Our Firm works as an extended arm to our clients and focuses on creating a long-term relationships with them. Since, every organisation has its own unique fabric when it comes to its ethos and work culture, we value understanding the client first and prefer to work closely with their HR teams. Depending upon the kind of industry (labour intensive or tech driven), the nature of work force (skilled or unskilled), applicable local legislations and the best market practices prevailing in the Indian market, we assist our clients in developing and implementing India specific employment policies. Our employment team has worked extensively with our clients in creating their India level employment/HR policies, offer letters, employment contracts and other company policies.

Apart from employment documentation, we offer advice on a full range of Indian employment law issues including employment disputes, settlements, white collar crimes, termination, retrenchments, disciplinary actions and data theft matters. Our lawyers regularly act as expert independent members on Prevention of Sexual Harassment committees ("POSH committees") of Indian companies, which is a mandatory requirement under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, for companies having ten or more employees.

On the contentious side, our lawyers first understand clients' requirements and objective and frame a strategy for litigation, which otherwise could not only be prolonged but also an expensive exercise. Our lawyers represent, appear and argue in employment matters at all legal forums including office of labour commissioners, labour courts and High Courts in different states.
With both central government and state governments having power to frame labour laws, India has a long list of federal labour laws and state enacted labour laws, with lot of stress on registrations and routine filings and inspections by labour authorities. Thus, there is a constant need of regular checks and balances. Our lawyers have undertaken labour audits to highlight non-compliances followed by streamlining processes to avoid future non-compliances and risks. Our lawyers have also undertaken detailed labour due diligences to highlight risks and issues in acquisition transactions.