{"id":22517,"date":"2026-08-18T10:25:56","date_gmt":"2026-08-18T10:25:56","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&#038;p=22517"},"modified":"2026-10-12T09:17:01","modified_gmt":"2026-10-12T09:17:01","slug":"what-can-hr-professionals-in-the-uk-learn-from-legal-reforms-in-india","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/what-can-hr-professionals-in-the-uk-learn-from-legal-reforms-in-india\/","title":{"rendered":"What can HR professionals in the UK learn from legal reforms in India?"},"content":{"rendered":"\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"border-radius:25px\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-929090b5 wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<p class=\"wp-block-paragraph\">India&#8217;s employment law framework is undergoing a once-in-a-generation transformation.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">As four new Labour Codes reshape everything from wages and contract labour to leave and workplace grievances, employers are facing a host of new challenges and opportunities.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Robert Shore speaks to Trilegal partner Swarnima about the reforms, the rise in workplace complaints, and why UK HR professionals should be paying close attention.<\/p>\n\n\n\n<p id=\"listen\" class=\"wp-block-paragraph\">Listen now for actionable insights, expert analysis, and a look at what\u2019s next for HR strategy.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-rich is-provider-spotify wp-block-embed-spotify wp-embed-aspect-21-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe title=\"Spotify Embed: What can HR professionals in the UK learn from legal reforms in India?\" style=\"border-radius: 12px\" width=\"100%\" height=\"152\" frameborder=\"0\" allowfullscreen allow=\"autoplay; clipboard-write; encrypted-media; fullscreen; picture-in-picture\" loading=\"lazy\" src=\"https:\/\/open.spotify.com\/embed\/episode\/5Ich2DisrFztqDA4Vvy08z?utm_source=oembed\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<div style=\"height:1px\" aria-hidden=\"true\" id=\"transcript\" class=\"wp-block-spacer\"><\/div>\n\n\n<div class=\"lnrs-styled-faq wp-block-lnrs-styled-faq\">\n\t<div class=\"lnrs-faq__list\">\n\t\t\t\t\t<div class=\"lnrs-faq__item\" style=\"border-top-width: 1px; border-bottom-width: 1px; border-left-width: 0px; border-right-width: 0px; border-style: solid; border-top-color: var(--wp--preset--color--secondary-gray); border-bottom-color: var(--wp--preset--color--secondary-gray);\" data-open-default=\"false\">\n\t\t\t\t\t\t\t\t<button type=\"button\" class=\"lnrs-faq__header\" aria-expanded=\"false\">\n\t\t\t\t\t<span class=\"lnrs-faq__header-text\">\n\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-faq__question-block-wrapper\">\n\t\t\t\t\t\t\t\n<p class=\"lnrs-faq__question-block has-secondary-blue-color has-text-color has-link-color has-medium-font-size wp-elements-6a8237408840897373e7b51335397697 wp-block-paragraph\" style=\"font-style:normal;font-weight:500\">Read the transcript<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<span class=\"lnrs-faq__arrow has-circle-bg\" style=\"font-size: 24px; width: 24px; height: 24px; color: var(--wp--preset--color--primary-white); background-color: var(--wp--preset--color--secondary-blue);\">\n\t\t\t\t\t\t<svg width=\"1em\" height=\"1em\" fill=\"none\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" aria-hidden=\"true\" focusable=\"false\"><path d=\"M6 9l6 6 6-6\" stroke=\"currentColor\" stroke-width=\"2\" stroke-linecap=\"round\" stroke-linejoin=\"round\" \/><\/svg>\t\t\t\t\t<\/span>\n\t\t\t\t<\/button>\n\t\t\t\t<div class=\"lnrs-faq__body\" style=\"max-height: 0; opacity: 0; overflow: hidden;\">\n\t\t\t\t\t<div class=\"lnrs-faq__answer\">\n\t\t\t\t\t\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Hello, and welcome to the Brightmine podcast, formerly known as the XpertHR podcast. Brightmine is a leading provider of people data, analytics and insight, offering employment law expertise, comprehensive HR resources and reward data to meet every HR and organisational challenge and opportunity. You can find us any time of the day or night at <a href=\"\/uk\/\">www.brightmine.com<\/a>.<\/p>\n\n<p class=\"wp-block-paragraph\">Hello everyone. My name is Robert Shore, and today we\u2019re going to be talking about workplace culture and legislation changes in the UK but also, and most particularly, in India.<\/p>\n\n<p class=\"wp-block-paragraph\">To do this, I\u2019m delighted to be joined by the author of our India guide. We publish 44 international guides in total. Swarnima, who is a partner at Trilegal, which is one of the leading firms in India, and Swarnima focuses in particular on labour and employment law. Welcome to the podcast, Swarnima.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima: <\/strong>Hi Robert. Thanks.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore: <\/strong>So we thought this would be a good idea because first of all a lot is happening in India and a lot is happening in the UK at the same time. Both are sort of undertaking major overhauls of their labour laws. And so let\u2019s begin by sketching in the legislative process in India.<\/p>\n\n<p class=\"wp-block-paragraph\">So obviously there is the federal government and then there are the state governments. How does this work in relation to the passing of laws and in particular workplaces?