Practice Area
Employment & Labour Laws
Build clear employment arrangements, practical workplace policies, and stronger compliance processes.
Overview
Resurgent Legal is an employment and labour law firm in India supporting employers with workplace policies, employment contracts, and compliance. We advise on employment documentation, workplace policies, registrations, and compliance, supported by experience with practical issues arising from policy and process changes. Our approach connects legal requirements with operational needs, helping organisations establish clearer expectations and address employment matters with care and consistency.
Key Services
- Employment letters, contracts, and service agreements with appropriate safeguards.
- HR policy drafting and implementation support.
- Prevention of Sexual Harassment training and related compliance support.
- Labour law compliance assessments and reviews.
- Assistance with employment-related registrations, licences, and approvals.
- Advice on termination, retrenchment, and contract labour arrangements.
FAQs
Frequently Asked Questions
Employment & Labour Laws — answers to the questions clients ask us most.
Schedule a ConsultationWhat should an employment agreement include in India?
Designation, compensation, probation, notice period, non-compete/non-solicitation, confidentiality, IP assignment, termination conditions, and dispute resolution. We draft with inbuilt safeguards enforceable under Indian law.
What is POSH compliance and is it mandatory?
Mandatory for every organisation with 10+ employees. Requires constituting an Internal Complaints Committee, awareness workshops, displayed policy, and annual reports. We handle end-to-end POSH compliance.
What are the key labour law changes businesses should know?
India's four new Labour Codes consolidate 29 existing laws — revised overtime limits, universal social security, fixed-term employment, and stricter safety standards. We help businesses update their compliance.
Can non-compete clauses be enforced in India?
During employment — generally yes. Post-employment — largely unenforceable under Section 27 of the Indian Contract Act. Non-solicitation and garden leave provisions offer practical protection. We draft to maximise enforceability.
What registrations does a new business need under labour laws?
Shops & Establishments Act, Factories Act, EPF, ESI, Professional Tax, Labour Welfare Fund, and Contract Labour Act — depending on state and industry. We identify and obtain all applicable registrations.
Related Practice Areas
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