Industry Practice · Delhi NCR
Employment Law Firm in Delhi NCR
Employment law that protects the employer and respects the employee.
500+
Employment Contracts Drafted
100+
POSH Policies Implemented
4
Labour Codes Expertise
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 — will, when fully notified, replace 29 central labour laws that have accumulated since independence. For Delhi NCR businesses, this 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 Industrial Disputes Act
- 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?+
For industrial establishments with 100+ workers, retrenchment requires prior government permission under the Industrial Disputes Act. For others, the requirements are notice or pay in lieu, retrenchment compensation (15 days' wages per year of service), and compliance with the "last in, first out" rule. Procedural non-compliance creates significant litigation risk.
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