OVERVIEW

Cyber law in India is primarily governed by the Information Technology Act, 2000, which addresses offences such as unauthorized access to computer systems, hacking, data theft, identity fraud, cyberstalking, and publication of obscene material online, alongside provisions recognizing the legal validity of electronic records and digital signatures. Complaints relating to cybercrime may be filed with local police or through the National Cyber Crime Reporting Portal, and investigations are typically handled by specialized cyber cells. Businesses handling personal data are additionally subject to obligations under the Digital Personal Data Protection Act, 2023, which requires organizations to obtain valid consent before processing personal data, implement reasonable security safeguards, and notify affected individuals and the Data Protection Board in the event of a data breach, with penalties for non-compliance extending to significant financial fines.

Employment law in India is governed by a combination of central legislation and state-specific rules. The Industrial Disputes Act, 1947 governs the resolution of disputes between employers and workmen, including matters of termination, retrenchment, and layoffs, while the Payment of Wages Act, 1936 and Minimum Wages Act, 1948 regulate timely payment and minimum wage compliance. The Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 requires organizations above a certain size to constitute an Internal Complaints Committee and establishes a defined procedure for investigating workplace harassment complaints. Day-to-day employment conditions — including working hours, leave entitlements, and termination procedures — are largely governed by state-specific Shops and Establishments Acts, which vary by jurisdiction. Employment contracts typically address terms of engagement, compensation, termination notice periods, and post-employment obligations such as confidentiality and non-compete clauses, the enforceability of which is assessed under Section 27 of the Indian Contract Act, 1872. Workplace disputes may be resolved through internal grievance redressal mechanisms, conciliation, or adjudication before labour courts and industrial tribunals constituted under the Industrial Disputes Act.

WHAT WE HANDLE