Lawcify helps you stay compliant with employment, wage, social security and workplace regulations for your workforce.
We review your employee strength, locations and business type to identify applicable labour laws and codes.
Lawcify drafts or updates HR policies, appointment letters, POSH policy, and other employment documents.
We assist with registration and periodical returns under PF, ESIC, gratuity, shops & establishment and other labour laws.
Lawcify conducts periodic compliance checks and helps respond to inspections or notices from labour authorities.
Build a safe and compliant workplace with structured employment and labour law support from Lawcify.
Labour Law Compliance includes following rules related to wages, working hours, social security, safety, and employee rights issued by different authorities.
Lawcify supports you with policies, registrations, returns and audit responses so that both management and employees feel secure and confident.
Employment & Labour Law Compliance ensures that a business follows mandatory legal requirements related to employees, wages, working conditions, workplace safety, statutory contributions, equality, dispute handling and employee rights. These laws apply to all organisations including Private Limited Companies, LLPs, Startups, MSMEs, Factories, IT Companies, Service Firms and Corporate Enterprises.
As your workforce grows, employment compliance becomes a core part of business operations — especially for companies planning ESOP execution, employee onboarding, HR policy development, payroll structuring or compliance inspections.
Lawcify helps organisations manage statutory HR compliance efficiently and ensures that all labour law-related filings, documents and policies remain accurate, compliant and up to date with Indian labour regulations.
With Lawcify, regulatory compliance becomes smoother, organised and integrated into business operations.
Indian employment laws cover various operational and administrative requirements, including:
Lawcify ensures each compliance requirement is mapped depending on business type, employee count and state jurisdiction.
Labour laws in India are enforced through central and state rules. Compliance may include mandatory reporting, record maintenance, HR documentation, statutory registers and paperwork for regulatory inspections.
Some compliance requirements are recurring (monthly/quarterly), while others are annual or linked to HR events like hiring, termination or employee grievance.
Lawcify ensures your organisation is compliant with current regulations and updated whenever labour law amendments are issued by the government.
Includes PF, ESIC, Shops & Establishment Act, Labour Welfare Fund and Professional Tax registration.
Includes payroll compliance, PF, ESIC filings, statutory deductions and reporting.
Employee returns, policy evaluation, statutory audit support and labour-related declarations.
Required during employee joining, exits, workplace incidents, HR audit, compliance inspection or salary restructuring.
Includes employment contracts, NDAs, leaves policy, attendance structure, grievance handling and compensation framework.
This structure ensures compliance remains continuous and scalable as the business grows.
Lawcify provides practical, business-friendly and regulation-focused labour compliance support. Instead of handling laws and HR regulations manually, companies receive structured, organised and professional compliance execution.
With Lawcify, labour law compliance becomes a smooth business framework — not a legal burden.
Key questions about Employment Laws, HR Compliance and Labour Regulatory Requirements, and how Lawcify helps businesses operate legally, ethically and risk-free.
Employment & Labour Law compliance refers to following statutory rules related to employee rights, workplace safety, wages, contracts, PF, ESI, taxation, HR policies and labour welfare. Every employer must ensure compliance with government laws, regulatory filings and employee documentation to run a legally compliant workplace.
All businesses with employees — including startups, private companies, factories, IT firms, warehouses, manufacturing units, retail chains, NBFCs, service companies and corporate entities — must comply with labour regulations irrespective of size or industry.
Common mandatory labour regulations include:
Yes. Labour laws apply regardless of revenue or company age. Startups must register under local labour acts, maintain employee records, issue appointment letters, comply with PF/ESI if applicable and follow government safety and welfare standards.
Documents required may include:
Non-compliance may lead to fines, penalties, employee claims, audit notices, closure orders or legal action. Directors may also face personal liability under certain sections of labour laws.
Employers must provide a legally valid appointment letter, capture KYC, update employee registers, include them under PF/ESI schemes if applicable, assign statutory benefits and maintain attendance and payroll records as per law.
Yes. Every organisation must maintain compliant HR policies including employment terms, code of conduct, leave rules, maternity benefits, termination procedures, POSH (Anti-Harassment) policy and grievance redressal mechanisms.
POSH (Prevention of Sexual Harassment Act) mandates every workplace with 10+ employees to constitute an Internal Committee, conduct awareness training and have written anti-harassment policy. Non-compliance can result in penalties and legal complaints.
Yes — compliance creates a safe, transparent and fair workplace culture, boosting trust, retention and employer branding. It also strengthens credibility with investors, auditors and clients.
Compliance activities are monthly (PF/ESI), quarterly (returns), annually (renewals & filings) and event-based depending on employment decisions and regulatory changes.
Yes — compliance applies regardless of physical workplace. Remote teams, hybrid models and distributed companies must still follow applicable labour laws based on location of registration and employees.
Yes — many companies outsource compliance to specialised legal advisors and use automated compliance tracking to avoid missed dates, filings or penalties. This reduces administrative effort and ensures accuracy.
Lawcify offers complete labour compliance support including audit, documentation, policies, filings, regulatory guidance and ongoing monitoring. Our experts ensure legally compliant HR practices, smooth workforce management and protection from labour disputes or regulatory penalties.
Lawcify offers expert chartered secretary services, specializing in corporate governance and compliance, ensuring businesses run smoothly and stay legally compliant.
© Lawcify