Labour, Employment and Industrial Laws for HR Managers

Introduction

Are you an HR professional looking to step up your game? Do you dream of reaching higher positions or exploring global ventures as a digital nomad? It's time to leave uncertainty behind and create a clear path to success.

No matter if you're an experienced HR expert, a student focusing on HR, or someone retired seeking extra income, we offer a unique chance. Even with a busy career, do you wish for more quality time with your family? Our program helps you find that perfect balance without giving up on your dreams.

Say goodbye to dead-end jobs and local limits. As doors close in your town, the world of freelancing and global opportunities opens up. Feel confident stepping into this world as we give you the knowledge and skills to thrive on your own terms.

Have you struggled to understand advice from international labor experts and legal advisors? Are their complex suggestions leaving you puzzled? Master global labor laws, understand their reasons, and improve your coordination skills.

Attention to all HR consultants, and those who want to become one! Take your consultancy to new heights. Offer your clients a range of valuable services that set you apart.

In a world where challenges keep landing on your desk, do you feel unprepared? You're not alone. Get the tools to handle difficulties with confidence, even if you never thought you could.

Think you need an elite HR education to succeed in big companies and startups worldwide? Think again! Our transformative program is your gateway to faster growth, no matter your educational background

Who should take this course?

• Aspiring Digital HR Leaders: If you want to become a leader in digital HR and work with startups in developed countries, this course is for you.
• HR Consultants with International Goals: If you're an HR consultant aiming to grow your client base globally, especially in different countries, this course is a great fit.
• HR Professionals Planning to Move: If you're an HR specialist aiming to relocate to advanced countries for work in the future, this course can help you prepare.
• Retired Professionals Seeking Part-Time Work: If you're a retired professional interested in part-time opportunities and have a background or interest in HR, recruitment, or administration, this course offers valuable insights.
• Seeking Career Progression: If you're struggling to advance in your current HR role, feeling stuck in a job, or aiming to move up from mid-level management, this course can provide the boost you need.
• HR Professionals in Small Towns or Villages: For HR experts living in smaller towns or villages with limited local job prospects, this course can open up opportunities beyond your location.
• Home-Based Earning Needs: If you need to work from home due to personal or medical reasons but still want to earn income on the side, this course can guide you in leveraging your HR skills.
• Fresh HR Graduates and College Students: If you're a recent HR graduate or a college student aiming for financial independence, this course equips you with the knowledge to achieve that goal.

What will you learn from this course?

• Gain practical, real-world knowledge and skills

• Create an exceptional profile to open doors to opportunities

• Stand out with sought-after skills for industry impact

• Deep dive into global labor laws for a competitive edge

• Acquire HR insights vital for multinational corporations

• Tackle international labor law challenges based on real situations

• Attain expertise equivalent to a seasoned HR professional

• Receive comprehensive job placement support for thriving career

Key segments of the course

Learning so many aspects can appear daunting. Here is a quick indicative structure of how you will study the course. The sequence for your batch may vary, i.e. you may not start from the first segment. New components may be introduced.

Some of the tasks you will learn across the different segments are: 

Wages and Benefits

• Equal Remuneration & Payment of Wages

• Payment of Gratuity

• Bonus

• Maternity Benefit

• PF & Pension

• ESI & Employees’ Compensation

Labour Litigation

• Response to claims

• Appeals

• Writ

Shops and Establishments and Executive Compensation

• Shops and Establishments (applicability, appointment letter, compliance requirements, exemptions, connection with POSH, etc.)

• Profession Tax, Working on Festivals and Holidays, Overtime, Staying back late

• Executive compensation

  • Executive employment agreement (drafting, non-solicit, non-compete, IP assignment)

  • ESOPs

  • Exit Memo

  • Gardening leave, severance compensation & Clawback

  • Enforcement of non-compete/ non-solicit (case law + notice drafting)

Organizational Policies & Disciplinary Proceedings

• Code of Conduct (drafting, amendment, implementation)

• Whistleblower

• POSH (policy, compliance & concepts)

• Proceedings for violation

• Natural Justice & Order Sheet, Inquiry report - done

• Non-confirmation of a probationary employee - done

• Termination/ discharge for absenteeism and medical grounds

Industrial Relations & Contract Labour

• Contract Labour Act compliance requirements, Obligations of Principal Employer under the Payment of Wages Act, 1964, the Gratuity Act, 1972, the Employees’ State Insurance Act, 1948, the Employees’ Provident Fund & Miscellaneous Provisions Act, 1952

• Manpower Supply Agreements (drafting of a letter to claim indemnity, letter/ response to labour commissioner)

• Liability and Recovery Proceedings

• Factories Act and Rules - compliance

• Response to a notice from Factories Inspector

• Trade Unions (Recognition, Legal & Illegal Strikes, Settlement Agreements, Variation of terms of employment when there is a pending dispute)

• Standing Orders (Applicability, Drafting, Amendment, Industrial Relations Code).

