India: Employee Rights/ Labour Relations

The Indian government has raised the mandatory wage ceiling for Employees' Provident Fund Organisation coverage from INR 15,000 to INR 25,000 per month, a change that will bring more than five million...

Analysis of the Supreme Court’s ruling that the principal employer does not automatically bear gratuity liability for contract labour and that the Controlling Authority cannot decide disputed employer liability under the gratuity law.

The past decade has seen Indian businesses, take to newer business models to meet the ever-changing demands of the consumer efficiently. Therefore, to suit these business models, organizations introduced newer forms of engagement that did not always fit within the four corners of traditional employment

There is a practice so entrenched in Indian public administration that it has become almost invisible. A government body needs workers. Instead of following the constitutionally mandated process of open recruitment, it hires on contract, daily wages, or ad hoc terms. Years pass. Sometimes decades. The worker performs the same duties as a regular employee, sits at the same desk, reports to the same officer, and keeps the institution running. On paper, however, they remain ‘contractual’. No pension. No provident fund. No job security. No career progression.

The notification of the Employees' Provident Funds Scheme, 2026 (‘2026 Scheme’) with effect from 1 July 2026, was anticipated to settle and provide clarity on the regulatory framework governing international workers under the Code on Social Security, 2020.

As India implements the Digital Personal Data Protection Act, 2023, employers must navigate complex requirements for collecting, processing, and protecting employee information. Understanding the legal framework, security obligations, and employee rights is essential for HR departments coordinating with legal, IT, and management teams to ensure compliance.

For years, Indian professionals on temporary assignments in the UK faced a quiet but costly problem: paying into two social security systems for the same job, with no additional pension benefit to show for it. That changed on 15 July 2026, when the India-UK Double Contributions Convention (DCC) came into force alongside the broader Comprehensive Economic and Trade Agreement (CETA), finally addressing what officials on both sides had long acknowledged as a sunk cost for mobile talent.

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、...

The Karnataka High Court has directed strict implementation of the state's menstrual leave policy, which mandates one day of paid leave per month for women employees across various sectors. While the court has ordered the government to operationalize the policy through administrative guidelines, the matter remains legally contested with pending writ petitions challenging the validity of the menstrual leave order before the Principal Bench.