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> Right. So India is at a very interesting space right now, Robert, with I think it\u2019s the most massive overhaul of labour laws since the independence. And the way the laws work in India is we have the federal structure and the state government. And employment is a subject on which both central and state has the ability to legislate.<\/p>\n\n<p class=\"wp-block-paragraph\">So we have two layers of law, one flowing from the centre and another flowing from the state. And as you can imagine, they often end up saying different things, which makes it difficult for companies to read the two together, and that\u2019s the most interesting and the most challenging part of Indian law.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> And so obviously if there are any subjects that we touch on today where there are particular kind of contradictions then perhaps we\u2019ll return to those briefly.<\/p>\n\n<p class=\"wp-block-paragraph\">As an opening question, HR in India and in Indian businesses, what are the sort of big issues facing HR at the moment, would you say?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> I think one of the important issues and most frequently faced is absenteeism and how to deal with that. And absenteeism could range from people just not showing up for 20 days together or people showing up sporadically and not informing their managers. And coming up with medical sort of [unclear \u2013 0:02:37.7] sometimes, which talks about illness, which talks about mental health issues, and the question is how much accommodation do we need to grant as an employer or can we take action, because the person is just not available regularly. And that\u2019s one of the most challenging situations to navigate through.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> And this is a big shift at the moment? I mean, we\u2019re seeing a rise in this sort of absenteeism?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> Absenteeism was always an issue. Earlier it was more for physical illness, which was easier to verify through medical certificates and documents. With mental illness it\u2019s a little more challenging to navigate the issues and consider what actions you want to take.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> What sort of approaches are being taken? So what are the main lines of thought around how businesses must deal with this?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> Yes, so generally as an approach, employment law or courts in India are very employee-friendly. So any sort of termination is looked at very closely, right? And there was a case where an individual was absent for over three months and just didn\u2019t inform, and the company terminated the employment. And he challenged it in the courts, who ordered reinstatement, saying, \u2018You didn\u2019t make enough efforts to reach out to the person and know what happened to him.\u2019 So it\u2019s very protective.<\/p>\n\n<p class=\"wp-block-paragraph\">And when it comes to mental health issues, we see a lot of certificates being submitted and it becomes tricky to assess whether it\u2019s genuine, whether it\u2019s not, or how frequent or how long would the absenteeism be, right?<\/p>\n\n<p class=\"wp-block-paragraph\">And there are a few approaches. One is where the absence is for a very long period of time and the person is just not able to work. You have the ability to terminate employment on the grounds of ill health. But again, courts have said you need to assess, offer accommodation.<\/p>\n\n<p class=\"wp-block-paragraph\">I think an interesting case was a constable who carried a gun and he threatened shooting people, and the employer terminated the employment and the court said, \u2018That is harsh because he is suffering mental health concerns. Maybe look at redeploying him into another position where he\u2019s not a danger.\u2019<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Yes, so the sort of grounds for dismissal were challenged\u2026<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> Yes.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> \u2026not that there was an issue that needed to be dealt with but how it should be dealt with\u2026<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> Yes, yes.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> \u2026rather than, yeah. So as we said, the UK is currently undergoing a major reform of its workplace laws in the form of the Employment Rights Act 2025, first introduced by the then new Labour Government in 2024 and implementation of individual measures is continuing well into 2027 and perhaps beyond.<\/p>\n\n<p class=\"wp-block-paragraph\">At the same time, India is introducing four new labour codes. This is really a major restructuring, isn\u2019t it? Can you tell us a little about them?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> Yes. I think, like I said, it\u2019s one of the most significant changes and overhaul in labour laws in India. Our laws are generally 1927 and 1948, in that era. So this has been in talks for a very long time. Since 2015 there have been attempts to streamline the laws. Finally on 21 November 2025 the four labour codes were introduced, which replaced 29 different central laws. So this is at the central level and they replaced 29 laws, and they cover issues relating to wages, issues relating to third-party contract workers or agency workers, timeline for payment of wages, terminations etc. Even union-related issues \u2013 and there have been some interesting changes there.