5-step approach for HR managers & consultants to be empowered with legal skills

Step 1: Learn to navigate the legal framework with confidence (even without a law degree!) 

• How do you identify the applicable legal framework, especially for a new state, a new type of organization or for a new industry? How do you read and interpret the law without fear of making a mistake? 

• This is the biggest challenge faced by HR managers. 

• What if you could learn to understand how to navigate the legal framework of any state without a law degree? You will also not need to cram any provisions. 

• You learn to find out what you need, when you need it, and make sense of it. 

• You will learn this approach through weekly online classes of approximately 1.5 hours (recordings available for those who miss), study materials and practical tasks.

Step 2: Develop drafting and review skills through simulation exercises and perform real-life work confidently

Drafting is a crucial skillset to succeed in everyday work. The most common drafts prepared and reviewed by HR managers are: 

• Drafting various kinds of organizational policies

• Drafts with respect to disciplinary proceedings

• Drafts and records of various meetings 

• Agreements with employees, consultants or contractors

• Various kinds of contractual letters and claims

• Responses to show-cause notices by labour authorities or to claims made before labour authorities by employees

• Review of legal documentation and substantiation with documentary evidence 

• Drafts of settlement agreements pursuant to conciliation with unions 

Apart from drafting and review-related work, you will also learn how to create a documentary trail of different kinds of records and proceedings. You can assist the legal team in enforcing the company’s interest or defending the organization from claims more effectively. 

Step 3: Prepare customized dashboards, charts, action lists and calendars to prepare for additional work responsibilities 

• Every HR manager and HR consultant deals with a different set of scenarios at work.  Some HR managers may be working deeply in the manufacturing industry, while others may be in the service sector. The states in which they work may be different. 

• Some may work in a statutory organization or a government-controlled company, while others may work in a 100% private organization. 

• The goals in each case are different. Therefore, a course must provide you with the space to customize the learning to your needs.

• How do we do that? By giving you some really interesting homework that enables you to apply all the exercises to your existing work profile.

• You will identify the custom need for yourself, create lists of labour authorities applicable to your situation, prepare interesting checklists and calendars, prepare a priority-wise list of legislations to comply with, allocate zonal-level responsibility in exciting ways, identify how you can contribute to CSR initiatives in your organization, and perform several other tasks that are designed to meet your unique priorities at work! 

Step 4: Stay ahead of the situation by implementing preventive tools and preparation for future complications

• HR managers are the first line of defence as well as an offence when it comes to labour and employment laws. 

• Lawyers get involved much later when there is limited room for manoeuvres.

• In reality, the destiny of most labour and employment law disputes, as well as compliance, strategy as well as procedures and documentation is decided by HR managers. 

• HR managers do not have a complete understanding of what will happen if a situation in which they are involved escalates into full-blown proceedings. 

• Lawyers cannot change the facts, or control what happened before the matter came to them. Usually, they are briefed when legal proceedings have already been initiated. There is little room to improve the facts. They have to use their legal skills to manage the situation.  

• Now, what if you could take actions in the present to gain full knowledge of what to do if there is a situation in the future (e.g. employment litigation, industrial dispute, arbitration or other labour proceedings)? 

• What if you could also implement some unique measures in your organization to remove pre-identified risks? 

• Will that enable you to make better decisions, reduce risk and be more effective at work? Would that secure you the appraisal of the management or your clients’ appreciation?

• We will cover unique organizational policies, exit memos and also undertake the study of litigation so that you or your organization are not caught off-guard if an employee initiates legal proceedings against you or the organization you work in. You will also feel comfortable with the initiation of legal proceedings to enforce the organization's interest where necessary owing to better preparation and knowledge. 

Step 5: Improve every week through a multi-layered coaching framework 

The problem with online courses has been that they are ‘dead’ or ‘passive’’ - you have to read some study materials, watch videos, attempt an MCQ test and get the certificate. Online courses are traditionally not designed to enable you to apply learning at work. 

Now, imagine if you had someone to handhold you as you learned about the legal system, drafting skills, litigation-related aspects, document-trail preparation and even the customized dashboards and charts that you prepared for your own organization! 

Would that help you learn better? Would it improve your chances of realizing your career goals?  

