Stay compliant across every location in India. Our labour law compliance services cover registrations, renewals, statutory registers and returns under state Shops & Establishment laws and the four Labour Codes, plus complete POSH Act compliance: policy, Internal Committee, training and annual reporting.
Labour laws are the rules, regulations and judgments that protect the rights of workers and set the obligations of the businesses that employ them. They apply to organisations of every size and industry.
India has consolidated 29 central labour laws into four Labour Codes, which have been brought into force. Central and state rules under the Codes continue to be notified, so employers need to manage the transition carefully.
| Labour Code | What it covers | Key earlier laws it replaces |
|---|---|---|
| Code on Wages, 2019 | Minimum wages, payment of wages, bonus and equal remuneration, with a uniform definition of “wages” | Payment of Wages Act, Minimum Wages Act, Payment of Bonus Act, Equal Remuneration Act |
| Code on Social Security, 2020 | Provident fund, ESI, gratuity, maternity benefit, employee compensation, and gig and platform workers | EPF Act, ESI Act, Payment of Gratuity Act, Maternity Benefit Act, Employee's Compensation Act, Employment Exchanges Act |
| Occupational Safety, Health & Working Conditions Code, 2020 | Safety, health, working hours and conditions, contract labour and factories | Factories Act, Contract Labour (Regulation & Abolition) Act and related laws |
| Industrial Relations Code, 2020 | Trade unions, standing orders, industrial disputes, lay-off and retrenchment | Industrial Disputes Act, Trade Unions Act, Industrial Employment (Standing Orders) Act |
State Shops & Establishment Acts, the Apprentices Act and the POSH Act continue to apply alongside the Codes. The new wage definition can change PF, gratuity and bonus costs, so salary structures should be reviewed with our payroll team.
With a pan-India presence, we manage every step of establishment and labour compliance for establishments across India.
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 built on the Supreme Court's Vishaka Guidelines. It makes employers responsible for providing women with a safe workplace and protecting their right to equality and dignity.
Under the Act, sexual harassment includes any one or more of these unwelcome acts or behaviour, whether directly or by implication:
Implied or explicit promises of preferential treatment, threats of detrimental treatment, or creating a hostile work environment in connection with such conduct can also amount to sexual harassment.
| POSH requirement | Key point |
|---|---|
| Internal Committee | A senior woman employee as presiding officer, at least two employee members, and one external member; at least half the members must be women |
| Complaint timeline | Generally within three months of the incident, which may be extended in some cases |
| Inquiry timeline | To be completed within 90 days |
| Penalty | Fine of up to ₹50,000; repeated violations can lead to higher penalties and cancellation of business licences or registration |
We draft or review a POSH policy suited to your organisation and locations, with clear complaint procedures.
We advise on IC constitution and documentation, and help identify a qualified external member.
We run sessions for employees, managers and IC members on rights, obligations and procedures.
We guide the IC through fair, timely and well-documented inquiries.
We prepare the IC annual report, and the disclosures required in the Board's report.
We review notices, records, training logs and timelines to confirm you are compliant.
We map your establishments, headcount, contractors and states to determine the applicable laws and Codes.
We check registrations, registers, returns, wage structures and POSH set-up.
We obtain missing registrations, update registers and file pending returns.
We set up a state-wise calendar of returns, renewals and contributions.
We file returns, maintain records and track legal changes, including Labour Code rules.
We support you during inspections, and report compliance status to management.
Share your locations and headcount. We will review your labour law and POSH position and flag the gaps, at no cost and with no obligation.
Book a Free Labour Law ConsultationShare your locations and headcount. We usually respond within one business day.
