Foreign firms in India often seek to enforce the non-compete clause in employment contracts against their employees, associates, vendors, or other business partners. Here we examine its legal validity.
After obtaining an Indian visa, expatriates need to register with the FRRO to be eligible to reside and work in India. From February 2018, this process has also become digitized.
Many foreign HR managers struggle with the holiday schedule in India. This article outlines the government’s official schedule, explains its rationale, and suggests best practices for managing public holidays at your business.
The Rights of Persons with Disabilities Act, 2016 broadens the definition of a ‘disabled person’, and applies to both private and government establishments in India. Here, we briefly cover the major compliances required by the Act, which include having an Equal Opportunities Policy in place.
In the past ten years, India’s living and working environments have adapted to the increased influx of expatriates. Here we discuss key considerations that foreigners should note, including visa registration, sociocultural nuances, and HR and payroll norms.
The festive season in India involves the exchange of gifts; however, companies should note that certain exchanges may attract liability under various domestic and foreign anti-corruption statutes. This article highlights key compliance strategies for firms to minimize such risk exposure.
India is one of the oldest civilizations in the world, and a complicated mixture of old and new traditions from the West and East. If you are planning to do business with or in India, it is important to try and understand its cultural intricacies.
Under GST, the tax rate on all staffing firms is pegged at 18 percent. This article discusses the impact of GST on the flexible staffing industry, and its impact on doing business in India.