Labour & Employment

India's four new labour codes came into effect on 21 November 2025, fundamentally reshaping how employers structure compensation packages and manage statutory obligations. One of the most significant changes is the 50% basic salary rule under the Code on Wages, which mandates that basic salary must constitute at least 50% of an employee's total Cost to Company (CTC). This rule has far-reaching implications for statutory contributions such as Provident Fund, gratuity, and reti

The Prevention of Sexual Harassment of Women at Workplace (POSH) Act 2013 establishes a comprehensive framework protecting women from workplace sexual harassment in India. Despite progress in women's participation in the workforce, sexual harassment remains a persistent workplace challenge. The POSH Act imposes non-negotiable obligations on employers including internal committee establishment, complaint investigation procedures, disciplinary action against offenders, and prot

India's four new Labour Codes, which became effective in November 2025, represent the most comprehensive overhaul of labour legislation in over a century. These codes consolidate and modernize rules governing wages, industrial relations, social security, and occupational safety. Two provisions have generated particular attention from employers and human resources professionals. First, the Code on Wages 2019 mandates that basic pay constitute at least 50 percent of an employee

After years of anticipation, India's Four Labour Codes came into force on 21 November 2025, replacing 29 legacy labour laws with a consolidated framework across four pillars: the Code on Wages, 2019; the Industrial Relations Code, 2020; the Social Security Code, 2020; and the Occupational Safety, Health and Working Conditions Code, 2020. This is the most sweeping reform of India's labour law architecture since Independence. While the Central Government has enacted the Codes,