I am quickly sharing our multi-layered coaching framework to help you succeed in the course and apply your learning at work to grow in your career.

• Briefing in the online classroom on how to solve simulation assignments 

• Group feedback in the online classroom on your performance 

• Personalized evaluation with in-line corrections and coaching on your submissions

• Doubt-clearing for questions you may face in connection with study materials or at work   

• Other career-related guidance if you face a difficulty

Major Labour Legislations Covered

• Apprentices Act, 1961
• Building And Other Construction Workers (Regulation Of Employment And Conditions Of Service) Act, 1996
• Child Labour (Prohibition and Regulation) Act, 1986
• Industrial Relations Code, 2020
• Code on Wages, 2019 and Code on Wages (Central) Rules, 2019
• Code on Social Security, 2020
• Occupational Safety, Health and Working Conditions Code, 2020   
• Contract Labour Act, 1970 
• Employees’ Provident Funds and Miscellaneous Provisions Act, 1952 
• Employees’ State Insurance Act, 1948 
• Factories Act, 1948 
• Employment Exchanges (Compulsory Notification of Vacancies) Act, 1976 
• Industrial Disputes Act, 1947 
• Standing Orders Act, 1976 
• Maternity Benefits Act, 1961 
• Maharashtra Recognition Of Trade Union And Prevention Of Unfair Labour Practices Act, 1971 
• Minimum Wages Act, 1948
• Sales Promotion (Employees Conditions of Services) Act, 1976
• Trade Unions Act, 1965 
• Payment of Bonus Act, 1965 
• Payment of Gratuity, 1972 
• Payment of Wages Act, 1936 
• Sexual Harassment of Women at Workplace (Prevention, Prohibition and Regulation) Act, 2013 
• Workmen’s Compensation Act, 1923

From time to time, we will deal with the Companies Act and Rules and the SEBI framework, 

The four new labour codes (listed above) are also covered so that you are prepared for a smooth transition from the existing framework.

* Service law concepts for Central/ State Public Services are not covered. However, statutory corporations and government companies are subject to the labour law framework. 

Why is it necessary for HR managers and HR consultants to learn labour, industrial & employment laws?

In-house legal teams are not always accessible to resolve everyday legal challenges

In-house legal and secretarial teams are not expected to be hands-on with respect to legal challenges faced by HR managers on an everyday basis. Unless there is an issue that has blown out of proportion and escalated to the legal team, they do not get involved. Everyday work is in the hands of HR managers working in the area of payroll, IR/ ER. They need to have detailed knowledge of labour & employment laws and understand the legal implications of their actions.      

‘Blind’ dependence on external consultants is not the best way to address long-term risks

On a small scale, labour issues related to compliance, inspections, etc. can be outsourced to external consultants as a ‘band aid’ to deal with violations. However, as organizations grow, hands-on knowledge of the legal issues with in-house teams leads to better outcomes.  

Mistakes can prove expensive, leading to the risk of imprisonment for directors, huge fines, compensation, inspections and reputational danger

Several labour laws prescribe imprisonment of senior-level managers and directors for violation. Similarly, improperly conducting termination proceedings can lead to expensive legal claims, compensation and even adverse reputational consequences. This is especially likely if the exiting team member has been disgruntled, angry or vengeful. 

Everyday work and decision-making requires legal insights 

An HR manager needs to use legal insights in everyday tasks, such as: 

• Creation of appointment letters, drafting various HR and employment policies 

• Compliance with various labour legislations

• Drafting employment agreements, 

• Conducting internal training

• Drafting standing orders and amendments, 

• Drafting letters to contractors, 

• Conduct of disciplinary proceedings

• Drafting various notice and orders for disciplinary proceedings, such as order of suspension, dismissal, etc. 

• Protection of data theft and organizational equipment, preparation of exit-memos

• Maintenance of a documentary trail

• Inspection-preparedness 

• Response to notices from statutory authorities

These tasks require a certain command of legal knowledge, insights and drafting skills, otherwise, an HR manager will struggle.

Unionized industries require specialized legal knowledge

In unionized industries, the risk of labour unrest is very high. Hence, HR managers need to be especially careful that they do not make legal mistakes. 

Their main areas of work include: 

• Collective bargaining negotiations, bipartite and tripartite settlement agreements, conciliation before the labour commissioner, 

• Preparation of evidence and document trail for litigation, 

• Representation of management in industrial courts and labour tribunals,  

• Issues related to trade union recognition and strikes, etc. 

