India

Date: 1 June 2026 Introduction India’s insurance sector has grown rapidly over the past two decades, with various reports indicating a compounded annual growth rate of approximately 17% during this period[[1]]. In the last financial year alone, the industry recorded total premium income of approximately USD 82.49 billion[[2]] and it is expected to continue growing at around 7.1% annually over the next five years, well above broader market averages[[3]]. This expansion has brought renewed focus to “insurtech”, that is, the use of technology across the insurance value chain to improve distribution, underwriting, servicing, claims management, and customer experience. Reflecting this shift, Insurers are integrating technology more deeply into their operations, while the Indian insurance regulator (the IRDAI) has progressively encouraged technology adoption with the broader objective of increasing insurance penetration. The Indian insurtech market, estimated at USD 0.90 billion in 2024, is projected to grow to USD 11.90 billion by 2033, at a compound annual growth rate of 29.1% during 2025–2033. The IRDAI has, over the years, actively encouraged the adoption of technology across the sector with the broader objective of increasing insurance penetration in the country. Likewise, the insurance industry is increasingly embracing technology to expand its market share and tap into underserved/untapped segments. This article discusses insurtech developments so far and what may be expected next as the Indian insurance sector moves from initial digitisation and sandbox-based experimentation towards deeper structural integration of technology across insurance operations. Regulatory Approach The development of insurtech in India has not been driven by a single regulatory circular or guideline, but by a gradual shift in the IRDAI’s approach to technology adoption across the insurance sector. In broad terms, the first phase was one of digital enablement, where the focus was on building foundational infrastructure and allowing basic online distribution and servicing. This was followed by a phase of controlled experimentation, where the regulatory sandbox framework enabled testing of new products and technology-led models. Thereafter, the focus moved towards digitising operations and the development of common digital infrastructure for the sector. The next phase, which is now beginning to emerge more clearly, is likely to centre on interoperability, AI-led decision-making, data governance, cybersecurity, and principle-based regulatory oversight. Phase I: Building the Digital Foundation (2011–2017) During its initial approach, the IRDAI largely acted as an enabler. At this stage, technology was being introduced primarily to facilitate access, efficiency, and standardisation, rather than to reshape insurance products or underwriting models themselves. The IRDAI first laid down the digital base for the sector by introducing the concept of Insurance Repositories in 2011 which enabled policyholders to open e-insurance accounts and store their insurance policies electronically[[4]]. This was followed by the IRDAI, in 2016, requiring Insurers to issue certain insurance policies in electronic form[[5]]. Notably, during this period, the IRDAI laid the foundation for digital distribution by introducing Insurance Web Aggregators in 2013, a new form of intermediary that maintains websites for providing product information, price comparisons, and related services across Insurers. At this stage, the IRDAI mainly focused on creating a foundational digital infrastructure for the sector, and the use of technology by insurance sector, specifically Insurers, was largely limited to meeting regulatory requirements rather than driving wider innovation. Thereafter, building on this, the IRDAI in 2017, enabled all Insurers and intermediaries to set up websites and/or mobile applications for selling and servicing insurance policies online, similar to e-commerce platforms[[6]]. In this context, the IRDAI issued comprehensive guidelines on information and cybersecurity for the safe adoption of technology[[7]]. These developments coincided with the emergence of digital-first Insurers, with the IRDAI granting licences to entities such as Acko and Digit, reflecting a gradual shift from traditional insurance models towards technology being embedded within insurance operations themselves. Phase II: Innovation through the Regulatory Sandbox Having first established this digital base, the IRDAI’s approach then shifted from enabler to controlled gatekeeper. Rather than allowing unrestricted experimentation, the IRDAI chose to create a controlled environment for Insurers and intermediaries to test products that may not fully comply with the existing framework. This marked an important shift, because