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On May 27, 2025, the Indian government introduced a new draft law called the Registration Bill, 2025 ("Bill"), which aims to replace the 117-year-old pre-constitution Registration Act of 1908 ("1908 Act").

Shareholder disputes are an inevitable aspect of corporate life, stemming from underlying tensions between different parties in a company, with their respective interests and visions of what the corporation should be.

The Reserve Bank of India (RBI) has issued a critical directive mandating Indian corporates with Overseas Direct Investments (ODIs) to resolve all past reporting violations before making any new foreign investments.

On July 1, 2025, the Government of India approved the Employment Linked Incentive (ELI) for rollout from August 1, 2025, a scheme designed to support employment generation, enhance employability, and strengthen social security across all sectors, with a particular emphasis on the manufacturing sector.

In India, the Employees' Provident Fund Scheme, 1952 ("EPF Scheme"), framed under the Employees' Provident Funds and Miscellaneous Provisions Act, 1952 ("EPF Act"), operates as a compulsory contributory fund for employees in establishments employing 20 or more persons.

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.

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.

The Ministry of Labour and Employment, Government of India has notified the four labour codes, namely, the Code on Wages, 2019, the Industrial Relations Code, 2020, the Code on Social Security, 2020 and the occupational Safety, Health and Working Conditions Code, 2020 with effect from November 21, 2025.

This comprehensive update examines significant regulatory reforms and landmark judicial decisions reshaping India's employment law landscape in early 2026. From Delhi's expanded working hour thresholds and Karnataka's gig worker welfare framework to Supreme Court rulings on maternity benefits and the constitutional definition of 'industry', these developments signal a transformative period for workplace rights, gender equity, and labour relations across public and private sectors.

India's Ministry of Labour and Employment has notified the Code on Wages (Central) Rules, 2026, operationalizing the Code on Wages, 2019. These comprehensive rules establish frameworks for minimum wage fixation, working hours standardization, permissible wage deductions, bonus computation methodologies, and enhanced principal employer accountability in contractor-based employment arrangements.

EPF (Amendment) Scheme, 2025: Special enrolment window to streamline employee enrolment, contributions, and employees' provident fund benefits.

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.

Business deals and commercial agreements form the foundation of corporate operations and growth. Whether it involves partnerships/joint ventures, vendor arrangements, investments, mergers, or service contracts...

Buying or leasing property in India involves substantial financial commitment and long-term consequences. Many buyers focus on price and location while overlooking a critical safeguard...

India's Digital Personal Data Protection Act, 2023 introduces a new framework for data governance, with Consent Managers playing a pivotal role in enabling individuals to control their personal data. As businesses prepare for these regulatory changes, understanding the compliance requirements and implementing proper consent mechanisms, privacy notices, and data governance processes becomes essential for organizations handling digital personal data.

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.

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.

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”)...