Labour, Employment & POSH
Employment law advisory, POSH compliance, and workplace dispute resolution
DC Law Offices has a dedicated labour and employment practice advising employers on stand-alone employment matters, workplace restructuring, POSH compliance, and employment disputes. Satyam Dwivedi has represented companies, banks, and individuals in employment litigation before courts and tribunals across India.
Labour and employment law in India is governed by a comprehensive framework of central and state legislation including the Industrial Disputes Act 1947, the Industrial Employment (Standing Orders) Act 1946, the Shops and Establishments Acts (state-specific), the Payment of Gratuity Act 1972, the Employees' Provident Funds Act 1952, and the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act 2013 (POSH Act). The new Labour Codes — Code on Wages 2019, Industrial Relations Code 2020, Code on Social Security 2020, and Occupational Safety, Health and Working Conditions Code 2020 — are set to consolidate and modernise this framework upon notification. Employment disputes are adjudicated before Labour Courts, Industrial Tribunals, High Courts (writ jurisdiction for service matters), and the Supreme Court. POSH complaints are handled by Internal Complaints Committees (ICC) within organisations. Employers face challenges in structuring compliant policies, handling terminations within legal frameworks, constituting valid ICCs, and managing industrial disputes with trade unions. Satyam Dwivedi, trained at Cyril Amarchand Mangaldas and L&L Partners and recognised as a BW Top 30 Under 30 lawyer, advises employers on POSH compliance, employment restructuring, wrongful termination defence, and has represented institutions including Royal Bank of Scotland in employment disputes.
Services in Labour, Employment & POSH
Where We Appear
Notable Matters in Labour, Employment & POSH
Advised Royal Bank of Scotland in an employment dispute
Advised multiple employers on POSH policy drafting, ICC constitution, and compliance
Conducted POSH training for employees and Internal Complaints Committee members
Drafted pleadings resisting suits for wrongful termination; prepared memos and opinions
Advised clients on employee severance and restructuring legal frameworks
Questions on Labour, Employment & POSH
Is POSH compliance mandatory for all companies in India?
Yes. The Sexual Harassment of Women at Workplace Act 2013 (POSH) requires every employer with 10 or more employees to constitute an Internal Complaints Committee (ICC) and have a POSH policy in place. DC Law Offices advises on complete POSH compliance, drafts policies, and provides ICC member training.
What is the difference between a labour court and the High Court in employment disputes?
Labour courts handle industrial disputes, wrongful termination, and union matters under the Industrial Disputes Act. Specific service matters and constitutional questions go to High Courts. Satyam Dwivedi practises in both forums and the Supreme Court.
What are the requirements for an external member on the POSH Internal Complaints Committee?
Under Section 4 of the Sexual Harassment of Women at Workplace Act 2013, every Internal Complaints Committee (ICC) must include an external member — a person familiar with issues relating to sexual harassment, preferably from an NGO or association committed to the cause of women. This external member must be unconnected with the employer. DC Law Offices provides external member services and advises companies on constituting compliant ICCs.
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