technology was no longer being used merely to digitise the existing processes, but to test new ways of underwriting, distributing, and servicing insurance. The IRDAI introduced the regulatory sandbox framework in 2019[[8]], for the safe testing of new innovative solutions that were gradually introduced into the market. The IRDAI had first released a discussion paper on telematics in early 2017[[9]], followed by the constitution of a working committee later that year to study the broader insurtech landscape[[10]]. The committee, inter alia, recommended the need to test wearable/portable devices insurance products within the sandbox environment. This was soon reflected in multiple sandbox applications, particularly for motor insurance segments[[11]], where proposed motor insurance products used telematics devices to price premiums based on driving behaviour, distance driven, time of day, braking patterns, acceleration etc. These developments ultimately paved the way for the IRDAI’s decision in July 2022 to formally permit usage-based insurance products (both Pay-As-You-Drive and Pay-How-You-Drive), as add-ons to the Own Damage motor insurance policies[[12]]. Similarly, sandbox applications were dominated by wearable-linked health insurance offerings, where devices were used to track wellness and manage chronic conditions enabling Insurers to provide personalised premiums and rewards for healthy behaviour. Under this framework, the industry tested and received IRDAI approval for a wide range of innovations, such as, women-led door-to-door distribution models, premium-financing models, digital wallets for insurance premiums, and various simplified/parametric insurance products. The sandbox framework was subsequently expanded to allow testing of hybrid products and services falling within the remit of one or more financial sector regulators[[13]]. This assumed added relevance at a time when reforms to the Insurance Act 1938 were also being considered to permit Insurers to undertake certain non-insurance business activities as well[[14]]. Phase III: Digitisation of Operations and Insurance Systems In this phase, the IRDAI shifted from permitting innovation to building a more standardised digital infrastructure for the sector. The focus during this phase was not merely on permitting innovation, but on embedding digital processes within existing insurance operations by enabling remote on-boarding, consent-based data sharing, common digital infrastructure, and broader digital servicing requirements across the sector. For instance, in 2020, the IRDAI introduced Video-Based Identification Process for onboarding and KYC process[[15]] as well as dispensed the requirement for Life Insurers to obtain wet signature on the proposal form, enabling a full digital onboarding process[[16]]. This remote onboarding framework has also assumed significance for entities operating in the International Financial Services Centre (“GIFT City”), where the IFSCA has permitted video-based identification process to facilitate global customer acquisition, including for onboarding Non-Resident Indian (NRI) customers in specified jurisdictions[[17]]. Similarly, the IRDAI, through its circulars of 2022 and 2023[[18]], allowed Insurers and Insurance Repositories, to participate in the RBI’s Account Aggregator framework enabling them to securely access and share customer financial data, such as bank balances, insurance policies, and investments, with explicit consent, for faster onboarding, personalised products, and data-driven insurance solutions. In addition, the IRDAI, acknowledging the fast growing use of drones in the insurance sector (including for crop surveys and related applications), constituted a working group in early 2020 to examine insurance coverage for drones[[19]], and the working group issued its recommendations later that year[[20]]. The working group’s recommendations reflected a broader regulatory recognition that new technology would not only transform insurance operations, but also create demand for new and specialised insurance products and underwriting models. This assumes practical significance in light of the Director General of Civil Aviation (DGCA) mandate[[21]] that all drones maintain valid third-party insurance. Since then, the IRDAI has also formalised the above recommendations and encouraged General Insurers to design and offer specialised drone insurance products, and prescribed a standardised product structure containing third-party liability cover[[22]]. Alongside these efforts to enable technology adoption, the IRDAI continued strengthening its information security and cybersecurity framework. What initially began in 2017 as a framework applicable to Insurers was subsequently extended to insurance intermediaries, and later comprehensively