<\/p>\n\n<p class=\"wp-block-paragraph\">So that\u2019s a significant change. In terms of what has changed, I would say not too much substantively but a lot of effort to streamline definitions, for example. And one interesting thing in India is your salary structures are often split into various components. And what component is used for one payment, and what component is used for another payment gets challenging. So payroll teams are always stressed as to, \u2018How do you really calculate?\u2019<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> So there, where you\u2019re talking about the different components of pay, can you give us an example?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> So for example, in India you will not have a base salary and total. You will have basic salary, conveyance allowance, [unclear \u2013 0:07:06.1] allowance, special allowance. So they go into various allowances, and that\u2019s because each of them typically have a tax benefit for the employee. And then earlier, when you had to make a social security contribution, it would be certain components of the salary. And again, a hugely litigated area for over 20 years what components to include. Then you had to calculate gratuity, which is an end-of-service payment. It would be only basic salary. And when you had to calculate severance it would be all guaranteed components. So you needed to understand the legal definition under each different statute, break it up and apply it differently for each payment, which of course led to mistakes and of course led to challenges.<\/p>\n\n<p class=\"wp-block-paragraph\">So that\u2019s one of the most significant changes where we now have a uniform definition of wages across all laws.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> And is it helpful, would you say? I mean, is it broadly a simplification?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> Not as much as we would have liked. But yes, it is definitely helpful because there\u2019s a uniform definition and similar principles. But is also has led to significant cost increase for organisations. And one of the biggest areas is gratuity, which is an end-of-service payment. So just to explain that, an employee who has completed five years of service was entitled to 15 days of pay for every year of service. Earlier it was only calculated on basic, which would typically be 40% of your total comp. Now it is on wages, which ends up being 80 or 90% of your total comp. So that\u2019s a significant cost increase for organisations, which now they are struggling with as to how to restructure your salary to mitigate some of that impact.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Yeah. So what other areas are there of the labour codes that we should discuss?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> The second most significant change has been around agency workers or third-party employees working for you, right? And the biggest\u2026and it\u2019s extremely common in India for companies to outsource, engage a third-party employer to assign people to do work not only your ancillary work like housekeeping, security, but also your core technical work. And now there is a prohibition on engaging contract workers in core activity. So whatever was core or is core to your business, what your business is set up for, you can\u2019t engage them in that.<\/p>\n\n<p class=\"wp-block-paragraph\">So just to give an example, if you\u2019re talking about a software company, you can\u2019t engage them for information technology development, coding etc., but you also can\u2019t engage them for things which are ancillary and perennial. So your finance function, your HR functions, which are something which is core to keep the business running, is also core. So you can\u2019t outsource that kind of activity.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> And that\u2019s then less of a consolidation of what has happened before than actually a real shift in practice. Is that right?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> It is a real shift in practice. So in fact, there are two levels of changes here. The positive is who is falling within the scope of contract labour is now much narrower. And that\u2019s something that the industry and employers were really pushing for.<\/p>\n\n<p class=\"wp-block-paragraph\">So earlier, whether you went for a services arrangement or a time and material, or a manpower services, it didn\u2019t matter. As long as there are third-party employees working on your premises, they were contract labour. Now the definition is much narrower, in the sense that if they are third-party employees and they are regular employees of the vendor, right, so the vendor has hired them, deploys them to you for some assignment, moves them to another client once the assignment is over, that\u2019s a regular employee of the vendor and they don\u2019t fall within that definition and the restriction. But if you tell the vendor, say, \u2018Hire this person for me,\u2019 and their contract is then co-terminus with your engagement so that when you end the SOW the vendor ends the employment, that falls within contract labour and that\u2019s where the restrictions apply.<\/p>\n\n<p class=\"wp-block-paragraph\">So the push is towards direct employment and mitigate, you know, measures to have employment where, you know, people are deprived of their employment benefits.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> So there you said some of these changes are well viewed by employers.