In recent times, the country witnessed a pandemic that disrupted labour markets, caused immense economic fallout and triggered a catastrophic job crisis. On the other hand, it also notified four labour codes that will impact the manner in which market forces interact vis-à-vis industrial relations, ease of doing business, and labour reforms.
As we move towards economic recovery, it is important to draw attention to the new labour landscape where 29 central labour laws have been subsumed into 4 codes: the Code on Wages, Industrial Relations Code, Social Security Code and the Occupational Safety, Health, and Working Conditions Code. From governing wages, minimum wages and provident fund contributions to regulating closure, lay-off, strikes, retrenchment, lockout, disciplinary proceedings and employment conditions, the codes have been presented as a comprehensive solution to the existing labour dilemmas and industrial hardships in the post pandemic era.
Industry Challenges & Our Approach
Capacity Adjustment, Re-organizing, and RebadgingThe 2009 subprime crisis and the 2021 pandemic are two major events that have dramatically shaped the landscape of global employment. In both cases, employers around the world faced the daunting task of not only keeping their businesses afloat but also ensuring the sustainability of their workforce. Read more
Industries such as automobile, pharmaceuticals, heavy engineering, building and construction, power and alternative energy, petrochemicals, specialty chemicals, garments, and textiles are currently facing an overwhelming challenge related to labor relations. Read more
It is crucial for organizations to establish and maintain robust standards for employee performance to ensure workplace discipline and smooth functioning. The goal is to prevent non-conforming conduct that could disrupt the overall efficiency and morale of the organization. Read more
As markets continue to recover and businesses gradually reopen, employees are returning to physical workspaces, either resuming their previous roles or taking on new responsibilities. In this evolving landscape, one constant remains—the necessity for every employment relationship to be governed by a clearly defined contract. Read more
The introduction of the much-anticipated labour codes in India marks one of the most significant legal reforms in independent India. The primary goal of these codes is to simplify and rationalize the complex web of labor laws that businesses have been following for decades. Read more
Provident Fund (PF) contributions continue to stand as one of the most widely utilized pension and savings mechanisms for a significant portion of India’s workforce. With the advent of the new labour codes, the scope of PF has been broadened to encompass not only workers in the organized sector but also those in the unorganized sector. Read more
In the wake of the promulgation of the new labour codes and the corresponding state-specific rules, a comprehensive and structured approach to compliance has become crucial for all establishments. Read more
Labour Courts, Industrial Courts, and Central Government Industrial Tribunals (CGIT) play a pivotal role in adjudicating disputes arising under key labour laws such as the Industrial Disputes Act, 1947, the Maharashtra Recognition of Trade Unions and Prevention of Unfair Labour Practices Act, 1971, the Maharashtra Industrial Relations Act, 1947, and the Maharashtra Mathadi, Hamal, and Other Manual Workers (Regulation of Employment and Welfare) Act, 1969. Read more