revised by way of the IRDAI’s Information and Cyber Security Guidelines 2023, and mandate comprehensive protocols to safeguard data confidentiality and ensure continuous system integrity. Most recently, as part of its regulatory overhaul in 2024, the IRDAI reinforced the importance of technology adoption by mandating electronic issuance of all insurance policies and encouraging end-to-end digital systems for policy issuance, servicing, and grievance redressal[[23]]. Further, the IRDAI has introduced norms for setting up an insurance electronic marketplace known as “Bima Sugam”, intended to serve as a unified digital platform facilitating, inter alia, the purchase, sale, and servicing of insurance policies, settlement of insurance claims, grievance redressal, and other related insurance services involving Insurers, insurance agents/intermediaries, consumers, and other permitted participants. The Bima Sugam platform is intended to function as the digital infrastructure for the broader “Bima Trinity” initiative, which also includes “Bima Vahak”, a women-centric distribution force using handheld digital devices to facilitate policy issuance and claims servicing directly through the Bima Sugam platform, combining both the intended last-mile distribution and the centralized digital marketplace. Notably, this marked a shift by the IRDAI from merely enabling digital adoption to actively mandating it. In addition, the IRDAI allows Insurers to incur additional expenditure over and above the regulatory limit on expenses of management, specifically towards insurtech initiatives[[24]]. By this stage, the regulatory role has moved well beyond that of an enabler and towards establishing a uniform digital framework. Phase IV: What’s Next? In this emerging phase, the regulatory focus is expected to shift towards the supervision of AI-led decision-making, interoperability across financial sector frameworks, data governance, cybersecurity, explainability, and accountability. In that sense, the IRDAI is likely to increasingly assume the role of a technology governor rather than merely an enabler of digitisation. The Indian insurance sector, driven by the IRDAI’s continued push for digitisation and digitalisation, is expected to move from front-end technology upgrades to deeper structural and process transformation. As most Insurers and intermediaries have already built, or are in the process of building, end-to-end digital infrastructure across the insurance value chain, usage-based and behaviour-based insurance models are also expected to increasingly move from pilot or niche offerings into more mainstream products, thereby fundamentally reshaping how risks are priced, monitored, and managed. In this next phase, the focus is expected to shift from the mere digitisation of existing workflows towards addressing core business and regulatory challenges through emerging technologies such as artificial intelligence (“AI”). With the rapid advancement of AI, aspects such as underwriting, claims processing, fraud detection, customer servicing, and grievance management are all likely to witness full-scale AI integration across decision-making verticals, evolving from being a part of initial regulatory sandbox experiments to compliant market offerings. While such adoption is being actively explored across the industry, it is also likely to give rise to significant regulatory and governance concerns. Both the insurance industry and the IRDAI have expressed concerns around bias, opacity, accountability, and explainability in AI-driven decision-making, particularly where models are trained on historical datasets that may perpetuate or amplify discriminatory outcomes. The evolving jurisprudence on data security and cybersecurity is set to influence how Insurers deploy AI and other emerging technologies. For Insurtech models reliant on collecting granular personal data, including telematics, health, behavioural, or financial data, compliance with the statutory Digital Personal Data Protection Act 2023 (DPDP Act) will also be critical. The DPDP Act introduces specific obligations for data fiduciaries, including the role of Consent Managers and the necessity for data flow mapping, and there are substantial penalties for non-compliance. Equally, the IRDAI has already demonstrated through its cybersecurity framework and enforcement actions that technology adoption cannot come at the expense of data governance, confidentiality, cyber resilience, and accountability. The regulatory emphasis, therefore, is likely to be not only on enabling innovation, but on ensuring that new technology-led business models remain secure, auditable and capable of regulatory supervision. In this context, the IRDAI’s order of 25 July 2025 imposing a monetary penalty of Rs. 3.39 crores on an Insurer[[25]] for