Protection for the company that doesn’t make staff feel like suspects
Legally sound, genuinely usable HR foundations. Handbooks, POSH readiness and labour-law alignment that protect the company and keep your people safe.
Most policy documents fail in one of two ways. Either they don’t exist, and you find out during a dispute or an inspection. Or they exist as a 60-page file written in legalese that sits in a folder nobody opens, so when something actually happens, no one knows what to do.
We build the foundation properly, with our compliance partners, so it’s legally sound and genuinely usable. Clear enough that an employee knows what to do when it matters, firm enough that the company is protected when it counts. Policies that work in real life, not just on paper.
What we put in place
An employee handbook people can actually read
The rules and the reasons, in plain language, so people use it instead of guessing.
Leave, attendance and conduct policies
The everyday policies that prevent most disputes, written clearly and applied consistently.
POSH readiness
Full setup for the Prevention of Sexual Harassment law: policy, Internal Committee, training and reporting, so you’re compliant and, more importantly, safe.
A fair disciplinary process
A defined, documented way to handle issues, so action is fair to the employee and defensible for the company.
Clean employment documentation
Offer letters, contracts and exit paperwork that hold up, with no awkward gaps.
Labour-law alignment
Your practices checked against the laws that apply to you, including the new labour codes, so you’re not caught off guard.
Manager guidance for hard moments
Short playbooks for sensitive situations, so managers act correctly under pressure instead of improvising.
An example of what you’ll get: a compliance register and POSH checklist
You get a single view of what exists, what’s missing, who owns it, and when it was last reviewed. No more hoping you’re covered.
POSH readiness, in plain terms:
- A written POSH policy that employees have actually seen and acknowledged.
- A properly constituted Internal Committee, including the required external member.
- Annual awareness training for staff and specific training for the committee.
- A clear, confidential way to raise a complaint, and the annual filing done on time.
Is this you?
- You’re building HR from scratch and want the foundation laid correctly the first time.
- You’re worried about compliance gaps but aren’t sure exactly where they are.
- You’re expanding across locations and your policies need to keep up.
- Your policies are outdated, unfriendly, or written in language nobody understands.
Frequently asked questions
What does HR compliance in India involve?
It means your employment practices line up with the laws that apply to you: wage and working-condition rules, the Prevention of Sexual Harassment (POSH) law, state Shops and Establishments rules, and the new labour codes. Getting this right protects the company from disputes, penalties and reputational damage.
What is POSH compliance and is it mandatory?
POSH refers to the Prevention of Sexual Harassment of Women at Workplace law. Any workplace above the defined size must have a written policy, a constituted Internal Committee, regular awareness training, and an annual report. It’s a legal requirement, and beyond that, it keeps your people safe.
Do we really need a written employee handbook?
Yes. A clear handbook prevents the bulk of everyday disputes by setting shared expectations up front. When something does go wrong, having a documented, consistently applied policy is what protects the company. Just as important, a readable handbook tells employees you’ve thought about them.
Can you make our policies legally sound for India specifically?
Yes. We work with compliance partners and design everything around Indian law, including the labour codes, POSH and applicable state rules, rather than adapting a generic global template that misses local requirements.
Related services: Fractional CHRO and Hiring Systems.
Better people decisions.
Not sure where your compliance gaps are?
A People Risk Audit maps your exposure across policy, POSH and labour-law alignment.