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The aforementioned aptly encapsulates the measures taken by the Karnataka State Government pertaining to the employment of women during night time.

In a notable development, the Legislative Assembly of Uttar Pradesh has passed the Uttar Pradesh Dookan Aur Vanijya Adhishthan (Sanshodhan) Adhiniyam Bill, 2025 (Bill).

On 11 March 2020, in the wake of the alarming levels of its spread and severity around the globe, the Coronavirus Disease (COVID-19) was declared as pandemic by the World Health Organization.

On October 17, 2025, the Supreme Court of India ("Court") delivered scathing remarks against the State and the private sector for not taking appropriate measures to ensure protections and equal opportunity in employment to transgender persons

The Maternity Benefit Act, 1961 was enacted to secure women's right to pregnancy and maternity leave and to afford women with as much flexibility as possible to live an autonomous life, both as a mother and as a worker, if they so desire.

The Rajasthan High Court has delivered a noteworthy judgment safeguarding the rights of dependents of government employees. In a case concerning denial of family pension to a widow...

The Payment of Bonus Act, 1965 provides for the payment of statutory bonus to eligible employees. The bonus payable is to be determined on the basis of profits or on the basis of production or productivity of the establishment.

On May 8, 2026, the Ministry of Labour and Employment notified the Model Standing Orders, 2026 (“Model Standing Orders 2026”) under Section 29(1) of the Industrial Relations Code, 2020 (“IR Code”). The notification supersedes the earlier Industrial Employment (Standing Orders) Central Rules, 1946 insofar as they related to model standing orders, and prescribes separate model standing orders for the mining, manufacturing and services sectors.

In a significant reaffirmation of gender justice and labour welfare, the Delhi High Court recently ruled that contractual employees cannot be denied maternity leave solely because of the nature of their engagement.

Companies and organizations include "restrictive covenants" in employment agreements, to protect their trade secrets, confidential information and human resources.

The Supreme Court's decision dated 16 December 2025 in Municipal Council, Nandyal Municipality v. K. Jayaram & Ors.

The Industrial Relations Code, 2020 (Act No. 35 of 2020) came into force on 21st November, 2025, consolidating three foundational labour statutes. The Code represents a significant structural...

India's new Employees' Provident Fund Scheme, 2026 replaces the 1952 framework under the Code on Social Security, 2020. While core obligations remain largely unchanged, the scheme introduces digital compliance mechanisms, a revised penalty structure, and amnesty provisions. How should private employers navigate this transition and what compliance actions are now required?

Welcome to the twelfth edition of the e-Bulletin (Volume IV) brought to you by the Employment Labour and Benefits (ELB) practice group of Khaitan & Co. This e-Bulletin covers regulatory developments...

The Hon'ble Bombay High Court ("HC") was recently seized with a writ petition[1] under Article 227 of the Constitution of India, challenging an order of an Industrial Court...

The preferred age of crèche staff shall be between 20 to 40 years.

On May 27, 2025, the Karnataka Government promulgated the Karnataka Platform Based Gig Workers (Social Security and Welfare) Ordinance, 2025' ("Ordinance"), making...