Industry Practice · Delhi NCR
Employment Law Firm in Delhi NCR
Employment law that protects the employer and respects the employee.
4
Labour Codes
Nov 2025
Labour Codes in Force
29
Central Laws Consolidated
The Industry Landscape
India's employment law landscape is being comprehensively rewritten. The four Labour Codes — Code on Wages, Industrial Relations Code, Code on Social Security, and Occupational Safety Code — came into force on 21 November 2025, replacing 29 central labour laws that had accumulated since independence. For Delhi NCR businesses, the transition creates both risk and opportunity: risk if compliance frameworks are not updated, and opportunity if employment structures are proactively redesigned. Corpus Juris Legal's employment practice covers the employer side of the employment relationship — contracts, policies, POSH compliance, retrenchment, ESOP documentation, and employment litigation before Delhi's labour courts and High Court.
- Employment contracts — standard and senior executive (C-suite)
- POSH Act compliance: ICC constitution, policy drafting, inquiry support
- Retrenchment and severance advisory under the Industrial Relations Code
- Non-compete, non-solicitation and confidentiality clause drafting
- ESOP policy and grant documentation
- Labour code transition planning for Delhi NCR businesses
Frequently Asked Questions
Is the POSH Act mandatory for all companies in Delhi NCR?+
Yes. Any organisation with 10 or more employees must have an Internal Complaints Committee (ICC) under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013. Non-compliance attracts fines and, on repeat default, cancellation of business licences. We regularly audit ICC constitution and POSH policy adequacy.
Are non-compete clauses enforceable in India?+
Post-employment non-compete clauses are difficult to enforce in India under Section 27 of the Indian Contract Act, which voids agreements in restraint of trade. However, during employment, reasonable restrictions on competitive activity are valid. We draft clauses that are commercially protective while being as legally defensible as Indian courts permit.
What is the correct legal process for retrenching an employee in Delhi?+
Under the Industrial Relations Code 2020, industrial establishments with 300 or more workers need prior government permission for retrenchment. For others, the requirements are one month's notice or pay in lieu, retrenchment compensation (15 days' wages per completed year of service), notice to the appropriate government, and the "last in, first out" rule. The Code also requires 15 days' wages per retrenched worker to be paid into the worker re-skilling fund. Procedural non-compliance creates significant litigation risk.
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