Employer · Employee · Compliantly
India’s employee-wellbeing laws, made provable
Nine mandatory statutes govern harassment, mental health, maternity, disability, night-shift safety, occupational health, whistleblowing, personal data and sustainability reporting. EECly turns all nine into running, audit-ready evidence.
- Every obligation becomes a running control
- Every control leaves an evidence trail
- Every figure traces to its source event
- No employee’s wellbeing data ever reaches their employer
The nine laws we make provable
Employee-wellbeing compliance in India is not one law but nine, each with its own committee, register, deadline and penalty, and each usually owned by a different person. Provable compliance means the evidence exists as the work happens rather than being assembled at year end from memory and email. EECly turns every obligation into a running control with an owner, a due date and a record — so what is met, what is late and what can be shown are the same question.
What provable compliance means, in full →
Everything HR has to run and prove, in one place →
- PoSH Requires an Internal Committee, an annual report, and a redressal process kept confidential by law.
- Mental Healthcare Act Establishes the right to access mental healthcare and obligations around confidentiality of treatment.
- Maternity Benefit Sets paid leave, nursing breaks, work-from-home provision and creche obligations above a headcount threshold.
- RPwD Requires an equal-opportunity policy, accessibility provision, and a register of persons with disabilities.
- Night-shift safety Governs women’s night work: written consent, transport, and safety conditions that differ state by state.
- Occupational health Consolidates health checks, safety committees and working-condition registers into one code.
- Vigil mechanism Requires a whistleblower channel with protected anonymity and audit-committee oversight.
- DPDPA Governs employee personal data: lawful basis, rights, breach handling and grievance redressal.
- BRSR Requires listed companies to disclose employee wellbeing metrics under Principle 3.
Check which of the nine apply to you → See every statutory deadline →
How a statutory duty becomes evidence
Compliance software usually stores what someone typed into it. This chain runs the other way: the work emits the record, so the register is a by-product of doing the thing rather than a description of having done it. That is what makes a figure defensible — every number in an export resolves back to the event that produced it.
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01
Obligation
A duty the statute places on the employer, carrying the provision it comes from.
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02
Control
The obligation becomes a running control with one owner and one due date.
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03
Event
Doing the work emits an event — a committee constituted, a training run, a case closed.
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04
Record
The event writes to the register the law requires, at the moment it happens.
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05
Audit pack
The export is assembled from those records, and every figure resolves back to its event.
It is also why the console opens on the ledger rather than a dashboard of charts. What exists, what is due and what is proven is what a compliance officer is accountable for.
What your employer can and cannot see
Every employee can see this boundary from inside the app — not as a policy paragraph, as a screen. Adoption depends on it: people use a workplace wellbeing tool when the limit is visible rather than promised, and access here is enforced by role in software, with every read logged.
Your employer never sees these
Not as an individual record, and not as a group figure either — no aggregate over these is releasable at all.
- Sexual-harassment complaint
- Internal Committee only
- Whistleblower report
- Audit Committee and Vigil Officer only
- Data-protection grievance
- Data Protection Officer only
Aggregate only, above a floor
- Counselling engagement
- Wellbeing and health signals
Released as group figures with a higher group-size floor and added statistical noise — never as an individual.
What your employer does see
Everything they need to prove the obligation was met, and nothing about the person behind it.
- Whether each obligation is met Per control, with its owner and its status.
- Whether a deadline was hit Due, met or late — against the provision that sets it.
- The evidence behind both The register entry and the event that produced it.
One exception, and we would rather state it. Training completion is visible per person, because an individual completion record is exactly what the law asks the employer to hold as evidence.
What it means for you
- CHRO / Head of HR Nine mandatory laws. One platform. Audit-ready in 30 days.
- Compliance Officer / General Counsel / Company Secretary Board-report-ready evidence for PoSH, maternity, vigil and OSH — continuous, not once a year.
- GCC head / India site leader Your global parent’s duty of care and India’s statutory stack, provable in one dashboard.
- CFO / Finance leader Turn per-law penalty exposure and director liability into a fixed line item.
Questions people ask first
- What is EECly?
- EECly is compliance software for the Indian employee-wellbeing statutes. It turns each statutory obligation into a running control with an owner, a due date and an evidence trail, so an employer can show a regulator, an auditor or a board what was done and when — rather than reconstructing it afterwards.
- Which laws does EECly cover?
- Nine: PoSH, Mental Healthcare Act, Maternity Benefit, RPwD, Night-shift safety, Occupational health, Vigil mechanism, DPDPA, BRSR. Each obligation is written up with the provision it comes from beside it.
- Can my employer see my wellbeing data?
- No. Wellbeing data, harassment complaints and whistleblower reports never reach the employer. Access is enforced in software by role rather than by policy, every read is logged, and every employee can see exactly which of their records their employer can and cannot open.
- Is EECly a PoSH training vendor?
- No. Training providers deliver sessions and issue certificates for one law. EECly is the evidence layer across nine of them: what is required, whether it is currently met, and the record that proves it. It works alongside whoever runs your training.
- Is EECly only for compliance?
- Compliance is the core, and the engagement side of HR runs on the same platform as a pack you switch on — recognition, rewards, celebrations, wellness challenges and pulse surveys. One employee list, one privacy boundary, one renewal, instead of a separate vendor and contract for each.
- Where is our data stored?
- In India. Data residency is enforced in the infrastructure rather than promised in a policy document, and the current sub-processor list is published on the trust centre.
Compliance you can show, not compliance you can claim
See how a single obligation becomes a running control with its own evidence trail — and what your people see when it does.
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