Notes on Indian law filed under Employment, published by Juris Eagle.https://juriseagle.com/insights/practice/employmenten-inMon, 09 Nov 2026 12:40:42 GMThttps://juriseagle.com/disclaimerhttps://juriseagle.com/insights/internal-committee-inquiry-clocks-under-the-posh-acthttps://juriseagle.com/insights/internal-committee-inquiry-clocks-under-the-posh-actUnder the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, an employer must constitute an Internal Committee (named the Internal Complaints Committee in section 4(1)) by written order, and the inquiry that follows runs on fixed periods: a complaint within three months of the incident, extendable by up to three months, an inquiry completed within 90 days, a report within ten days of completion, action by the employer within 60 days of the recommendation, and an appeal within 90 days. The Act does not say from which day the 90 days begin, and a fine of up to INR 50,000 under section 26 attaches to a failure to constitute the Committee or to act under sections 13, 14 and 22.Mon, 02 Nov 2026 00:00:00 GMTAdv. Ravi KumarBoardroomemploymentposhhttps://juriseagle.com/insights/india-uk-ceta-in-force-secondment-and-no-investment-treatyhttps://juriseagle.com/insights/india-uk-ceta-in-force-secondment-and-no-investment-treatyThe India and United Kingdom Comprehensive Economic and Trade Agreement (CETA), signed on 24 July 2025, entered into force on 15 July 2026, together with the Double Contributions Convention (DCC) on social security. For a United Kingdom engineering or services business it lowers Indian import duty in stages, opens a defined list of Indian central government tenders, and sets the permitted length of stay for staff sent to India. The DCC keeps a seconded United Kingdom employee under National Insurance for up to 60 months. No investment treaty came with it: the 1994 bilateral investment treaty (BIT) ended on 23 March 2017, and the Department of Economic Affairs list shows no replacement.Wed, 28 Oct 2026 00:00:00 GMTAdv. Harsha Swaroop PTradecontracts-and-procurementtransaction-advisoryemploymenthttps://juriseagle.com/insights/epf-wage-ceiling-and-the-2026-schemehttps://juriseagle.com/insights/epf-wage-ceiling-and-the-2026-schemeSince 17 September 2026 the monthly wage ceiling for mandatory Employees' Provident Fund (EPF) coverage is INR 25,000, not INR 15,000, and since 29 June 2026 the Employees' Provident Funds Scheme, 2026 has replaced the 1952 Scheme under the Code on Social Security, 2020. For an employer the first change widens who must be enrolled and raises the contribution on every wage between INR 15,000 and INR 25,000; for a member the second keeps 25 per cent of the account locked until exit and lengthens the wait for a final settlement from two months to twelve.Thu, 24 Sep 2026 00:00:00 GMTAdv. Ravi KumarBoardroomemploymenthttps://juriseagle.com/insights/indian-employee-in-saudi-arabia-or-kuwait-tax-positionhttps://juriseagle.com/insights/indian-employee-in-saudi-arabia-or-kuwait-tax-positionA citizen of India employed in Saudi Arabia or Kuwait, on the premise that neither taxes his salary, is a non-resident for Indian tax unless one of the day tests in section 6 of the Income-tax Act, 2025 is met or the deemed-residence rule in section 6(7) applies, which needs total income above INR 15 lakh other than income from foreign sources and no liability to tax in any other country. A non-resident is charged only on income received or accruing in India, so a salary and an end-of-service benefit earned and paid abroad stay outside the charge, and interest on a Non-Resident (External) (NRE) account is excluded under Schedule IV because the holder is resident outside India under the Foreign Exchange Management Act, 1999 (FEMA).Mon, 06 Jul 2026 00:00:00 GMTAdv. Ravi KumarTaxemploymenthttps://juriseagle.com/insights/what-the-labour-codes-cost-youhttps://juriseagle.com/insights/what-the-labour-codes-cost-youGratuity on fixed-term staff now accrues at one year instead of five, and the 144-hour quarterly overtime ceiling is a limit rather than a cost. Both attach to the company and its officers.Mon, 18 May 2026 00:00:00 GMTAdv. Ravi KumarBoardroomboardroom-and-corporateemploymenthttps://juriseagle.com/insights/retrenchment-and-the-300-worker-linehttps://juriseagle.com/insights/retrenchment-and-the-300-worker-lineFrom 21 November 2025, a factory, mine or plantation that averaged 300 or more workers a day over the preceding twelve months needs the appropriate Government's prior permission to lay off, retrench or close, and a retrenchment there needs three months' notice, where a smaller establishment gives one month's notice and only informs the Government. In both classes a retrenchment carries fifteen days' average pay for each completed year of service, and a separate payment of fifteen days of last drawn wages into the worker re-skilling fund within ten days.Fri, 15 May 2026 00:00:00 GMTAdv. Ravi KumarEmploymentemploymenthttps://juriseagle.com/insights/indian-employee-in-oman-personal-income-tax-from-2028https://juriseagle.com/insights/indian-employee-in-oman-personal-income-tax-from-2028Oman enacted a personal income tax by Royal Decree 56/2025, in force from 1 January 2028: 5 per cent on net income above Omani rial (OMR) 42,000. It charges a tax resident (more than 183 days in Oman in a calendar year) on income from anywhere and a non-resident on income in Oman. An Indian citizen employed in Oman stays outside the Indian charge on his Oman salary unless section 6 of the Income-tax Act, 2025 makes him resident. Once Oman taxes him by reason of residence, limb (b) of the deemed-residence rule in section 6(7) is no longer met, and in a year he is resident in India he gets credit for Omani tax under Article 25(2) of the India-Oman Double Taxation Avoidance Agreement (DTAA).Thu, 09 Apr 2026 00:00:00 GMTAdv. Ravi KumarTaxemployment2024 Juris Eagle. 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