Employment & labour advisory
Advising employers on employment structures, labour-law compliance, workplace policies, employee relations and legal issues across the employment lifecycle.
Data Protection, IP & Employment
Employment Laws People decisions, made defensible.
Labour compliance, workplace policies and the resolution of workplace disputes, for employers and senior management.
As India moves to its consolidated labour codes, we help employers update contracts, policies and processes — and handle the grievances, investigations and separations that test them.
Key highlights
4
Labour codes
Wages, industrial relations, social security and occupational safety, consolidated.
HR
Policy suite
Contracts, handbooks and codes of conduct aligned to law and to practice.
Exit
Separation
Terminations and restructuring with legal risk addressed in advance.
How we approach this work
01
Research-driven.
We review contracts, pay structures and policies against the labour codes and State rules that actually apply to you.
02
Client-centric.
We advise management candidly and treat employees fairly — the combination that keeps disputes from escalating.
03
Result-oriented.
Defensible decisions: separations without litigation, investigations that stand, policies that work in practice.
How we help
What the work involves.
HR policies & employment documentation
Drafting and reviewing employment agreements, HR policies, employee handbooks, codes of conduct and workplace policies aligned with law and organisational requirements.
Investigations & dispute management
Employee grievances, disciplinary proceedings, workplace investigations and employment disputes, including fact-finding, legal assessment and resolution strategy.
Workforce restructuring & separation
Termination, resignation, retrenchment, restructuring, workforce rationalisation and separation arrangements, with a focus on compliance and mitigation.
Questions & answers
What clients ask us.
Are non-compete clauses enforceable in India?
Post-employment non-competes are generally void under Section 27 of the Indian Contract Act. Confidentiality and non-solicitation obligations, and restraints during employment, are treated differently and can be enforced.
Do we need to update contracts for the labour codes?
Very likely. Definitions such as 'wages' and the treatment of fixed-term employment have changed, which affects pay structure, gratuity and benefits. A documented review is the safest starting point.
Insights
Related insights
Employment LawsThe labour codes: what employers should update firstWage definitions, fixed-term employment and the contracts that need revisiting.Kritika Kashyap
Data Protection & IT LawA practical DPDP compliance roadmap for growing businessesNotices, consent, vendors and breach response — in the order they matter.Sharad Besoya
Intellectual Property RightsClear the mark before you print the packagingWhy a trademark search is the cheapest insurance in a product launch.Sakshi Bothra