Labour Law

India's workplace law framework is undergoing its most significant overhaul in decades. The consolidation of over 40 central labour statutes into four Labour Codes — covering Wages, Industrial Relations, Social Security, and Occupational Safety — demands expert, forward-looking advice. Our team assists businesses in building compliant, resilient employment frameworks while protecting their interests across disputes, restructurings, and regulatory engagements.

Compliance & Advisory

We advise employers on the full spectrum of statutory compliance arising under India's four new Labour Codes — 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. Our services include drafting and reviewing employment contracts tailored to each category of worker, structuring HR policies and standing orders to align with the new consolidated framework, advising on wage computation, working-hour norms, and leave entitlements, and preparing organization’s for state-level implementation as the Codes come into full effect. We also assist with registrations, returns, and record-keeping obligations to mitigate inspection and penalty risk.

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Employee Relations & Disputes

When workplace relationships break down, early and well-structured legal intervention is essential. We advise on lawful termination procedures, protection against wrongful and unfair dismissal claims, and strategies for managing salary and wage disputes before they escalate. Our team represents employers and employees before Labour Courts, Industrial Tribunals, and appellate authorities. We also counsel management on negotiating and managing collective bargaining agreements and on resolving trade union disputes — including strikes, lockouts, and recognition disputes — with minimal disruption to operations.

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Sexual Harassment (POSH)

Compliance with the Prevention, Prohibition and Redressal of Sexual Harassment of Women at Workplace Act, 2013 is both a legal obligation and a governance imperative. We advise organizations on constituting and training Internal Committees (ICs) in accordance with the Act, drafting compliant anti-harassment policies, and conducting awareness programmes for employees and management. We also assist Internal Committees in handling complaints procedurally and lawfully — from inquiry proceedings to final reports and disciplinary action — and advise on employer liability, appeals, and interface with district authorities. Our support extends to multi-location and remote-work environments where POSH obligations are frequently misunderstood.

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Employee Benefits & Social Security

We advise employers on the structuring and administration of mandatory employee benefit schemes, including Employees' Provident Fund (EPF), gratuity under the Payment of Gratuity Act, and Employees' State Insurance (ESI). With the Code on Social Security, 2020 expanding coverage to gig and platform workers — and mandatory benefits for this workforce becoming a practical reality in 2026 — we assist aggregators, platforms, and gig-economy businesses in understanding and implementing their obligations under the newly notified social security frameworks. This includes navigating contributions, fund structuring, and registration requirements for non-traditional employment relationships.

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Corporate Restructuring & Employment

Employment considerations are often the most complex — and most underestimated — element of corporate transactions. We advise acquirers, targets, and boards on the employment dimensions of mergers, demergers, acquisitions, and business transfers. This includes structuring the lawful transfer of employees under the Industrial Relations Code, advising on continuity of service, benefits, and seniority rights, managing retrenchment obligations and statutory consultation requirements during workforce reductions, and negotiating separation packages. We work alongside M&A and transactional teams to conduct employment due diligence and ensure post-merger integration of HR policies is compliant with applicable law across all impacted entities.