India is failing to leverage its labor market size by leaving out its women from the workplace; higher female participation could boost the country’s GDP by a much greater margin than even its flagship investment programs.
We discuss the structure of India’s labor laws, the composition of its labor market, and put a spotlight on the need for greater female participation in the Indian workforce.
We highlight 10 best HR practices that foreign firms entering India should follow to strike a balance between their corporate culture, local norms, and the legal requirements in the country.
India now allows fixed-term employment in all its industries, offering hiring flexibility for firms and improved working conditions for employees.
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.