Mondaq All Regions - India: Employment and HR
AMLEGALS
"Personal Liberty would include liberty to practice a vocation or profession and being not deprived thereof, notwithstanding any agreement to the contrary."
Trilegal
Employers in Karnataka and Haryana need to be mindful of the additional compliance obligations, as the exemption to IT/ITES companies under the Industrial Employment (Standing Orders) Act, 1946 ...
Dhaval Vussonji & Associates
The incumbent government in its interim budget presented on 1st February 2019 has raised the gratuity limit to Rs. 30 Lakhs.
Khaitan & Co
In the interim budget 2019 presented by the Finance Minister on 1 February 2019, the measures taken by the Government of India in the past few years for the benefit of different categories of workers were highlighted.
Khurana and Khurana
After being continuously in office for ten hours or more, it becomes very frustrating and stressful for a person to respond to office-related calls even after work hours.
Shardul Amarchand Mangaldas & Co
The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 ("POSH Act") was enacted as a comprehensive legislation to provide a safe, secure and enabling environment, free from sexual harassment to every woman.
LexCounsel Law Offices
The Hon'ble Supreme Court after hearing the arguments opined that the issue involved in this appeal remains no longer res integra and has been decided by the court in the APPTA Case.
Obhan & Associates
The Court was of the view that maternity benefits are not merely a statutory benefit or a benefit flowing out of an agreement.
AMLEGALS
It is now a matter of routine to include restrictive covenants in employment contracts.
Dhir & Dhir Associates
The payment of Gratuity Act, came into existence on 21st August, 1972. The Act applied to only certain establishments prior to its amendment.
IndusLaw
These Guidelines apply to all establishments falling within the purview of the MB Act and engaging 50 or more employees.
King, Stubb & Kasiva
Government of India brought into force The Maternity Benefit (Amendment) Act, 2017 (the "MBA 2017") which was considered a progressive move ushering much needed labour reform.
Singh & Associates
The preferred age of crèche staff shall be between 20 to 40 years.
Singh & Associates
Sadly, a perception has surfaced whereby employers are not inclined to employ women as they would then be required to sponsor them for a 26-week long paid maternity leave.
S.S. Rana & Co. Advocates
India has ever since been a hub of trade and industry involved in providing goods of good quality and repute. The business in India is widespread over various segments of the society.
Khaitan & Co
The Maternity Benefit Act 1961 (MB Act) was amended vide the Maternity Benefit (Amendment) Act 2017. Under the 2017 Amendment, setting up a creche was made mandatory for all establishment employing 50 (fifty) or more employees.
Cyril Amarchand Mangaldas
The Maternity Benefit Act, 1961 (MB Act) was amended in 2017 (Amendment), to enhance/ increase the maternity leave period to 26 weeks from the previous 12, for a woman employee, for the first two...
Cyril Amarchand Mangaldas
Discrimination is not unknown in India when it comes to inclusion of transgender people in society, especially in terms of employment opportunities.
S.S. Rana & Co. Advocates
One of the important gifts of modernization is equal recognition of the calibre of women. Restricted to the household works and raising of children, the women were confined to the four walls of the house in the earlier times.
S.S. Rana & Co. Advocates
The Government has been working to facilitate the conduct of business in the country, thereby permitting a rapid boost to the Indian economy.
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Vaish Associates Advocates
The Industrial Disputes Act, 1947 (the "ID Act") has been enacted for the investigation and settlement of industrial disputes in any industrial establishment.
Nishith Desai Associates
The wait finally ends! Maternity leave in India stands increased to 26 weeks for the private sector.
S.S. Rana & Co. Advocates
The Maternity Benefit (Amendment) Act, 20171 (hereinafter referred to as the "Maternity Act") is a landmark law which has enhanced the maternity benefits already available under the parent Maternity Benefit Act, 1961.
Singhania & Partners LLP, Solicitors and Advocates
The central legislature of India had promulgated a legislation Child and Adolescent Labour (Prohibition and Regulation) Act, 1986 ("CL Act") to regulate the child labour practices in India.
Khaitan & Co
The MB Amendment Act regulates paid maternity leave entitlement and other related benefits for women employed in factories, mines and shops or commercial establishments employing 10 or more employees.
Vaish Associates Advocates
"Labour" is a subject in the "Concurrent List" under the Constitution of India where both the Central and State Governments are competent to enact legislations subject, however, to reservation of certain matters...
Chadha & Co.
There is a view that the Indian Labour Legislation has vowed its commitment to the welfare of workers alone.
Dhir & Dhir Associates
The payment of Gratuity Act, came into existence on 21st August, 1972. The Act applied to only certain establishments prior to its amendment.
Samvad Partners
The Wages Act regulates the payment of wages to persons employed in factories, railways, industrial and other establishments specified under the Wages Act.
Cyril Amarchand Mangaldas
The Maternity Benefit Act, 1961 (MB Act) was amended in 2017 (Amendment), to enhance/ increase the maternity leave period to 26 weeks from the previous 12, for a woman employee, for the first two...
AMLEGALS
It is now a matter of routine to include restrictive covenants in employment contracts.
Kochhar & Co.
Gratuity is calculated at fifteen days of wages for each year of completed service (or part of the year in excess of six months), subject to a ceiling.
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