326 results found

Labour and employees play a significant role in the corporate sector. Indian laws exist so that workers and employees are treated well in work environments and help protect their rights.

Businesses qualifying as "essential commodity", and thus functioning during the government-mandated lock down, face unprecedented challenges in continuing operations while preventing the spread of infection to and within their workforce.

The safety and dignity of women is not negotiable. Institutions that fail to protect women fail the Constitution itself! While every person in an ideal world should agree with the above quote...

The Maharashtra government has implemented the Maharashtra Labour Laws (Amendment) Act, 2022 ("Maharashtra Labour Act") vide notification dated 11 April 2023.

In December 2025, a Division Bench of the Gauhati High Court comprising of Chief Justice Ashutosh Kumar and Justice Arun Dev Choudhury delivered a significant judgment in Airports Authority of India & Ors. vs Praveen VS[1] (WA No. 149 of 2025). The Court clarified the scope of Section 10(4) of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act), holding that conciliation under the Act bars only further inquiry by the Internal Complaints Committee (ICC) or Local Committee, and does not preclude an employer from initiating independent disciplinary proceedings under applicable Service Rules if circumstances so warrant.

The Government of Haryana, vide notification no. 11/6/2022-4lab dated March 14, 2024, has issued conditions for factories seeking exemption to employ women during night shifts, specifically between 07:00 PM to 06:00 AM.

In a significant move aimed at advancing gender inclusivity in the industrial workforce, the Haryana Labour Department has issued a notification on July 4, 2025...

The government is all set to regularize the new Labour Codes. With rules expected to come into force shortly the organizations/employers will need to sync themselves with new rules with new...

The announcement by the Government of Karnataka of a one-day paid menstrual leave per month for women employees up to 12 days a year marks a significant development in the labour welfare landscape of India.

What used to be 9 to 5 jobs have become more of 24-hour jobs. This may be attributed to the new work culture that was embraced by millions of us during the pandemic – the work from home or the hybrid work culture.

Here we have presented a short summary covering the major points discussed during the roundtable.

"Maternity Leave cannot be compared or equated with any other leave as it is the inherent right of every woman employee which cannot simply be denied on technical grounds"

The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (“POSH Act”) came into force following the landmark Vishaka v. State of Rajasthan case, which highlighted the need for legal frameworks to address sexual harassment at the workplace.

The Maternity Benefit Act, 1961 (MB Act) was amended vide the Maternity Benefit (Amendment) Act, 2017 (2017 Amendment) to grant certain additional benefits to eligible women employees.

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

The Ministry of Labour and Employment, via a notification dated June 23, 2023, has declared the uranium industry as a public utility service for the purposes of the Industrial Disputes Act, 1947...

Health and Working Conditions (Central) Rules, 2020 under the Occupational Safety, Health and Working Conditions Code, 2020 for seeking public comment. the draft Occupational Safety, Health and Working Conditions Rules, 2020