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> Yeah. Robert Shore:\u00a0 Where is the sort of pressure coming from in terms of, you know, the desire to not have contract workers a part of the core business? Where does the pressure for that kind of change come from? Is that a global pressure? \u2018Cause we talk a lot here, for instance, about Britain has obviously departed from the EU but the kind of pressure with changes that are made within the EU, for instances with the Pay Transparency Directive recently that it will have effects in the UK for employers who work directly with the EU but also just generally changes expectations.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> I think that yes, it\u2019s a global pressure but it\u2019s also increased focus on ensuring people are not deprived of their employment benefits because a lot of vendor contracts, we\u2019ve seen instances where vendors are not paying out salaries. And these are smaller-time vendors, right? And as a service recipient, if you\u2019re taking on services, you are held responsible and accountable.<\/p>\n\n<p class=\"wp-block-paragraph\">So the entire focus is on pushing people to employ their own employees. Of course there are exceptions to it. If there is a sudden increase in business activity and you suddenly need a higher number of employees then you can engage people directly. So there are exceptions that you can leverage, but I would say yes to the global changes around supply chain management and more focus on vendor accountability and putting some of the responsibility on the service recipient. I think we see that reflected here. And second, just more India focused on ensuring employment rights are protected.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Hmm. So this comes from central government. Is it equally applicable in all parts of India? Does some of it get transposed into sort of state\u2026 Which is again with the EU, if there\u2019s a directive then often it\u2019s transposed into national law afterwards.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> Right. So both these issues that I talked about are equally transposed across states in India. The one issue where, you know, the conflict between state and centre becomes interesting is on leaves. And that\u2019s, again just to give you a little bit of context, services companies in India \u2013 like IT companies or other establishments \u2013 when it came to leave and it came to working hours it was only state laws, which is the state-specific shops and establishments. There was no law at the central level. Now with the codes there is a law at the central level. So there would be a state which says you need to give 15 days of annual leave, and now there\u2019s a central law which says you need to give 18 days of annual leave. So there is a contradiction and of course the central law prevails when there\u2019s a conflict. That\u2019s the general principle. But sometimes if the state law has come out later and it\u2019s received Presidential Assent, then the state laws can prevail. So that\u2019s an interesting aspect. I think one area where companies are grappling with right now is the central law provides for annual encashment of leave, which none of the state laws provide for except [unclear \u2013 0:15:03.7, which is one state which has up to 8 days of leave that can be encashed. And so it\u2019s suddenly something which you need to accrue for, which organisations didn\u2019t plan or accrue for earlier. So that\u2019s a question that\u2019s coming up often. The carry-forward limits a lot of states. The carry-forward limit is 45 days and the central law says 30 days. So the question is, \u2018Is 30 more beneficial? Is 45 more beneficial? And what do I comply with so that I am reading the two laws harmoniously?\u2019, which is the requirement in India.\u00a0<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> What other challenges are there for HR in the labour codes?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> One thing which is more administrative but people are complaining all the time, is you need to make out exit payments within two days. It may seem like a very small thing because yes, okay, it\u2019s just a timeline for payments, but procedurally it\u2019s extremely difficult to get to that, and we don\u2019t know where it\u2019ll land because most organisations are like, \u2018I really don\u2019t think I can do it.\u2019<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Yes. So these changes for labour codes, it\u2019s being rolled out across what period? Is everything being introduced at the same moment?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> Yes.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Quite challenging then.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> Yes. Suddenly on Monday we know, on 21 November 2025, it was brought in force. And that\u2019s where, you know, the panic did strike and a lot of questions on, \u2018Are you really telling me that from today I need to make these changes?\u2019 and the answer unfortunately is yes.<\/p>\n\n<p class=\"wp-block-paragraph\">So the way the laws work is there\u2019s a central law and then there are state rules to supplement the law. So the central law will set out your substantive provisions and the state rules will say what forms to file, how to notify the Government, how to register. So the more procedural aspects.