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HR-policy advisory, employment contracts, terminations, POSH compliance, ESOP design, Central Administrative Tribunal proceedings, Labour Court and Industrial Tribunal representation.
Indian employment-law practice operates across two parallel statutory regimes: the consolidated four Labour Codes (Code on Wages, 2019; Industrial Relations Code, 2020; OSH Code, 2020; Social Security Code, 2020) which await full implementation, and the existing labour statutes which continue to apply in the interim. Service law for government employees runs on a separate track through the Central Administrative Tribunal and the High Courts.
Employment contracts, HR policies, employee handbooks, code of conduct and confidentiality frameworks.
Internal Committee constitution, policy drafting, training and inquiry-procedure conduct.
Plan design, grant documentation, vesting frameworks and exit-event treatment.
CAT, Labour Court, Industrial Tribunal, NCLT-related employment disputes and writs.
Employment contracts in India are drafted against the backdrop of the Industrial Disputes Act, 1947, the Shops and Establishments Acts of the relevant state, the Payment of Wages Act, the Payment of Bonus Act, the Payment of Gratuity Act and the consolidated Labour Codes. The firm's drafting protocol covers probation, confirmation, termination architecture, restrictive covenants, confidentiality, IP-assignment and dispute-resolution clauses.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 requires every employer with ten or more employees to constitute an Internal Committee, adopt a written policy, conduct annual training and report to the District Officer. The firm advises on IC constitution, policy drafting, training delivery and the conduct of formal inquiries under Section 11.
ESOP design covers plan structure, eligibility, grant size, vesting schedule, performance conditions, exercise mechanics, lapse/cancellation provisions and exit-event treatment. For listed companies, the SEBI (Share Based Employee Benefits and Sweat Equity) Regulations, 2021 govern administration; for private companies, the Companies (Share Capital and Debentures) Rules, 2014 apply.
Employment disputes are adjudicated across multiple forums: Labour Courts and Industrial Tribunals under the Industrial Disputes Act for "workman" matters; Civil Courts for non-workman contractual disputes; CAT for Central Government and analogous service matters; the High Courts for service writs.