Four people carry these nine laws, and none of them carry the same problem

India’s nine employee-wellbeing statutes land on four desks at once. HR owns whether the committees, registers and training actually exist. Compliance owns whether any of it survives being asked about. A GCC head owns two rulebooks at the same time. Finance owns an exposure nobody has ever put a number against.

Start where you sit

• CHRO / Head of HR Nine laws, nine owners, and no single view of any of them Nine mandatory laws. One platform. Audit-ready in 30 days. Will my people actually use it? →
• Compliance Officer / General Counsel / Company Secretary Evidence that holds up when somebody actually asks Board-report-ready evidence for PoSH, maternity, vigil and OSH — continuous, not once a year. Can I defend this in front of a regulator? →
• GCC head / India site leader Two sets of obligations, one India site, one answer Your global parent’s duty of care and India’s statutory stack, provable in one dashboard. Does this work for a site that reports into a foreign parent? →
• CFO / Finance leader Turn an unbounded liability into a line item Turn per-law penalty exposure and director liability into a fixed line item. What is our actual exposure? →

What every one of them is asking about

The same nine statutes, read four different ways. Each has its own committee, register, deadline and penalty — and each is written up with the provision beside every statement.

• 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.