<\/p>\n\n<p class=\"wp-block-paragraph\">The interesting bit is that the central law is in force but the state rules are not published and in force already. There is an ambiguity, there\u2019s a confusion. The way it is framed right now is still the time the states don\u2019t come out with the rules. Rules under the old law need to be read with the codes, and that\u2019s an interesting way to read some of them.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Yeah, that is quite a challenge, isn\u2019t it? So with the Employment Rights Act in the UK \u2013 so this was passed in December 2025 \u2013 at the same time it\u2019s being implemented in stages. And there are, I thin, 29 strands. And they\u2019re only implemented really at the point where there is secondary legislation, which is where that sort of detail comes in. But yes, that can be quite confusing as well, as often the secondary legislation arrives quite late on\u2026<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> Yes.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> \u2026so you know long in advance that something is happening but you don\u2019t necessarily know exactly what that\u2019s going to entail.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> Yes.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Okay. Good to know that around the world employers are facing the same challenges.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> Similar challenges.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> One element of the labour code that\u2019s quite intriguing relates to grievances. What\u2019s happening?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> So there\u2019s an interesting concept and it\u2019s not new, but employers need to set out a grievance redressal committee if you have 20 or more workers in your organisation. It was there under the previous regime as well. But the previous regime had a language with saying, \u2018If you have alternate grievance redress mechanisms you don\u2019t need to set this up in the same format and manner,\u2019 which everyone said, \u2018We have a hotline, we have a global mechanism to approach it,\u2019 which works well globally, right? But now that exception has gone. So every organisation with 20 or more workers needs to have a grievance redressal committee which needs to have equal representation from employers and workers. And the workers have to be elected, and that becomes a challenge because no one \u2013 unlike, I think, in some jurisdictions in Europe where, you know, people are very comfortable with collective bargaining agreements or having worker representation \u2013 people in the services sector are not comfortable with unionisation in India. It\u2019s something that you would stay away from. And giving workers or employees the right to elect a representative is something that people are always worried about and what to stay away.<\/p>\n\n<p class=\"wp-block-paragraph\">So that\u2019s an interesting change, and the questions we are dealing with is, \u2018How do we do it in a manner where we are really not giving them the right but we are complying with the law?\u2019 And some companies are thinking, \u2018Should I just send out a list of names and then say, \u201cIf anyone has an objection let me know,\u201d and that goes in a newsletter with 20 other things so no one really raises an objection and we are complying with the law.\u2019<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> And is this new system then being trialed at all before introduction? I mean, has it already been operational somewhere or\u2026?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> No. I mean, it\u2019s more operational I would say in where there are unions, which is typically your manufacturing setup in India or maybe even the airlines and the like. But you don\u2019t typically see it in the GCCs, the global capability centres and the service industry.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> So when a grievance is submitted then, how exactly is the committee involved in looking at that?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> Right. So in the earlier regime and the general practice currently also that organisations have, is a grievance is raised, someone from the HR or the employer relations team looks into it, does a fact-finding investigation, comes up with a report, and based on that if you need to take any action then the disciplinary process starts.<\/p>\n\n<p class=\"wp-block-paragraph\">So you have your HR teams, you have your ER teams who are specialised, who know how to run these, dealing with it, right?<\/p>\n\n<p class=\"wp-block-paragraph\">Under the grievance redressal committee you need to have representatives from both worker and employer who are sitting together on the committee. And then the committee hears the grievance and does the investigation and fact-finding, and then concludes on that.<\/p>\n\n<p class=\"wp-block-paragraph\">\u00a0Now, the challenges are: Is that committee equipped with the right skillset to conduct it? Will they really be neutral, unbiased, fair to the process and looking at it with the right lens? So those are some of the challenges that employers are facing.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Hmm. I think there\u2019s been a rise in the UK in the use of AI and gen-AI to write grievances. Is this a phenomenon in Indian workplaces as well?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> Quite a bit, and sometimes we are just reading AI-generated challenges like you\u2019ve sent out an email, you\u2019ve sent out a report and there\u2019s a beautiful crafted challenge to it, and when you read through it, it doesn\u2019t make sense and you need to then write back and respond to it. It\u2019s quite a challenge. We are getting legal notices which are drafted through AI. And I think that\u2019s led to an increase in employee disputes because it\u2019s so much more accessible and easy now to raise a dispute.