• Knowledge of retrenchment, termination, change of terms and conditions, drafting of settlement agreements, representation in legal proceedings before labour courts and industrial tribunals is very important to be able to deal with these situations effectively.  

These are heavily regulated and technical matters, requiring legal knowledge and drafting skills. 

Service sector organizations need continuous employment law-related assistance owing to increased regulations 

Earlier,  labour laws primarily affected the manufacturing sector, and even enforcement was often lax. The focus was on managing inspections and basic compliance. Litigation or arbitration between employers and employees used to be very rare in the private sector. The private sector was small. Today, the service sector, including the IT industry, is heavily impacted by serious laws such as the anti-sexual harassment law, maternity benefits amendment, the four labour codes, whistleblower law, anti-bribery law, data protection law and CSR

However, they face the following challenges...

Labour law framework in India is very complex and unclear

Labour laws in India are technical. There are several overlaps in labour laws, confusion about which labour law is applicable when. At times, both Central and State Governments have passed rules on a particular issue. For HR managers, and sometimes even for lawyers, it becomes difficult to identify which law applies to a particular real-life situation.

The position from state to state also varies. It is difficult to understand the provisions as well, and HR managers have to often blindly rely on an external consultant’s view, without knowing the reasons for it.

Frequent amendments and changes require constant up-gradation of skills 

Frequent amendments and clarifications require HR managers to stay on top of the latest position from time to time. For example: 

• COVID-19 lockdown brought a series of changes that made it difficult to downsize or reduce the wages of employees during the lockdown. Then, there was a U-turn with exemptions from specific labour law provisions altogether in certain states, and keeping track of it was difficult for someone who was not trained in navigating the legal framework already. 
• Proposal to introduce four new Labour Codes (Code on Wages, Industrial Relations Code, Code on Social Security and Occupational Safety, Health and Working Conditions Code) require HR managers to be prepared with upcoming changes in the law. 
• Amendment to the Maternity Benefits Act, requiring 6 months of maternity benefit to be given, requires HR managers in both the service sector and manufacturing sector to increase compliance. 
• Passing of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 or POSH Act, 2013, the occurrence of the #metoo movement and increase in complaints has led to a focus on implementation.
• Other notifications such as the increase in the threshold of the Payment of Wages Act,  clarifications from EPFO or to the ESI scheme, etc. frequently impact the everyday work of HR managers.

HR managers need to understand labour laws in a fairly advanced manner to execute everyday decisions correctly.

B-School learning and MBA degree materials are cramming-oriented and cannot be applied to real-life scenarios

Those who study labour laws in their MBA (HR) course, cram some provisions of the statutes and names of the forms but find it difficult to retain and apply this learning to real-life scenarios. Teaching is mostly full of jargon and non-relatable. Except for basic payroll-related work, HR managers do not find the learning from MBA courses to be useful for the performance of real-life tasks.  

Learning drafting skills is difficult

Drafting skills are crucial for performing everyday tasks. Drafting errors can have legal consequences and increase risks or costs for the organization. 

Some of the consequences of bad drafting are explained below:

• Erroneous drafting of employment contracts or HR policies can lead to failure in protecting the organization’s interest. 
• Failure to effectively respond to show-cause notices from labour inspectors can lead to their initiating criminal proceedings.  
• Incorrect drafting of documents related to disciplinary proceedings can lead to setting aside a dismissal order, reinstatement with back wages, or compensation claims by employees.

These are merely some examples of documents drafted by HR managers. The real list is much longer.

These drafting skills are not taught in MBA courses, the Company Secretary course, or even in law schools.

Training Methodology

Online 24/7 access

Access study materials via our online portal & via our anroid & iOS apps.

Practical Exercises

Two practical exercises every week, each followed by written feedback.

Live Online Classes

Live online classes based on exercises, allowing questions and feedback.

Convenient Class timings

Classes held after work hours, typically on Sundays or after 8 PM on weekdays.

Live Doubt Clearing

Live doubt clearing for support and one-on-one sessions with mentors.

How can you use expertise in labour and industrial laws in your career?

Set up your own HR consultancy practice or add new services to your existing practice

• Companies are in need of experts to help with labour, employment and industrial relations issues, and there are very few experts in the market to tap into these opportunities with any credible skills or knowledge of labour law. 

• Setting up a consultancy allows you to work with freedom and have autonomy. Those who are interested in working on a part-time basis and yet earn enough to lead a good quality of life can do that. 

• You can consult clients in a variety of areas which are mentioned below. You can either provide specialized services in a particular area, such as employment policy creation, training and implementation, or focus on a particular client segment, such as technology startups, or SMEs. 