deficiencies in data safeguarding and cybersecurity controls serves as a clear enforcement signal to the industry. Having said that, these digital upgrades are also expected to help Insurers tap previously underserved or underwritten segments, such as cyber risk, climate-driven losses, ageing populations, and chronic illness, where protection gaps have historically been large due to either lack of data, underwriting appetite, or overall complexity. The sector in 2026 appears to be moving beyond digitisation as a matter of convenience, and towards technology becoming a structural feature of how insurance products are designed, distributed, underwritten, serviced, and regulated. The content of this article is intended to provide a general guide to the subject matter. Specialist advice should be sought about your specific circumstances. Authors Anuj Bahukhandi (Partner) and Priti Singh (Senior Associate) For further information on this topic please contact Tuli & Co T: +91 11 4593 4000, E: [email protected], or W: www.tuli.co.in [1]             Please see: https://www.ibef.org/industry/insurance-presentation. [2]             ibid. [3]             Please see: https://www.swissre.com/institute/research/topics-and-risk-dialogues/economy-and-insurance-outlook/india-insurance-market-growing-fast-build-resilience.html. [4]             The IRDAI’s guidelines on “Insurance Repositories and Electronic Issuance of Insurance Policies” of 29 April 2011 as, updated on 29 May 2015. [5]             IRDAI (Issuance of e-Insurance Policies) Regulations 2016. [6]             The IRDAI’s Guidelines on Insurance E-commerce of 9 March 2017. [7]             The IRDAI’s Guidelines on Information and Cybersecurity for Insurers of 7 April 2017. [8]             The IRDAI (Regulatory Sandbox) Regulations 2019; and now see the IRDAI (Regulatory Sandbox) Regulations 2025, notified on 1 January 2025. [9]             The IRDAI’s Discussion Paper on Telematics and Motor Insurance of 3 August 2017. [10]           The IRDAI’s order on “Constitution of a Working Group to examine ‘Innovations in insurance” of 7 December 2017. [11]           IBEF, Opportunity for Fintech in the Indian Insurance Industry, accessible at https://www.ibef.org/blogs/opportunity-for-fintech-in-the-indian-insurance-industry [12]           IRDAI’s circular on “Introduction of new add-ons in Motor Insurance” of 5 July 2022. [13]           The IRDAI’s circular on “Inter-operable Regulatory Sandbox: Standard Operating Procedure” of 12 October 2022. [14]           Please note that while (i) the 2022 draft Bill proposed allowing Insurers to distribute “financial products” which may have potentially included products such as mutual funds and loans, and (ii) the subsequent 2024 draft Bill revised this to permit listed ancillary activities (and such other business as may be notified by the Central Government), the 2025 version, as finally enacted, does not permit any such non-insurance business. [15]           IRDAI’s circular on “Video Based Identification Process (VBIP)” of 18 September 2020. [16]           IRDAI’s circular on “Dispensing with physical signatures on proposal forms” of 11 November 2020. [17]           The IFSCA, through its circular of 31 October 2025, introduced the Video-based Customer Identification Process, as part of its AML/CFT/KYC framework, for NRI customers residing in the USA, Japan, South Korea, the UK, Canada, the UAE, Singapore, Australia, and the EU (excluding Croatia). [18]           IRDAI’s circular on “Participation in Account Aggregator Framework” of 14 November 2022, and circular on “Participation in Account Aggregator (AA) Framework as Financial Information User” of 3 November 2023. [19]           IRDAI’s order on Working Group for insurance of Remotely Piloted Aircraft System (RAPS)/Drone Technology of 24 June 2020. [20]           IRDAI’s Report of Committee on Remotely Piloted Aircraft System (RPAs) / Drone Technology of 12 August 2020. [21]           The Ministry of Civil Aviation notified the Draft Unmanned Aircraft Systems Rules 2020 which were subsequently formalised as the Unmanned Aircraft Systems Rules 2021. [22]           IRDAI’s circular on “Product Structure for Insurance of Remotely Piloted Aircraft System (RPAS)/Drones” of 11 February 2021. [23]           The IRDAI (Protection of Policyholders’ Interest, Operations and Allied Matters of Insurers) Regulations 2024 along with the IRDAI’s “Master Circular on Operations and Allied Matters of Insurers” of 19 June 2024 and IRDAI’s “Master Circular on Protection of Policyholder’s Interests” of 5 September 2024. [24]           The IRDAI (EOM including Commission) Regulations 2024. [25]           IRDAI Press Release dated 25 July 2025 in relation to the order passed in the matter of M/s Star Health and Allied Insurance Co Ltd.