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> What\u2019s the longest grievance you\u2019ve had to read recently? \u2018Cause I\u2019ve heard of really very, you know, extensive grievances, as well as ones that have citations in, don\u2019t necessarily contain the detail of what actually happened.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> I think around 20 pages long.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> 20 pages. Okay, that\u2019s\u2026<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> That\u2019s not bad. <\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong>\u00a0 \u2026that\u2019s okay, yeah. Okay. Great. So I think we want to move onto harassment at this point. Some of the most interesting and challenging, from an HR point of view, reforms in the Employment Rights Act UK 2025 in the UK concern harassment. From October of this year employers will need to take all reasonable steps, not just reasonable steps, to prevent sexual harassment, and there will be employer liability for third-party harassment, and that\u2019s all forms of harassment. So I think there\u2019s significant activity in India around sexual harassment laws specifically, isn\u2019t it? Could you clarify that?<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> Yes. So India is, I would say, one of the jurisdictions across the world which came out with a specific law on the prevention of sexual harassment at the workplace. And this law was brought into force in 2013 and it followed a horrific incident of rape in the national capital, which received a lot of global attention, to the extent where there were press releases saying India is not safe for women to travel. And that, as you can imagine, put a lot of pressure on the Government.<\/p>\n\n<p class=\"wp-block-paragraph\">So we very quickly had a law. And I would say it\u2019s an extremely well thought-through, robust law, which talks through in great detail the process in dealing. So you need to have a committee. And you need to set up this committee, this committee has a very specific constitution. So it needs to have a senior female member. It needs to have an external member who can be a lawyer or from an NGO who\u2019s experienced in dealing with sexual harassment complaints, and the intent is that person brings in the neutrality and the experience. And you have local members from the same office. So if you have three offices in India, you need to have people from each office, again the intent being that, \u2018I feel comfortable to raise a complaint if I want to.\u2019<\/p>\n\n<p class=\"wp-block-paragraph\">So there\u2019s a very specific requirement on this committee constitution. At least 50% of the members of the committee should be female. There are requirements around training to be conducted both for the committee and the employees. Annual reports to be submitted to the Government at the end of each year that says how many complaints you\u2019ve received, how long you\u2019ve taken to dispose them, and there\u2019s a timeline of 90 days that you finish redressing the compliant within. How many trainings you have done. So you need to report all of this to the Government.<\/p>\n\n<p class=\"wp-block-paragraph\">So the framework is quite detailed, quite set out. And what we\u2019ve seen in the last year is \u2013 and you would have seen a lot of news reports on \u2013 instances where people have gone to the police, where their complaints were not addressed internally.<\/p>\n\n<p class=\"wp-block-paragraph\">So there\u2019s been, I guess, both positive views\u2026if I were to tell you 15 years ago when the law wasn\u2019t there, we would deal with one sexual harassment complaint a year, and the nature of the complaint would be molestation so something really, you know, grave in that sense. Today there are organisations who get 30, 40 complaints a month. And they are like, \u2018He asked me on a date and I didn\u2019t like it and I told him no.\u2019 That, I feel, is a very positive move where people are comfortable to speak up.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Yeah. Which is very much encouraged\u2026<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> Yes.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> \u2026in the law and this is a sort of measurable way of saying, well, this must be working in some degree\u2026<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> Correct.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> \u2026and that you\u2019re actually free to say\u2026<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> Correct.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> \u2026\u2019This made me feel uncomfortable and\u2026\u2019<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> Correct.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Hmm, so.