to labour and employment in India is primarily known under the broad category of "Industrial Law".

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.

On November 21, 2025, the Government of India made a landmark decision by implementing four Labour Codes ie., the Code on Wages (2019), the Industrial Relations Code (2020)...

For decades, India operated under an archaic and overly complex web of labour laws making compliance unpredictable and business growth unnecessarily constrained