Pursuant to notifying and bringing the consolidated Labour Codes (“Codes”) into implementation on 21 November 2025, the Ministry of Labour and Employment, Government of India, has now taken the next decisive step. On 8 May 2026, the Ministry formally notified the Central Rules under each of the four Codes i.e., the Code on Wages, 2019; Code on Social Security, 2020; Occupational Safety, Health and Working Conditions Code, 2020; and Industrial Relations Code, 2020[1]. THE ESSENCE OF LABOUR CODES The significance of these Codes lies not merely in their legislative novelty but in their transformative impact on the employer–employee relationship, corporate compliance frameworks, and India’s positioning in the global investment landscape. For decades, labour regulation in India was characterized by fragmentation i.e, twenty‑nine separate statutes, each with its own definitions, procedures, and compliance requirements. This multiplicity created uncertainty, duplication, and litigation. The Codes resolve this by consolidating the law into four comprehensive codes as named above. Previously, employers and practitioners had to navigate overlapping provisions across multiple Acts i.e., the Factories Act, Payment of Wages Act, Industrial Disputes Act, Employees’ Provident Fund Act, and many more. The Codes consolidate these into four instruments, reducing duplication and contradictions. This makes compliance more predictable and manageable for corporates. The Codes are aligned with India’s broader agenda of ease of doing business. By streamlining registration, reporting, and dispute resolution, they reduce transaction costs for businesses. For example, electronic registration under the Occupational Safety, Health and Working Conditions Code, 2020 (“OSHW Code”) and uniform standing orders under the Industrial Relations Code, 2020 eliminate procedural bottlenecks. Further, the Codes are aligned with India’s broader reform agenda. By streamlining registration, reporting, and dispute resolution, they reduce transaction costs for businesses. The notified Labour Codes are not merely instruments of simplification; they are also designed to strengthen labour welfare and protection in ways that were absent under the earlier fragmented statutes. The Code on Wages, 2019 introduces the concept of a universal minimum wage, ensuring that every worker across sectors is entitled to a statutory floor of remuneration. The Social Security Code, 2020 extends coverage to previously unrecognized categories such as unorganized workers, gig workers, and platform economy participants, thereby acknowledging the realities of India’s evolving labour market. The Industrial Relations Code, 2020 enhances the framework for collective bargaining and dispute resolution, providing trade unions with an improved mechanism for conciliation and adjudication. Meanwhile, the OSHW Code establishes a single registration portal i.e., Shram Suvidha Portal[2], for establishments and codifies welfare facilities for employees and workers, thereby harmonizing safety and welfare standards across industries. Together, these provisions reflect a deliberate policy choice to modernize India’s labour regime while embedding stronger protections for workers. For corporates, this means that compliance is no longer limited to procedural adherence but extends to substantive obligations in wage transparency, social security, dispute resolution, and workplace safety. The Codes thus recalibrate the balance between ease of doing business and social justice, positioning India’s labour law framework as both investor friendly and worker centric. For fostering digitalization and transparency, the Codes mandate electronic wage payments, online registrations, and digital verification. This reduces scope for arbitrariness and corruption, while creating audit trails that corporates must maintain. The notification of the Central Rules (“Rules”) marks a critical milestone in the Government’s labour law reform agenda, which seeks to rationalize and consolidate numerous existing central labour legislations into a streamlined and technology-driven framework aimed at enhancing ease of doing business, ensuring uniformity in compliance standards, and strengthening worker welfare and social security protections. While the Codes themselves laid down the overarching legislative architecture, the operational and procedural aspects governing compliance, registration, reporting obligations, working conditions, social