• Several HR and labour compliance consultants have expanded the scope of services offered to clients after taking up this course. You can learn about their experience by watching some of the feedback videos that we have placed on this page. 

Secure increment or promotions in your existing job (grow till senior HR manager or HR director position)

• Knowledge of various law and drafting-related skill sets will enable you to take up additional responsibility at work, and increase the chances of increment or promotion in your existing job. 

• If you are not looking at HR-related legal issues, you can take it up additionally and help your organization. 

• If you were earlier only working on payroll management or limited aspects of compliance, you can take up policy and notice drafting, the conduct of disciplinary proceedings,  inspection preparedness, and other strategic work to grow.  

• As you develop various law-related skill sets, your decision-making and negotiation ability will improve significantly. You will be able to execute initiatives better, minimize future risks and obtain better deals from third parties. Your overall effectiveness will increase.  

Create opportunities for lateral shifts: Be prepared for positions in both manufacturing and service sector organizations

• If an HR manager works in an organization that has a presence in say 2 or 3 states in a particular region, they find it difficult to move to a pan-India organization, or an organization with a presence in other states, because they cannot navigate the state-level legal framework in states where they have not worked earlier.

• Similarly, an HR manager working in a service-sector company often finds it difficult to work in the manufacturing sector or in a company with a unionized workforce, as the legal framework and issues are different. 

• Advanced skill sets with respect to labour, industrial and employment laws will enable such transitions.

Secure your first job in HR, especially in industrial/ employee relations roles 

• Fresh graduates or students pursuing a graduate or postgraduate degree who want to work in HR or industrial/ employment roles will find this knowledge useful in securing their first job. They will be able to demonstrate superior knowledge in job interviews and in internships.

Potential employers

• Multinational Corporations: Large global companies with operations in multiple countries often require experts who understand the intricacies of labor laws and compliance in different regions.
• Law Firms: Legal practices focusing on employment and labor law value professionals who are well-versed in international labor regulations to assist their clients with cross-border employment matters.
• Consulting Firms: HR and compliance consulting firms seek individuals who can provide guidance to businesses looking to expand their operations overseas while staying compliant with local labor laws.
• Government Agencies: Government departments responsible for labor and employment regulations may hire experts to help shape policies or enforce compliance.
• International Organizations: Organizations such as the International Labour Organization (ILO) and regional labor associations may need professionals with a deep understanding of labor laws across multiple jurisdictions.
• Human Resources Departments: In companies operating in multiple countries, the HR department requires specialists who can manage global workforce matters, ensuring compliance with relevant laws.
• Nonprofit Organizations: NGOs working to protect workers' rights and improve labor conditions globally might seek professionals knowledgeable about international labor laws.
• Academic Institutions: Universities and educational institutions offering courses in law, human resources, or international business may require educators who can teach the complexities of international labor laws.
• Trade and Industry Associations: Organizations representing various industries may employ experts to provide insights on labor law compliance specific to their sector.
• International Business Development: Companies looking to expand their operations globally need professionals who can ensure compliance with local labor laws as they establish their presence in new markets.
• Compliance and Ethics Departments: Corporations prioritize compliance with labor laws and ethical standards; professionals in compliance roles are essential to maintain organizational integrity.
• Global Employment Agencies: Agencies specializing in international placements might need experts who can match skilled professionals with job opportunities in different countries while ensuring legal compliance.
• In-house Legal Teams: Large corporations with legal departments may require specialists in international labor laws to guide their employment-related legal matters.
• Labor Unions and Employee Advocacy Groups: These organizations may benefit from professionals who understand both local and international labor laws when negotiating for better working conditions.

Here are 10 initiatives that HR managers with legal skills can effectively implement to help their organizations:

• Create a compliance framework that works nationwide, no matter where the organization operates or the industry it's in.
• Make and manage the right paperwork with employees, consultants, vendors, and others to reach the organization's goals.
• Develop specific policies that fit the organization's needs.
• Learn how to handle disciplinary actions properly and apply appropriate consequences for rule violations.
• Deal with inspections and respond to any notices from authorities.
• Address the concerns and demands of trade unions in an efficient way.
• Use strategies to lower the risk of employment-related legal issues and prevent trouble with labor departments.
• Keep thorough records, brief lawyers, and support them in employment and labor law cases.
• Put in place and manage Corporate Social Responsibility (CSR) budgets, policies, audits, and reporting.
• Plan, implement, and oversee compensation and benefits while following laws related to Employee Stock Ownership Plans (ESOPs), Sweat Equity, director's pay, and severance packages if you're in an HR director role.

