The Spectrum of HR is influenced by various laws. It becomes therefore necessary that the Organisations are fully aware of their applicability and compliance requirements. Since these are largely welfare or beneficial legislations , it is mandatory to follow the same in the process of people management. The in depth knowledge of the substantive and procedural part enables proper regulation and compliance thereof. Besides, laws are regularly evolving and its interpretations through various judicial pronouncements keep changing its perspective.Therefore, there is tremendous need for its regular updation. 
We offer legal advise on all the matters falling under the domain of  People Management and the compliance services meeting the requirement of any organisation.
It is absolutely imperative to comply with all legal and statutory norms for businesses to operate successfully in India. The compliance part is more or less a routine and mundane job , though very necessary. 
To ensure timely and efficient statutory compliance in an organisation, the following aspects must be in place:
  • Expert support during all audits and inspections
  • Following ethical practices
  • Knowledge of timelines for adherence to the many laws and regulations
  • Updated documents and data at a centralised location, and which are readily available
  • Shops and Commercial Establishments Act (S&E)
  • The Employees Provident Funds and Miscellaneous Provision Act - 1952 (EPF)
  • The Employees State Insurance Corporation Act - 1948 (ESIC)
  • The Professional Tax Act (PT)
  • The Labour Welfare Fund Act (LWF)
  • The Contract Labour (Regulation & Abolition) Act - 1970 (CLRA)
  • The Minimum Wages Act-1948
  • The Payment of Wages Act-1936
  • The Payment of Bonus Act-1965
  • The Maternity Benefit Act-1961
  • The Payment of Gratuity Act-1972
  • The Equal Remuneration Act-1976
  • The Industrial Establishment (N&FH) ACT
  • The Employment Exchange (Compulsory Notification of Vacancies) ACT-1959
  • Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) ACT, 2013
  • Employees Compensation ACT-1923
  • The Industrial Employment (Standing Orders) ACT 1946 - Model Standing Order Only
  • The Industrial Disputes ACT 1947
  • The Apprentice ACT, 1961
  • The Interstate Migrant Workmen (Regulation of Employment and Conditions of Services) ACT, 1979
  • Factories ACT, 1948
Proper Legal and Statutory compliance system helps in the following; 
  • Sound corporate governance
  • An increase in focus on strategic business areas
  • A reduction in the labour overheads
  • Timely compliance and adherence to all the different statutes and labour laws
  • Avoidance of all litigation and associated costs that may arise out of non-compliance
  • Complete and accurate maintenance all records that are relevant to compliance
We have well experienced and legally qualified professionals to offer best of the advise and services in this area to all type of organisations.