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> So that\u2019s positive. We\u2019re also seeing a little bit of a negative side to it, which is a fair number of cases we\u2019ve been involved in where you put someone on a performance improvement plan and then there is a sexual harassment complaint. And a lot of these statements are made behind closed doors, so it\u2019s difficult for organisations to really investigate and walk through it. My only\u2026and as we work through some of the cases, I think one of the common mistakes employers make is get their judgement coloured by the performance and assume it is a false complaint to start with, right? And just keeping the two elements distinct, dealing with your sexual harassment complaint in the normal course with an open mind, and dealing with performance, you don\u2019t need to stop that process. Separately would be the right balance.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Yes. These things are always complicated, aren\u2019t they? We like to give people tips to end on. We\u2019ve covered a lot of ground today, so maybe three tips for things to look out for for employers. <\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Swarnima:<\/strong> I would say three focus areas that I would say is one, the labour codes, and there I pick up your wage structure, look at the break-up to see whether you\u2019ve structured it correct and whether you\u2019ve optimised things from a cost impact perspective. The second, go back to your leave and absenteeism policies and ensure you have the right safeguards. For example, ability to require employees undergo medical checks if there is continuous absenteeism. So ensure the policy gives you the right ability to ask for documents to require employees undergo checkups. And that will help you manage a lot of absenteeism issues more efficiently. And the third would be relook at your compliances on prevention of sexual harassment at the workplace. That\u2019s something which the Government is focusing quite a bit right now, from including your displays at the workplace to the training. So that\u2019s something that employers should relook at.<\/p>\n\n<p class=\"wp-block-paragraph\"><strong>Robert Shore:<\/strong> Wonderful. Well, thank you so much, Swarnima, for joining us today. Swarnima of course authors our India employment guide for us. We have 44 guides in total. We also have comparative tables, so this is a good starting place. I will put some links to some articles in the show notes, and of course a way to find Trilegal.<\/p>\n\n<p class=\"wp-block-paragraph\">Beyond that, I just need to say, until next time.<\/p>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t<\/div>\n\n\n\n<h2 id=\"speakers\" class=\"wp-block-heading\">Guest speaker<\/h2>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-7387b849 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-full is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"450\" height=\"450\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/08\/12090715\/swarnima.jpg\" alt=\"Swarnima, Partner at Trilegal\" class=\"wp-image-22904\" style=\"object-fit:cover;width:100px;height:100px\" srcset=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/08\/12090715\/swarnima.jpg 450w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/08\/12090715\/swarnima-300x300.jpg 300w, https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/08\/12090715\/swarnima-150x150.jpg 150w\" sizes=\"auto, (max-width: 450px) 100vw, 450px\" \/><\/figure>\n\n\n\n<p class=\"has-text-align-left wp-block-paragraph\"><strong>Swarnima<\/strong><br>Partner, Trilegal<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-3 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-9abcfde1 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-1f96cfca wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"wp-block-paragraph\">In this resource:<\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-459ffb2a7b3dc338c93226d3be8270c8 wp-block-paragraph\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.192), 16px);line-height:1.3\"><a href=\"#listen\">Listen now<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-53b045a32da828cda288ce2a72946a2d wp-block-paragraph\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.192), 16px);line-height:1.3\"><a href=\"#transcript\">Transcript<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-71518ad09f03d83428d3713a9cbb6f21 wp-block-paragraph\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.192), 16px);line-height:1.3\"><a href=\"#speakers\">Speakers<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-22a7c014 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Navigate HR complexity with confidence<\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">With Brightmine, you can build powerful people strategies, implement best practices and set your organisation up for a brighter future.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/uk\/solutions\/?intcmp=cta|blog|solutions|learn-more\" style=\"border-radius:25px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group lnrs-hide-block-on-mobile has-global-padding is-layout-constrained wp-container-core-group-is-layout-64c039dc wp-block-group-is-layout-constrained\" style=\"margin-top:0;margin-bottom:0;padding-top:0;padding-bottom:0\">\n<hr class=\"wp-block-separator has-text-color has-secondary-gray-color has-alpha-channel-opacity has-secondary-gray-background-color has-background\" style=\"margin-top:10px;margin-bottom:10px\"\/>\n\n\n\n<p class=\"wp-block-paragraph\">Listen to more episodes:<\/p>\n\n\n\n<div class=\"wp-block-query is-layout-flow wp-block-query-is-layout-flow\"><ul class=\"wp-block-post-template is-layout-flow wp-container-core-post-template-is-layout-a7dce961 wp-block-post-template-is-layout-flow\"><li class=\"wp-block-post post-22533 resources type-resources status-publish has-post-thumbnail hentry category-podcasts tag-employment-rights-act topic-employee-wellbeing