India: Employee Rights/ Labour Relations

The Bombay High Court examines whether incidents of workplace sexual harassment occurring during an employee's commute on public transport fall within the jurisdiction of the POSH Act. This landmark judgment in Siddhesh Pradeep Satpute v. State Bank of India addresses the critical question of what constitutes a 'workplace' under India's sexual harassment prevention framework.

Indian courts recognize that confidential business information is protectable where it is specific, commercially valuable and shared in circumstances of confidence. For start-ups and fast-growing FMCG businesses, where management bandwidth is directed towards brand-building, distribution and customer acquisition, data protection is often deferred. This article examines what makes company data vulnerable, what courts protect in data disputes, and how businesses can embed litigation-readiness into their data

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India's new Employees' Provident Fund Scheme, 2026 replaces the 1952 framework under the Code on Social Security, 2020. While core obligations remain largely unchanged, the scheme introduces digital compliance mechanisms, a revised penalty structure, and amnesty provisions. How should private employers navigate this transition and what compliance actions are now required?

The Punjab & Haryana High Court examines whether a single abusive expression in a workplace email constitutes sexual harassment under Section 354-A of the Indian Penal Code. This case explores the boundaries of workplace conduct and the legal threshold for criminal sexual harassment charges arising from electronic communications.

The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (“POSH Act”) was enacted in India to protect women from sexual harassment at the workplace and to ensure a safe and dignified working environment. The law is clearly women oriented and aims to promote confidence, security, and equality for women in professional spaces.

The Supreme Court examined the validity of Haryana Government's 2014 notifications that sought to regularize ad hoc employees, addressing the critical question of whether regularization without public advertisement violates principles of fair employment. The judgment distinguishes between employees appointed against sanctioned posts with proper qualifications versus those regularized arbitrarily based on length of service alone.

India's new labour codes have introduced significant procedural and compliance requirements for employers. These FAQs address critical questions about registration obligations, wage definitions, working hours, welfare provisions, and the transition from old labour laws to the new framework, helping employers navigate the complex implementation landscape.

India's Code on Wages (Central) Rules, 2026 introduces significant procedural changes to wage regulation for central government establishments. The notification shifts from prescriptive statutory formulas to flexible government-determined criteria, mandates electronic compliance mechanisms, and establishes employee-centric processes for wage deductions and fines.