The 3 April 2025 judgment settles a long-contested question on gratuity eligibility. Establishments with fixed-term headcount above 10 must review provisioning immediately.
A structural error in wage definitions creates significant PF and bonus liability — the product of restructuring done without specific labour law guidance.
Compensation architecture that ignores OSH Code provisions on working hours creates parallel liability. This note walks through the diagnostic sequence.
The IR Code raises the threshold for prior government permission before retrenchment from 100 to 300 workers. Organisations between 100 and 500 workers are most affected.
A portfolio company placed a CHRO from an FMCG background into an organisation with significant statutory compliance complexity. The 4C Assessment identified the exposure.
Most HR audits delivered to Indian mid-market organisations describe what is observed. Very few quantify the cost of the gap. The difference matters when a CFO is deciding what to fund.
When the system that should protect you becomes the system that fails you. What a landmark workplace case reveals about HR governance failures across Indian organisations.
The 47-point checklist MintSkill uses during pre-audit preparation for Code on Wages compliance. Covers wage definition, floor wage, bonus, and payroll alignment.
The confusing duality of "Previous Year" and "Assessment Year" is gone — replaced by a single Tax Year. What HR directors and founders must know for payroll and structuring.
IR Code changes for organisations between 100 and 500 workers, and what leadership teams should be doing before any restructuring decision is made.
Establishments must review provisioning before 30 June 2025, especially where fixed-term staffing has expanded over the last two cycles.
The sequence MintSkill applies before any OSH audit engagement, including wage mapping, attendance review, and working-hours risk analysis.