What kind of recruitment and placement support will I get?

• Unique Training Method: We're the sole organization in India offering comprehensive, exercise-based courses.
• Employer Recognition: Many leading employers, law firms, and companies actively seek our high-performing students.
• Career Opportunities: Success in our courses can lead to job placements, internships, and assessment internships in esteemed law firms, with renowned lawyers, and various companies.
• Empowering Learners: We focus on empowering learners with not just knowledge and skills, but also real-world opportunities.
• Dedicated Support Team: Our dedicated team is here to assist you with placements, internships, and freelance opportunities.
• Proven Success: Between April 2021 and June 2023, we've helped over 21,000 students secure job and internship opportunities.
• Media Recognition: Our achievements have been featured in respected media outlets like The Hindu, Business World, and India Education Diary.
• Impressive Value: Our students have secured over Rs. 2.7 Crore (USD 330,000) worth of work, with records of INR 30 LPA (USD 37,500) domestically and INR 50 LPA (USD 62,500) internationally.
• Comprehensive Support: From day one, our placement team guides you in setting goals, crafting standout CVs, enhancing interview skills, and supporting your critical first month on the job or during an internship.
• Trusted Recruiters: We've built strong collaborations with recruiters who prefer hiring our well-trained students.
• Competitive Edge: Partnering with us gives you an edge in the job market and opens doors to exciting career prospects.

What is unique about this course?

• We offer a unique labor, employment, and industrial law course in India.
• Unlike other programs, our course goes beyond compliance and covers practical skills like drafting, disciplinary proceedings, and inspection readiness.
• You'll gain practical knowledge equivalent to a junior employment lawyer with 1-2 years of experience.
• We cover the four new Labor Codes, including the Code on Wages, Industrial Relations Code, Code on Social Security, and Occupational Safety, Health, and Working Conditions Code.
• Completion of all exercises is mandatory for certification, requiring 8-10 hours per week.
• Personal attention and coaching from trainers, with individual feedback.
• Opportunities to publish articles and develop an online presence.
• Suitable for in-house counsels, labor lawyers, and CS professionals.
• Learn to attract clients through platforms like LinkedIn, Facebook, and freelancing sites.
• Intensive course with interactive classes, detailed feedback, and multiple support mechanisms.
• Develop writing skills with six assignments, and potential publication on iPleaders blog for portfolio enhancement.

Can I get remote freelance work after doing this course?

At LawSikho, we have two types of students: those who already possess good legal skills and those who are in the process of learning. We believe in enabling our learners to start earning from their knowledge without delay.

For students with professional-level legal skills, we offer opportunities in contract drafting, data & privacy, international business law, US immigration law, litigation support, and international IP law work.

However, we understand that acquiring professional-level skills takes time. For those who are still developing their legal skills, we provide alternative work opportunities such as writing articles, conducting research, legal transcription, data entry, law firm administration, social media management, and more. Some students even engage in tasks like voice-over work, data compilation, translation, and virtual assistance.

We have established a dedicated team that actively pitches to organizations in the US to help LawSikho students find remote work.

We have set up a US entity to bridge the trust gap between US legal professionals and an organization operating from India.

We focus on getting learners their first three clients, guiding them in crafting impressive proposals. By the time they secure these initial clients, learners become well-adjusted to the process and can independently attract more clients.

They build their CVs and profiles with real work experience and testimonials, opening doors to numerous opportunities.

Getting started is often the hardest part, but at LawSikho, we make the process frictionless. We have witnessed law students earning well over $1000 per month.

Some students have earned $500 in their first month as a side gig. We have students who, after a year, now earn $10,000 per month. While some may start with $300, they make progress by learning new skills, improving their profiles, and pitching for higher-paying work.

Between April 2021 and June 2023, we created over 21000+ opportunities for our learners, resulting in thousands of students securing freelance work. The total value of work secured amounts to over $3,30,000 (Aprox INR 2.7 Crore). Additionally, hundreds of individuals found employment, and secured internships.

Please note that these numbers represent the initial gigs facilitated directly by us or those on which we actively collaborated with the learners. Students have also secured additional work beyond our tracking.

How will you clear my doubts and help me if I am struggling to understand or learn a concept?

• In our live classes, you can ask questions, share your screen, receive personal feedback, and have your doubts cleared.
• If you need more help after getting feedback on an assignment or want career advice, you can schedule a private one-on-one call. Our evaluators and mentors are here to assist you and give you advice that's tailored to your needs.

