EPFO Wage Ceiling Raised: What Employers Need to Do Now
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Read More EPFO Wage Ceiling Raised: What Employers Need to Do NowEmployment Law Services for Labour Compliance and Workplace Advisory
Fox Mandal's employment law services support employers across advisory, documentation, compliance and dispute resolution including day-to-day HR matters to complex transactional employment issues.
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Employment related issues are among the most common legal matters that arise in the corporate world. As more foreign companies establish and expand their presence in India, they bring practices from their home countries intended for use in India. These may need to be adapted to suit India-specific requirements. As Indian companies expand globally, they hire overseas talent. Attracting and retaining such talent calls for innovative employment terms and not just the adoption of global best practices.
The Indian government too has been active in raising the bar on various matters related to labour and employment by tightening existing rules and legislations. All this means that organizations-whether companies or not-for-profit and across industry sectors- have become more conscious of the need to comply with the growing body of employment laws.
Our experienced team of employment lawyers provides practical and proactive advice to employers on all major legal and regulatory aspects that pertain to employment and the employer-employee relationship, to enable employers to balance legal compliance requirements with business objectives and industry practice and help them promote their workplace culture and values while at the same time minimizing the risk of litigation.
Services
Fox Mandal’s employment law services support employers across advisory, documentation, compliance and dispute resolution including day-to-day HR matters to complex transactional employment issues.
Advisory & Documentation
- Employment advisory
- Employment documentation
- Governance, including creating and auditing of employment policies
- Employment law audits
Compensation, Separation & Grievances
- Employee compensation and incentive structuring
- Employee separation
- Employee grievances and disciplinary action
- Prevention of Sexual Harassment of Women at Workplace (POSH)
Dispute Resolution
- Employment dispute resolution
Transactional Employment Support
- Employment aspects of corporate restructuring, mergers, acquisitions, hive-offs, outsourcing, relocations and business closures including transfer of employees, negotiation of settlement agreements and consultation with employee representative bodies
Recognition
Benchmark Litigation
- Recommended Firm, Asia-Pacific Law Firm Ranking, 2026, 2025, 2024, 2023, 2022, 2021 (Labour & Employment)
Asian Legal Business
- Asia Employer of Choice, 2025, 2023, 2022, 2021
Legal 500
- Ranked Firm, 2026, 2025, 2024, 2023, 2022, 2021 (Labour & Employment)
Asialaw
- Recognised Firm, 2026, 2025, 2024, 2023, 2022, 2021 (Labour & Employment)
Leaders League
- Recommended Firm India, 2024 (Labour & Employment)
Latest News
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Employment Law Compliance and Advisory for Employers in India
India’s employment law framework was reshaped by the four Labour Codes that came into force on 21 November, 2025 i.e. the Code on Wages, 2019, the Industrial Relations Code, 2020, the Code on Social Security, 2020, and the Occupational Safety, Health and Working Conditions Code, 2020, which consolidate 29 earlier Central Labour Laws, including the Industrial Disputes Act, 1947 and the Payment of Gratuity Act, 1972. It also includes the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (the PoSH Act), alongside state-specific Shops and Establishments Laws. The Central and most State Rules under the Codes are still being notified, and existing provisions continue to apply during the transition. Employers should also stay cognisant of the overarching labour laws in India, since obligations differ by state, sector and employee category and keeps changing as new Rules under the Codes are notified.
Fox Mandal offers wide ranging services from drafting an employment agreement, or providing an employment agreement format, alongside structuring compensation and equity plans such as employee stock option plan together with a leave policy for employees, gratuity policy and broader employee benefits.
On the PoSH Act specifically, support includes acting as a PoSH consultant, drafting a PoSH policy, Internal Committee constitution and complaint handling. This is a statutory requirement under Section 4 of the PoSH Act, 2013 for every workplace with 10 or more employees (smaller workplaces fall under the Local Committee constituted by the District Officer) and periodic review / training help keep policies aligned as PoSH Act obligations and as related Rules evolve.
The assistance on Compliance extends to gratuity entitlements under the Code on Social Security, 2020 (which subsumes the Payment of Gratuity Act, 1972) and to understanding an industrial dispute or the settlement of industrial disputes under the Industrial Relations Code, 2020 (which replaces the Industrial Disputes Act, 1947), including the practical difference in a layoff vs retrenchment scenario and the process of retrenchment itself. Employers building out a human resource policy manual can fold these requirements alongside their other employment policies.
When employment ends through resignation, termination or restructuring the focus shifts to separation terms, notice obligations and where needed, representation in disciplinary proceedings and contested dismissals.
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Frequently Asked Questions About Employment Law, Labour Compliance and POSH
Under the PoSH Act, 2013, workplaces with 10 or more employees (or workplaces with fewer than 10 employees fall under the Local Committee constituted by the District Officer) are required to constitute an Internal Committee and have a PoSH policy in place. The exact threshold and applicability should be confirmed for the employer's specific circumstances.
ESOPs involve a mix of company law, tax and contractual considerations in addition to employment terms, so structuring them typically requires coordinated corporate and employment law advice.
Employers should review the applicable employment contract, company policy, and relevant state Shops and Establishments legislation or the Industrial Relations Code, 2020 (which has replaced the Industrial Disputes Act, 1947) before terminating an employment, as procedural and notice requirements vary by employee category and jurisdiction. This is general information and not a substitute for matter-specific legal advice.
Yes. Given that many employment law obligations in India are State-specific, Fox Mandal's employment team advises employers operating across multiple States on harmonising policies with local requirements.
An employment agreement typically covers role, compensation, working hours, leave entitlement, confidentiality, notice period and termination terms along with any restrictive covenants such as non-compete or non-solicitation clauses to the extent enforceable under applicable law.
Depending on the size and nature of the employer, mandatory benefits may include provident fund contributions, gratuity after a minimum period of service, and statutory bonus, among others. Applicability varies by employee category and the specific Central or State legislation involved.
Wrongful termination generally refers to ending employment in a manner that does not comply with the notice, procedural or substantive requirements set out in the employment contract, company policy or applicable labour legislation. Whether a specific termination is wrongful depends on the facts and the relevant law.
The obligation to maintain a PoSH policy under the PoSH Act, 2013 is not linked to the number of employees at a workplace and it is obligatory for every Employer to frame a PoSH policy.
An offer letter stipulates the key terms of an engagement before joining while the employment contract is the more detailed, binding document that governs the employment relationship including obligations that survive after employment ends.
This depends on the terms of the employment contract, company policy and applicable law. Some circumstances, such as proven misconduct following due process, may permit termination without the standard notice period but this should be assessed on a case by case basis.
Yes, this includes reviewing or drafting the ESOP scheme rules and related grant documentation, in coordination with the corporate team on the company law and tax aspects involved.
Priorities generally include registration under applicable Shops and Establishments legislation, provident fund and gratuity compliance once relevant thresholds are met, and putting in place core employment policies, including compliance of PoSH Act as applicable.
Yes, representation in employment-related disputes, including before labour courts, industrial tribunals and civil courts, is handled alongside the team's advisory and compliance work.
Employment policies should generally be reviewed whenever there is a change in applicable law, such as the commencement of the four Labour Codes and the Rules being notified under them or when the nature or scale of the business changes significantly.
Yes, given that many employment law obligations in India are State-specific, compliance audits can be structured to cover requirements across each State in which the employer operates. Fox Mandal’s pan-india presence enables the teams operating in different States to be suitably equipped to offer state-specific compliance support.