topic-recruitment\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.192), 16px);line-height:1.3;text-decoration:underline;margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/employee-wellbeing\/unfair-dismissal-changes-making-shorter-probationary-periods-successful\/\" target=\"_self\" >Unfair dismissal changes &#8211; how success profiles can help you make a success of shorter probationary periods<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-22529 resources type-resources status-publish has-post-thumbnail hentry category-podcasts topic-employee-wellbeing\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.192), 16px);line-height:1.3;text-decoration:underline;margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/employee-wellbeing\/burnout-in-the-workplace-a-new-approach-to-recovery\/\" target=\"_self\" >Burnout in the workplace &#8211; a new approach to recovery<\/a><\/h2>\n<\/li><li class=\"wp-block-post post-22517 resources type-resources status-publish has-post-thumbnail hentry category-podcasts topic-hr-compliance\">\n<h2 style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.192), 16px);line-height:1.3;text-decoration:underline;margin-top:10px;margin-bottom:10px;margin-left:0;margin-right:0\" class=\"wp-block-post-title\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/what-can-hr-professionals-in-the-uk-learn-from-legal-reforms-in-india\/\" target=\"_self\" >What can HR professionals in the UK learn from legal reforms in India?<\/a><\/h2>\n<\/li><\/ul><\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"wp-block-paragraph\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-f95c7e95 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 id=\"h-you-may-also-be-interested-in\" class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-67e3802f38b8bd959621e5450d674732 wp-block-brightmine-resources-filter has-text-color has-primary-gray-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter  editor-posts-filtered-topics \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/flexible-working\/the-future-of-flexible-working\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/04\/01092236\/professional-working-on-laptop-with-team-meeting-background.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Webinars<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/flexible-working\/the-future-of-flexible-working\/\">The future of flexible working<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">Flexible working has become a critical factor in employee wellbeing, engagement and retention. As workplace expectations evolve and &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/flexible-working\/right-to-request-flexible-working\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/01\/22133704\/coworkers-walking-up-office-stairs.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Employment law guide<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/flexible-working\/right-to-request-flexible-working\/\">Right to request flexible working<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">Explains the statutory right to request flexible working, including eligibility, how requests should be made, how employers must &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #f3f2f0\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/flexible-working\/flexible-working-tips-to-achieve-best-practice-now\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/01\/20141828\/woman-working-from-home-on-laptop-and-phone.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__category_wrapper\">\n\t\t\t\t\t\t\t\t\t\t<img decoding=\"sync\" src=\"https:\/\/www.brightmine.com\/wp-content\/plugins\/lnrs-resources-filter\/assets\/images\/category-flag.svg\" alt=\"\" class=\"lnrs-resource-hub-widget__category_icon\">\n\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Podcasts<\/span>\n\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/flexible-working\/flexible-working-tips-to-achieve-best-practice-now\/\">Flexible working \u2013 tips to achieve best practice now<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #202526\">Gain expert flexible working advice from Charlotte Wiseman, covering workplace culture, policy development, and the future of work.<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Join Robert Shore and Trilegal Partner Swarnima for practical insights into India&#8217;s employment law transformation and its relevance for UK HR.<\/p>\n","protected":false},"author":74,"featured_media":16911,"comment_status":"closed","ping_status":"closed","template":"podcast-episode","categories":[19],"tags":[],"topic":[24],"class_list":["post-22517","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-podcasts","topic-hr-compliance"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v28.3 (Yoast SEO v28.4) - https:\/\/yoast.com\/product\/yoast-seo-premium-wordpress\/ -->\n<title>What can HR professionals in the UK learn from legal reforms in India? | Brightmine<\/title>\n<meta name=\"description\" content=\"India&#039;s employment law framework is changing fast. Discover the implications of the new Labour Codes and key lessons for UK HR teams.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-compliance\/what-can-hr-professionals-in-the-uk-learn-from-legal-reforms-in-india\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"What can HR professionals in the UK learn from legal reforms in India?\" \/>\n<meta property=\"og:description\" content=\"India&#039;s employment law framework is changing fast. 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