Nine laws decide whether your workplace is compliant
Indian employers carry nine separate statutory obligations covering harassment, mental health, maternity, disability, night-shift safety, occupational health, whistleblowing, personal data and sustainability reporting. Each has its own committee, register, deadline and penalty.
The nine obligations
- PoSH Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 Requires an Internal Committee, an annual report, and a redressal process kept confidential by law.
- Mental Healthcare Act in review Mental Healthcare Act, 2017 Establishes the right to access mental healthcare and obligations around confidentiality of treatment.
- Maternity Benefit in review Maternity Benefit Act, 1961 (as amended 2017) Sets paid leave, nursing breaks, work-from-home provision and creche obligations above a headcount threshold.
- RPwD in review Rights of Persons with Disabilities Act, 2016 Requires an equal-opportunity policy, accessibility provision, and a register of persons with disabilities.
- Night-shift safety in review State Shops & Establishments rules (varies by state) Governs women’s night work: written consent, transport, and safety conditions that differ state by state.
- Occupational health in review Occupational Safety, Health and Working Conditions Code, 2020 Consolidates health checks, safety committees and working-condition registers into one code.
- Vigil mechanism in review Companies Act, 2013 s.177 read with SEBI LODR Requires a whistleblower channel with protected anonymity and audit-committee oversight.
- DPDPA in review Digital Personal Data Protection Act, 2023 Governs employee personal data: lawful basis, rights, breach handling and grievance redressal.
- BRSR in review SEBI Business Responsibility and Sustainability Reporting Requires listed companies to disclose employee wellbeing metrics under Principle 3.
Which of them apply to you
Most of these are triggered by something you already know about your own organisation: headcount at a workplace, whether the company is listed, whether women work night shifts, and which state the site is in. A few apply to every employer regardless. Where we have encoded a threshold, it carries the provision it comes from — and where counsel has not yet signed one off, the check says so instead of guessing.
Run the applicability check → Every statutory deadline in one calendar →
Why some of these say “in review”
We publish statutory guidance only once a qualified legal reviewer has signed it off, with the section reference against every statement. Pages still in review are left empty rather than filled with plausible text, and are excluded from search engines until they are signed. A wrong section reference is worse than a missing page: someone acts on it.
How EECly proves them
Each obligation above becomes a running control with an owner, a due date and its own evidence trail. The register exists because the work created it, not because someone rebuilt it before an audit — which is the difference between compliance you can show and compliance you can claim.