Asia: Employment and HR

For over more than a decade since the enactment of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 [commonly known as the POSH Act] one of the most persistent challenges has not been the absence of law, but the absence of procedural clarity in its implementation.

The interface between an employer’s disciplinary powers and the statutory framework under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 also known as the POSH Act has long remained an area of legal uncertainty. While employers undoubtedly possess administrative authority to maintain workplace discipline, the POSH Act creates a specialized mechanism for dealing with allegations of sexual harassment through Internal Committee (ICs).

The U.S. Department of Labor’s (DOL) Office of Federal Contract Compliance Programs (OFCCP) has finalized a rule which will significantly modify the implementing regulations to Section 503 of the Rehabilitation Act.

For over more than a decade since the enactment of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 [commonly known as the POSH Act] one of the most persistent challenges has not been the absence of law, but the absence of procedural clarity in its implementation.

New minimum standards effective from 17 August 2026 introduce personal accident insurance requirements for delivery drivers and riders working through digital platforms like Uber Eats and Deliveroo. These protections address a critical gap for gig economy workers who, as independent contractors, have historically fallen outside traditional workers compensation schemes when injured on the job.

The interface between an employer’s disciplinary powers and the statutory framework under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 also known as the POSH Act has long remained an area of legal uncertainty. While employers undoubtedly possess administrative authority to maintain workplace discipline, the POSH Act creates a specialized mechanism for dealing with allegations of sexual harassment through Internal Committee (ICs).

The South Australian Employment Tribunal has rejected claims that after-hours TikTok and Snapchat messages sent to employees breached their right to disconnect. The ruling provides useful guidance on when out-of-hours communications may cross the line.

In the first substantive rulings on Australia's right to disconnect laws, the South Australian Employment Tribunal has determined that an Adelaide hairdressing salon did not breach its apprentices' rights despite sending frequent out-of-hours messages via TikTok and Snapchat. The Tribunal drew a critical distinction between unwelcome communication and actually preventing employees from disconnecting, establishing that subjective pressure without demonstrable consequences does not constitute a breach.

The Hon’ble Supreme Court, in State of Uttar Pradesh v Jai Bir Singh, 2026 SCC OnLine SC 1684 brought to a close a nearly five decade-long interpretive controversy surrounding the definition of “industry” under Section 2(j) of the Industrial Disputes Act, 1947.

India has emerged as the global hub for capability centres, but establishing one requires navigating complex employment laws, intellectual property protections, and data governance frameworks. Foreign businesses must understand how workforce structuring, restrictive covenants, IP ownership, and compliance obligations intersect to protect their investments and mitigate legal risks in this rapidly evolving landscape.

The practice of outsourcing in Indonesia has developed alongside business demands for efficiency and flexibility in workforce management. the foundation of outsourcing is stipulated under Article 64 paragraph (1) Law Number 13 of 2003 as amended by Law Number 6 of 2023 concerning Job Creation.

The Ministry of Manpower, Indonesia has introduced a new framework for outsourcing through the Regulation of the Minister of Manpower Number 7 of 2026 on Outsourcing Work, which came into force on 30 April 2026 (“Regulation 7/2026”).