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In a move to overhaul the existing child labour law of India, the Union Cabinet has approved amendments to the Child Labour (Prohibition and Regulation) Amendment Bill, 2012 ("Child Labour Bill")1 on May 13, 2015.

‘Gig' – a word, coined several decades earlier, seems to have gained prominence in today's time.

The Indian government has been actively working to raise the country to among the top 50 in the World Bank's Ease of Doing Business rankings.

The Government of India's notification of the four consolidated Labour Codes on 21 November 2025 marks the most transformative overhaul of labour legislation in independent India.

Employment laws, also known as labor laws (or industrial laws), is the body of laws, administrative rulings, and precedents which address the legal rights of, and restrictions on, working people and their organizations.

India's Ministry of Labour and Employment has notified the Central Rules under all four labour codes, marking a pivotal shift from legislative reform to operational compliance. What do these new rules mean for employers in sectors like railways, telecom, banking, IT/ITES, and other multi-state operations, and what immediate steps must organizations take to ensure workplace readiness?

The Ministry of Labour and Employment has notified the Industrial Relations (Central) Rules, 2026, establishing a comprehensive procedural framework to operationalise the Industrial Relations Code, 2020. These rules introduce transformative mechanisms including negotiating unions, fixed-term employment, mandatory grievance redressal committees, and digital compliance systems.

In the past, women had a limited contribution to the workforce and their majority time was dedicated to the duties and obligations at home.

There are many establishments which are either partially or completely exempted from the purview of this Act.

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.)

Gender neutral laws are the need of the hour and should be promulgated by the government to eliminate any inadvertent discrimination between the sexes

This article is aimed at CFOs, finance teams, HR heads and in house counsel at medium and large employers, including those currently under EPFO inquiry or audit, and sets out the scheme's mechanics, financial exposure, strategic decision making framework, practical compliance roadmap and key risks, with a particular focus on how EES 2025 interacts with pending EPFO proceedings.

Providing a big relief to employers, the Central Government on 14th June 2024 issued three Gazette Notifications introducing a significant reduction in the penalty structure

The Government of India has made effective four labour codes* (collectively referred to as "Codes") from 21 November 2025.

Independent directors are expected to treat whistleblower mechanisms as governance infrastructure, not reporting hygiene. A well-functioning audit committee is meant to see whistleblower data...

The Government of Rajasthan has issued the Draft Code on Wages (Rajasthan) Rules, 2026, marking a significant step toward operationalising the wage framework under the Code on Wages...

Background verification has become one of the more data-intensive processes undertaken by Indian employers. A single pre-employment check may involve identity documents, employment history, salary information, educational credentials, criminal antecedents, financial information and, in some cases, health-related information

The Government, at every level, whether the State or the Centre, is continuing to grapple with the COVID-19 outbreak in the Country.