Labour jurisprudence in India has undergone a tectonic shift with the introduction of four Labour Codes, subsuming 29 statutes that govern employment relations. This consolidation reflects a legislative intent to streamline compliance, enhance workforce protections, and foster industrial harmony while ensuring India’s labour law regime aligns with global practices. Prior to the introduction of these... Continue Reading →
Corporate insolvency creates a landscape fraught with uncertainty, particularly for employees whose livelihoods may be at stake. In this article, we will explore the legal protections available to employees, retention strategies to ensure that critical staff are retained, and the legal safeguards in place to protect employee rights during this tumultuous time. Employee Rights During... Continue Reading →
First published on Mondaq - June 2021 Introduction With the consolidation of several labour legislations into codes, the Industrial Employment (Standing Orders) Act, 1946 got subsumed into the Industrial Relations Code, 2020 (“IR Code”) with two other legislations. IR Code, under Section 29, confers powers on the Central Government to make Model Standing Orders (“MSO”)... Continue Reading →
High value employment contracts are unique to the nature of employment and skills each such senior employee brings to the organisation based on their expertise and thus, there is no such standardised version of a Key Employee contract. In light of the expertise of such employees including the comprehensive nature of responsibilities expected from such employees it is without an iota of doubt, absolutely essential to put in place a written contract detailing the understanding with such employees.
The Government of Tamil Nadu vide notification no. SRO A-1/2021, has amended the Tamil Nadu Maternity Benefit Rules, 1967 (“Rules”) under the powers conferred by Section 28 of the Maternity Benefit Act, 1961. As per the amendment, a new Rule 6A has been inserted in the principal Rules which mandates every establishment with 50 or... Continue Reading →
According to the Act, it is mandatory for contractors to obtain a valid license before they can be allowed to engage in any of the activities stipulated therein. Additionally, provisions have also been made for renewal of licenses. The relevant procedure to be followed in this regard has been set forth in rules 14 and 15 of the Old Rules. By effecting the amendment, however, the Old Rules have been modified to the extent of omission of the said rules.
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