HR Compliance Insights India

 The Employees’ State Insurance Corporation (ESIC) has unveiled the much-awaited Amnesty Scheme 2025 , a progressive initiative aimed at easing compliance, reducing litigation, and fostering a cooperative social security environment. Announced during the 196th ESIC Corporation Meeting in Shimla under the leadership of Union Minister Dr. Mansukh Mandaviya , the scheme will be effective from October 1, 2025, to September 30, 2026 . Why the Amnesty Scheme 2025 Matters India’s social security framework has long been burdened with compliance complexities and pending litigations. As of March 31, 2025 , nearly 27,000 cases were stuck in various courts, creating prolonged disputes between employers and ESIC. The Amnesty Scheme directly addresses this backlog, offering businesses a fair and structured pathway to resolve disputes without lengthy court battles. Key Features of the Amnesty Scheme 2025 The scheme provides a win-win solution for both ESIC and employers: Ad-hoc Asse...

 The Maharashtra government’s new labour law amendment (2025) has triggered a heated debate across industries. With the cabinet’s approval to extend working hours in shops, IT companies, and factories , questions around employee rights, work-life balance, and fair treatment are louder than ever. Key Highlights of the Maharashtra Labour Law Amendment 2025 Work Hours Extended Shops, establishments, and IT sector companies can now increase the daily shift from 9 to 10 hours . In factories, the workday may stretch up to 12 hours , with double overtime wages , subject to employee consent. Overtime Limit Raised Maximum overtime has been increased to 144 hours per quarter , up from earlier caps of 100–125 hours. Applicability Narrowed Only establishments with 20+ employees will be covered, reducing compliance from 8.5 million units to about 56,000. Work-Life Balance Provisions A 30-minute break after every 6 hours of work (instead of 5 hours earlier)...

Third Pregnancy Is No Bar to Maternity Benefits: A Landmark Ruling In a powerful judgment that strengthens women’s rights at the workplace, the Madras High Court has ruled that maternity leave and benefits cannot be denied simply because it is a woman’s third pregnancy . The ruling sends a clear message: maternity benefits exist to protect maternal health and dignity—not to regulate the number of children a woman chooses to have. The Case That Sparked the Debate The case centered on B. Ranjitha , a junior assistant at Ulundurpettai court, who sought maternity leave from August 18, 2025, to August 17, 2026 . Her request was denied by a district judge on the grounds that it was her third confinement , as benefits were allegedly restricted to only two pregnancies. Ranjitha challenged this decision in the High Court, calling it unfair and unconstitutional. What the High Court Said A division bench of Justices R. Suresh Kumar and Hemant Chandangoudar quashed the district court’s order, s...

  Karnataka High Court Declares OLA Drivers as “Employees” Under PoSH Act  The gig economy has transformed how India works — offering flexibility for workers and efficiency for businesses. But with this flexibility comes legal uncertainty. A recent Karnataka High Court (HC) ruling has sparked heated debate: the Court classified OLA’s driver-partners as employees under the Sexual Harassment of Women at Workplace (PoSH) Act . This decision could reshape how gig workers are viewed in Indian labor law. Let’s break it down. What Did the Court Say? The HC held that OLA’s driver-partners are employees for the limited purpose of the PoSH Act. This means: OLA must compensate a victim in a sexual harassment case involving one of its drivers. OLA cannot escape PoSH obligations by claiming drivers are independent contractors. This is a landmark move — until now, gig workers like OLA and Uber drivers were considered self-employed. Why Is the Ruling Controversial? The he...

The Government of India has released the official holiday list for Central Government offices in 2026 (DoPT O.M. dated 3rd July 2025). 🔹 Delhi / New Delhi Offices – Will follow the gazetted holidays listed in Annexure-I, plus employees can choose any 2 days from the restricted holiday list (Annexure-II). 🔹 Offices Outside Delhi – Must observe 14 compulsory holidays + 3 optional holidays , chosen by the Central Govt. Employees Welfare Coordination Committees in each state capital. 🔹 Key Points No substitute holiday if a festival falls on a Sunday. Islamic festivals (Id-ul-Fitr, Id-ul-Zuha, Muharram, Id-e-Milad) will depend on the sighting of the moon . Diwali 2026 falls on a Sunday; some states may shift it to Naraka Chaturdasi if declared locally. Separate rules apply for UTs, Indian Missions abroad, Banks, and industrial establishments . This circular standardizes holidays across Central Govt. offices, with limited flexibility for local needs and personal ch...

🔹 Purpose of the Notice: It informs the public, especially organizations and women employees, about the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 and the introduction of an online complaint mechanism called SHe-Box .   🔹 Key Points: About the Act (2013): This law safeguards women’s rights to a safe and secure workplace, free from sexual harassment. It applies to all workplaces – organized/unorganized sectors, public/private organizations, regardless of: woman’s role, employment status, or position in hierarchy. It even covers domestic workers . SHe-Box (Sexual Harassment Electronic Box): An online platform by the Government of India. Provides single-window access for women to file complaints of sexual harassment at work. Once a complaint is submitted, it is directly sent to the concerned authority for necessary action. Obligations for Organizations: Public sector organizations, priv...

In today’s dynamic workplace, organizations increasingly emphasize holistic feedback mechanisms to boost employee development, foster transparency, and improve performance management. The 360-degree evaluation system has emerged as a pivotal tool in achieving these goals. This article explores what the 360-degree evaluation system entails, its benefits, and the advanced tools available for implementing it effectively. What is a 360-Degree Evaluation System? A 360-degree evaluation system is a multi-source feedback mechanism that gathers input from various stakeholders in an employee’s professional ecosystem. This typically includes: Managers/Supervisors Peers/Colleagues Direct Reports/Subordinates Self-assessments Customers/Clients (if applicable) By leveraging insights from multiple perspectives, this system provides a well-rounded view of an individual’s performance, behaviors, and competencies. Key Features: Holistic Feedback: Insights from various ...