security contributions, dispute resolution mechanisms, and employer responsibilities were contingent upon the formulation and notification of the corresponding Rules. The newly notified Rules provide substantive clarity on several implementation related aspects, including digitized compliance processes, maintenance of registers and records, licensing mechanisms, wage related compliances, occupational safety obligations, social security administration, and industrial relations procedures. The Rules are also expected to significantly impact employer compliance structures, workforce management practices, contractual arrangements, and governance mechanisms across sectors. Given the breadth and significance of these reforms, establishments operating in India are now required to undertake a comprehensive review of their existing employment, HR, payroll, operational, and compliance frameworks to ensure alignment with the requirements prescribed under the Codes and the newly notified Rules. The developments are particularly relevant for multinational corporations, manufacturing establishments, Global Capability Centres (“GCCs”), IT/ITES entities, and large workforce driven organisations that may require substantial restructuring of internal policies and compliance systems Under the Codes, the “appropriate government” determines whether the Central Government Rules or the respective State Government Rules will apply to an establishment. The Central Government is the “appropriate government” for the following categories of establishments: Railways; Mines; Oilfields; Major ports; Air transport services; Telecommunication establishments; Banking companies; Insurance companies; Central Public Sector Undertakings (“PSUs”); Corporations or authorities established under a Central Act; Establishments operating in more than one State (in certain cases); Any establishment owned, controlled, or managed by the Central Government; and Other establishments specifically notified by the Central Government. Accordingly, such establishments are required to comply with the Central Rules framed under the Labour Codes. It is pertinent to note that several States have already advanced their rule‑making process. States like Arunachal Pradesh and Gujarat have notified their respective State Rules in full. Uttar Pradesh and Punjab have taken a partial approach, notifying certain rules while keeping others open for public consultation. West Bengal by contrast, remains in the drafting stage, having published draft rules for stakeholder comments but not yet finalized the framework. SUMMARY OF THE RULES Code on Wages (Central) Rules, 2026 The Code on Wages (Central) Rules, 2026[3] operationalize the provisions of the Code on Wages, 2019 and establish a uniform framework governing wages, payment mechanisms, bonus entitlements, and related compliance obligations for establishments falling under the Central Government’s jurisdiction. Key Highlights (a) Definition and Components of Wages The Rules provide detailed guidance regarding the calculation of “wages” and prescribe the treatment of exclusions such as bonuses, overtime, conveyance allowance, house rent allowance, and statutory contributions. A cap has been introduced whereby excluded components exceeding the prescribed percentage threshold are required to be added back into wages for statutory calculations. (b) Minimum Wage Framework The Rules prescribe the methodology for fixation and revision of minimum wages, including categorization based on: a. Geographical areas; b. Skill levels; c. Nature of work; and d. Occupational categories.   The Central Government may revise minimum wages periodically based on inflation and cost-of-living indices. (c) Payment of Wages Employers are required to: a. Ensure timely payment of wages within prescribed timelines; b. Make wage payments through electronic mode, bank transfer, or other approved methods; and c. Issue wage slips and maintain prescribed wage records. (d) Bonus Provisions The Rules clarify procedural aspects relating to: a. Calculation of allocable surplus; b. Payment of annual bonus; c. Set-on and set-off mechanisms; and d. Maintenance of registers relating to bonus payments. (e) Gender Equality and Non-Discrimination The Rules reinforce the principle of equal remuneration and prohibit gender-based discrimination in matters relating to wages and recruitment for the same or similar work. (f) Digital Compliance Employers are required to maintain electronic