Money-back guarantee

If you take this course, follow it diligently for a month, do all the exercises but still do not find value in it, or not able to understand or follow it or not find it good for any reason, we will refund the entire course fee to you. It is a 100% money-back guarantee with only one condition, you must pursue it properly for a month. If you don’t find it valuable after that, get your entire money back. All refund claims are subject to strict compliance with the refund policy here.

View Refund Policy

Specific Learning Objectives

• Learn how to navigate the maze of overlapping central and state laws and notifications
• Identify how to maintain simplified record-keeping systems and claim exemptions for SMEs
• Learn how to identify risks and draft customized organizational policies for risk mitigation
• How to map the risk of liability for directors and managers for labour law violations in any organization
• How to create an organization-specific risk-minimization strategy in respect of labour law violations
• How to create an organization-specific risk-minimization strategy in respect of labour law violations
• How to implement an internal labour audit framework to minimize risk
• How to deal with employees who steal valuable organizational data
• How to enforce a breach of confidentiality by an employee or consultant
• How to deal with employees who start competing businesses with team members
• How to proceed against an employee who is in double employment
• How to take action against a manager for violation of the Code of Conduct
• How to draft a contract of apprenticeship or a NEEM Trainee
• How to customize an appointment letter for an employee
• How to draft an employment contract for a manager
• How to draft a fixed-term employment contract
• How to draft and submit standing orders for certification
• How to amend certified standing orders
• How to minimize risk while engaging contractors for the supply of labour
• How to structure contracts and work orders for the supply of contract labour
• How to structure effective retention bonuses for employees
• How to deal with pending salaries, workmen’s dues and other amounts during insolvency.
• Learn how to draft and issue show-cause notices for misconduct
• Process of conducting disciplinary inquiries
• How to impose a fine on a delinquent employee
• How to draft letters of termination for disciplinary reasons
• How to terminate employees on medical grounds and discharge simpliciter
• How to draft exit memos to minimize legal risks from an exiting employee
• Learn how to draft various employment policies and obtain employee consent for employment handbook
• How to deal with illegal strikes and unfair labour practices
• How to handle labour disputes under the Industrial Disputes Act
• Implement best practices on dealing with labour for management when a dispute is referred to a labour court
• How to draft bipartite and tripartite settlement agreements in industrial disputes
• How to execute a transfer of workforce in case of an M&A transaction
• How to implement ESOP Plans to incentivize employees
• Tax issues in secondment arrangements with foreign companies
• FDI regulations for ESOPs to foreign employees
• How to and deal with notices for non-compliance with various labour laws
• How to prevent ex parte orders against the organization
• How to respond to regulatory show-cause notices
• Learn how to draft customized organization-specific policies
• How to obtain acceptance for various applicable policies and employee handbook
• How to protect confidential data of the organization through policies for external consultants, apprentices and interns
• How to implement organization-wide anti-sexual sensitization programs for different types of the workforce and external consultants
• How to handle sexual harassment complaints and conduct inquiry
• How to implement organization-wide sensitization plans
• Models for engagement of external experts in the organization
• How to prepare a documentation docket and other compliance frameworks for ICC
• How to issue various notices on behalf of ICC
• How to draft a legally valid decision and issue recommendations of ICC

