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Strong corporate governance extends beyond financial reporting to encompass employment-related risks and compliance. As India's employment laws evolve with new Labour Codes, organizations must implement robust governance practices that promote legal compliance, ethical decision-making, and workplace accountability to reduce disputes and strengthen business resilience.

This article covers the evolution of laws in India on sexual harassment in the workplace, starting from the shortcomings of the pre-1997 law and leading to the introduction of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (“POSH Act”). It examines the impact of the Indian Penal Code, 1860; the lack of any specific remedy for sexual harassment at the workplace; the Bhanwari Devi incident; and, thereafter, the judgment in Vishaka v. State of Rajasthan on the constitutional and judicial recognition of sexual harassment at the workplace as a violation of fundamental rights.

India's new Labour Codes have taken effect with comprehensive central rules governing wages, industrial relations, occupational safety, and social security. How will these sweeping reforms reshape employer obligations, worker protections, and compliance frameworks across the country? This update examines the key provisions, state-level developments, and emerging legal challenges that will define India's employment landscape in the months ahead.

The respondent, a laundry business owner, was found non-compliant with several provisions of the Factories Act, 1948, following a 2019 inspection. The violations included lack of factory registration and unapproved building plans.

Labour Codes continue to evolve across Indian states with new draft rules and clarifications emerging in March and April 2026. Significant developments include expanded corporate criminal liability in the UK...

The Ministry of Labour and Employment has notified the Social Security Code (Central) Rules, 2026, establishing a comprehensive regulatory framework for provident fund, employee state insurance, gratuity, maternity benefits, and gig worker protections.

Workplace investigations in India involve complex legal and governance considerations that extend beyond simple HR procedures. Understanding the statutory frameworks, procedural fairness requirements, and potential legal exposure is essential for organizations managing employee complaints, misconduct allegations, and harassment claims while protecting both employee rights and corporate interests.

Businesses operating in India face significant legal, financial, and operational risks when they fail to comply with employment and labour laws. Understanding how non-compliance affects corporate governance, internal controls, and risk management is essential for protecting your organization from regulatory action, disputes, and reputational damage.

India's labour law landscape underwent significant transformation in 2026, with the Ministry of Labour and Employment launching major compliance campaigns including the Employees' Enrolment Campaign and VISHWAS scheme for settling EPF damages disputes.

Labour law is a key component of socio-economic governance, balancing the rights of workers and the obligations of employers, ensuring decent work, promoting productivity and protecting vulnerable groups

インドの2019年賃金法典および2026年賃金法典（中央）規則の主要規定を包括的に解説したFAQ形式の実務ガイド。賃金の定義、最低賃金、フロア賃金z

India's Ministry of Labour and Employment has formally notified the central rules under four Labour Codes, introducing significant changes to wage computation, social security benefits, industrial relations frameworks, and occupational safety standards. These rules operationalise India's consolidated labour law framework with digital-first compliance, inclusive welfare infrastructure, and enhanced protections for women, transgender persons, and contract workers.

In a landmark move toward reshaping India's employment law framework, the Government of India has officially notified the implementation of all four labour codes through notifications issued on 21 November 2025.

This newsletter provides a curated overview of significant Supreme Court judgments, High Court judgments, regulatory developments in Indian labour and employment law and a few foreign developments relevant...

インドの2020年労使関係法典（IRC）および2026年労使関係（中央）規則は、労働組合、...

В Индии отсутствует единое правило; принадлежность прав определяется отдельно в зависимости от категории интеллектуальной собственности.