registers, records, and returns in prescribed formats, thereby promoting digitization and ease of compliance. Code on Social Security (Central) Rules, 2026 The Code on Social Security (Central) Rules, 2026[4] provide the procedural framework for implementation of social security benefits under the Code on Social Security, 2020, consolidating multiple existing social welfare legislations relating to provident fund, employee state insurance, gratuity, maternity benefits, gig workers, and unorganized workers. Key Highlights (a) Registration of Establishments and Employees The Rules prescribe: a. Mandatory electronic registration of establishments; b. Aadhaar-linked registration mechanisms for employees and workers; and c. Maintenance of digital records for social security administration. (b) Provident Fund and Pension Compliance The Rules continue the framework relating to: a. Employer and employee contributions; b. Electronic filing and remittance; c. Maintenance of contribution records; and d. Inspections and audits. (c) Employee State Insurance (ESI) Detailed provisions have been prescribed concerning: a. Registration of insured persons; b. Contributions; c. Benefits administration; d. Medical coverage; and e. Compliance obligations for covered establishments. (d) Gratuity and Fixed-Term Employees The Rules clarify gratuity eligibility, including provisions extending proportional gratuity benefits to fixed-term employees without requiring completion of five years of continuous service. (e) Gig Workers and Platform Workers A significant feature of the Rules is the inclusion of: a. Registration mechanisms for gig and platform workers; b. Social security schemes for non-traditional workforce categories; and c. Contribution and funding structures for welfare schemes. (f) Maternity and Other Benefits Procedural provisions relating to maternity benefits, employee compensation, and welfare-related claims have been streamlined under a common framework. (g) Inspector-cum-Facilitator Framework The Rules introduce a compliance-oriented inspection mechanism emphasizing: a. Web-based inspections; b. Electronic reporting; c. Risk-based inspections; and d. Reduced physical interface with authorities.   Occupational, Safety, Health and Working Conditions (Central) Rules , 2026 The Occupational Safety, Health and Working Conditions (Central) Rules, 2026[5] operationalize the OSHWC Code, 2020 and establish a comprehensive framework regulating health, safety, welfare, and working conditions across factories, establishments, contract labour engagements, migrant workers, and other covered sectors. Key Highlights (a) Common Registration and Licensing The Rules introduce: a. A unified registration system for establishments; b. Common licensing mechanisms for factories, contract labour, and inter-state migrant workers; and c. Online application and renewal processes. (b) Health and Safety Standards Detailed standards have been prescribed regarding: a. Workplace safety measures; b. Ventilation, lighting, cleanliness, and sanitation; c. Hazard management; d. Safety committees; e. Occupational health monitoring; and f. Emergency response procedures. (c) Working Hours and Leave The Rules prescribe: a. Maximum daily and weekly working hours; b. Overtime conditions and compensation; c. Weekly holidays; d. Leave entitlements; and e. Record maintenance obligations. (d) Women Employment in All Shifts Women employees may now be employed in all establishments and across all shifts, including night shifts, subject to: a. Consent requirements; b. Safety safeguards, including transportation; and c. Adequate welfare measures. (e) Contract Labour Compliance The Rules rationalize contract labour compliances by: a. Introducing common licensing; b. Prescribing contractor obligations; c. Requiring digital maintenance of records; and d. Clarifying principal employer responsibilities. (f) Inter-State Migrant Workers Special provisions have been included for: a. Registration of migrant workers; b. Journey allowance; c. Welfare facilities; and d. Portability of benefits. (g) Digitization and Inspections The Rules mandate: a. Electronic filing of returns; b. Maintenance of digital registers; c. Web-based inspections; and d. Randomized inspection schemes.  