List of Weekly Exercises

• Identify applicable labour laws for different branch offices of your organization
• Prepare a labour law compliance calendar
• Maintain unified registers for a small enterprise and identify applicable exemptions
• Determine working hours, overtime, holidays, leaves and other facilities to be provided to your team as per the Shops and Establishments Act
• Draft an Appointment Letter as per a state-level Shops and Establishments Act
• Identify working conditions to be provided to Apprentices, NEEM Trainees, Interns, Consultants, Factory-Workers, Contract Labourers
• Identify compliance requirements under the Payment of Gratuity Act
• Identify the grounds on which differential remuneration can and cannot be paid under Indian law to employees
• Draft key restrictive clauses in an Employment Agreement and in a contract with a contractor
• Prepare Standing Orders for workmen in a factory
• Identify the working conditions to be provided to contract labourers by the principal employer
• Draft a Consultancy Agreement for the appointment of a consultant
• Create a chart for compliance with the Employees State Insurance Act
• Determine when you can/ cannot engage child labour in a factory
• Determine eligibility requirement for statutory bonus, calculation and computation of liability for your organization
• Prepare a checklist to check compliance of a contractor with the Contract Labour Act
• Select whether to hire consultants, employees, contract-workers or fixed-term employees in different scenarios
• Draft amendments to media policy and Whistleblowers’ Policy and identify the procedure to obtain employee consent
• Prepare a compliance process document for your organization to comply with Maternity Benefit Act (as amended in 2016)
• Prepare a Maternity Benefit Act compliance audit checklist
• Prepare a list of actions to be taken to comply with the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
• Identify steps to be taken in case of a violation of a provision of employees’ code of conduct
• Draft and issue a show-cause notice to an employee for violation of an applicable condition under standing orders
• Draft and issue a show-cause notice to an employee for violation of a provision under the organization’s Code of Conduct
• Identify the steps in a disciplinary proceeding against a delinquent employee
• Levy a fine for employee misdemeanour and non-performance
• Draft order of dismissal for misdemeanour/ violation of standing orders/ organizational policies
• Draft a notice for termination of an arrangement with a consultant for convenience and for breach
• Prepare an Exit Memo
• Prepare an organizational strategy for a government inspection/ raid
• Identify key terms of a labour-management settlement
• Identify possible steps to address labour unrest at a factory
• Determine whether a strike in your factory is legal or not
• Identify which officers are legally responsible for a factory accident
• Draft a bipartite and tripartite settlement agreement between workers’ trade union and employer
• Draft an Anti-Sexual Harassment Policy for your organization (including new amendments where you subsequently identify gaps in the policy)
• Create an Internal Complaints Committee and prepare a notice for employees
• Prepare a sensitization PPT and implement an anti-sexual harassment sensitization plan for employees in your organization
• Identify the ICC’s role and next steps for an inquiry once a complaint is filed
• Identify interim measures and punishments that the ICC can award if the respondent is guilty or if a false complaint is filed.
• Identify responsibilities of directors, occupiers, managers and other officers for key labour law violations
• Comply with obligations under the Employee State Insurance Act
• Exercises on Consequence of Violation of Labour Laws 
• Exercises on Legal Obligations Other Than Maintenance of Simplified Registers and How Action for Labour Violations Can be Initiated 
• Drafting a show-cause notice and requirements of natural justice
• Draft an inquiry report and daily order sheet 
• Exercises on the Maternity Benefit Act
• Draft Amendments to Standing Orders and Prepare an Internal Advisory Note on Compliance Strategy
• Identify the hierarchy of labour courts and create a vendor diligence checklist
• Exercise on How to draft a Manpower Supply Agreement
• Exercise on How to draft a Contract of Apprenticeship
• Exercises on Disputes under Payment of Gratuity, Provident Funds, ESI and Civil Suits
• Exercises on Disputes under the Industrial Disputes Act, Standing Orders Act and Payment of Wages Act
• Exercise on Code on Wages 
• Identify the appropriate forum and appellate authority for a labour dispute
• Draft Executive Employment Agreements
• Exercise on Enforceability of Restrictive Covenants Incorporated in Employment Contracts
• Exercise on Trade Union Disputes
• How to draft an appeal and a writ petition in labour matters
• Exercise on Employees Stock Option Plans (ESOPs)
• Exercise on Profession Tax Registration & Compliance
• Exercise on Code on Wages (Central) Rules
• Exercise on Industrial Relations Code Bill
• Exercises on Drafting a briefing note on the transfer of workmen and a transfer letter
• Exercises on Drafting a notice to the contractor and an inquiry report
• Exercises on Create a process for inspection preparedness for your factory/office
• Exercises on Pension and Provident Funds Contribution
• Exercises on Engagement of Minors to Work and Drafting of a Response to a Labour Authority
• Exercises on Termination of Employment
• Exercises on Drafting of an Employment Policy
• Exercises on POSH Act: Applicability, Key Definitions and Difficult Scenarios
• Exercises on implementation of confidentiality, redressal timelines & ICC’s recommendations under POSH Act
• Exercises on Inter-State Migrant Workmen and Building and Other Construction Workers Act 
• Exercises on drafting and validity of employment bonds, non-solicit and non-compete clauses
• Exercise on limits of remuneration payable to directors of companies, severance compensation, clawback clauses and regulation of related party transactions.
• Exercises on implementation of Corporate Social Responsibility at work

Plus article writing exercises (1 per month)

(We will guide you on how to write. Articles will be published on iPleaders blog if they are of publishable quality.) 

Plus Career building and networking exercises (1 per week)

Certification

Certificate cobranded by Skill India + NSDC

This course is recognized by the National Skill Development Corporation, a PPP under the Ministry of Skill Development and Entrepreneurship of the Government of India.

You will receive a certificate cobranded by NSDC and Skill India on successful completion. This is how the certificate from NSDC and Skill India will look as per the current applicable format (may change as per the approval authorities):

Sample Certificate