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.
What you are actually dealing with
Your parent asks for duty-of-care assurance in a framework that does not map to Indian statute.
One evidence base, two views: the statutory register India requires and the assurance summary your parent expects.
India-specific obligations — night-shift consent, creche, IC constitution — have no equivalent in the global system.
The India-only obligations are first-class, not an afterthought — including the state-by-state variation that catches most global systems out.
Group audit arrives expecting evidence in a format nobody here produces.
Exports are built for someone who was not in the room, which is exactly who reads them at group level.
Does this work for a site that reports into a foreign parent?
That is the case it was built for. Indian statutory obligations and group duty-of-care reporting draw on the same underlying evidence, so the India site stops maintaining two parallel stories about itself.
The nine obligations
- 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.