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The increasing use of remote working, Bring Your Own Device (“BYOD”) arrangements, cloud-based platforms and workplace monitoring software has made employee privacy an important consideration for employers in India. Organisations routinely collect and process employee data through access-control systems, company email accounts, endpoint security tools, attendance systems, CCTV, location services, and cybersecurity platforms.

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".

A recent judgment by an Hon'ble Court against a premier technical institute underscores the critical importance of adhering to legal procedures while addressing complaints of sexual harassment...

Intellectual property (IP) assignment clauses form an important part of employment agreements, consultancy arrangements, technology development contracts and startup agreements in India. These provisions determine who owns, controls, commercialises, licenses and protects intellectual property created during an employment or contractual engagement.

The Industrial Disputes Act, 1947 (the "ID Act") has been enacted for the investigation and settlement of industrial disputes in any industrial establishment.

India’s labour law framework has undergone significant transformation with the introduction of the new labour codes having been brought into force effective 21 November 2025 and relevant Rules from May 08, 2026.

The amplification of biometrics and algorithmic monitoring in the workplace has escalated the Workplace Data Rights Conflicts, thereby increasing the tension between employers and employees in accordance with the compliance and consent management and employee rights over the use of their personal information with consent.

The Government of India has taken a historic step by enacting four comprehensive Labour Codes, effective from November 21, 2025. This significant reform consolidates 29 Central labour laws into a single, streamlined regulatory framework that covers wages, industrial relations, social security, and occupational safety and health.

Diversity, Equity, Inclusion, and Belonging (DEIB) have become the foundational principles in modern workplace culture, influencing how companies hire, promote, and retain talent.

The Indian employment landscape has undergone significant transformation with the formal recognition of Fixed-Term Employment under the Industrial Relations Code, 2020 and Code on Social Security, 2020. As businesses increasingly adopt flexible workforce models across manufacturing, IT, retail, and e-commerce sectors, understanding the legal framework, employee rights, and corporate compliance obligations becomes essential to avoid disputes and maintain transparent employer-employee relationships.

Implemented on 21st November 2025, the Labour Codes of 2020 represent a landmark reform in India’s employment law framework, consolidating 29 separate legislations into four comprehensive...

"Labour" is a subject in the "Concurrent List" under the Constitution of India where both the Central and State Governments are competent to enact legislations subject, however, to reservation of certain matters...

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”)...

India's labour law reforms, consolidated into four Labour Codes, have significantly restructured the regulatory framework governing wages, social security, industrial relations, and workplace conditions.

The Indian government has raised the EPF wage ceiling from Rs. 15,000 to Rs. 25,000 per month, effective mid-September 2026, creating immediate compliance questions for employers. How should contributions be calculated for the transition month when the change takes effect partway through the wage period, and what treatment applies to employees who become newly covered versus those already enrolled?

The petitioner, employed as an assistant manager with the respondent from 2019, was asked to resume office work in August 2020 after working remotely due to COVID-19.