Industrial Relations (Central) Rules, 2026 The Industrial Relations (Central) Rules, 2026[6] operationalize the Industrial Relations Code, 2020 and consolidate the legal framework governing trade unions, industrial disputes, standing orders, layoffs, retrenchment, closures, and dispute resolution mechanisms. Key Highlights (a) Recognition of Trade Unions The Rules prescribe procedures for: a. Recognition of negotiating unions and negotiating councils; b. Verification of trade union membership; and c. Representation mechanisms in industrial establishments. (b) Standing Orders The Rules streamline the process relating to: a. Certification of standing orders; b. Model standing orders; c. Electronic submission and approval procedures; and d. Service conditions applicable to workers. (c) Fixed-Term Employment The Rules formally recognize fixed-term employment arrangements and provide that fixed-term employees are entitled to: a. Statutory benefits on par with permanent employees; and b. Pro-rata gratuity and other applicable benefits. (d) Retrenchment, Layoff, and Closure The Rules prescribe procedural requirements concerning: a. Prior notice obligations; b. Government approvals (where applicable); c. Compensation requirements; and d. Timelines for layoffs, retrenchment, and closure of establishments. (e) Dispute Resolution Mechanisms The Rules establish streamlined procedures for: a. Conciliation; b. Industrial tribunals; c. Voluntary arbitration; d. Strike and lockout notices; and e. Electronic filing of disputes and applications. (f) Reskilling Fund A reskilling framework has been introduced requiring employers to contribute towards worker reskilling in cases of retrenchment, aimed at facilitating workforce transition and employability. (g) Digital Compliance and Inspection The Rules promote: a. Electronic maintenance of records; b. Online filings; c. Randomized inspections; and d. Technology-enabled compliance monitoring. THE NEED OF HOUR With the Central Rules now in place, employers may prioritize the following key areas: Assessing who would be the “appropriate government” under the Labour Codes; Reviewing HR policies, Standing Orders, appointment letters and employment documentation for alignment with the Labour Codes and Central Rules; Reassessing wage structures, overtime practices, gratuity provisioning and payroll systems; Reviewing workplace safety, welfare, working-hour and women night-shift compliance frameworks; Assessing whether there is a requirement to constitute GRCs and Safety Committees; and if required, ensure compliance of those provisions; and Ensuring statutory registers, records and compliance systems are digitized and maintained in the prescribed format Authored by Mr. Ketan Joshi, Associate Partner and Ms. Navya Saxena, Associate. [1] https://www.labour.gov.in/offerings/schemes-and-services/details/labour-codes-gzNzQzMtQWa [2] https://shramsuvidha.gov.in/login [3] https://www.labour.gov.in/static/uploads/2026/05/6eb0c35ba63b776487a025e5123b6b12.pdf [4] https://www.labour.gov.in/static/uploads/2026/05/49aa9b62c2125499c37399b90e969d67.pdf [5] https://www.labour.gov.in/static/uploads/2026/05/ee246f790cad0b8e99c3828f34fa09a6.pdf [6] https://www.labour.gov.in/static/uploads/2026/05/f05a2c220dcdec0ea9c55e84d9ff791f.pdf

We are pleased to share that Argus Partners successfully represented Assets Care & Reconstruction Enterprise Limited (“ACRE”) before the National Company Law Tribunal (NCLT), Kolkata, in a matter concerning the consolidation of Corporate Insolvency Resolution Processes (“CIRPs”). In its ruling, the Tribunal held that consolidation of CIRPs is not permissible where the Committee of Creditors (CoC) has already rejected the proposal and where one of the CIRPs has progressed to an advanced stage. The Argus Partners team representing ACRE comprised Soorjya Ganguli (Senior Partner), Pooja Chakrabarti (Partner), and Kiran Sharma (Principal Associate – Designate). Read more at: IBC Laws

New Delhi, 1st June, 2026 - King Stubb & Kasiva (KSK), one of India's fastest-growing full-service law firms, is pleased to announce the appointment of Dhruv Kaushal as Partner.  Dhruv will lead the Firm's Data Privacy Practice, further strengthening KSK's capabilities in technology law, artificial intelligence, data privacy, cybersecurity, telecommunications, and digital regulatory compliance. Dhruv joins KSK with over a decade of experience advising global corporations, technology companies, and emerging businesses on complex technology and data protection matters. Prior to joining KSK, he served as Associate Director in Deloitte India's Legal and Regulatory Practice, where he advised clients on data privacy, artificial intelligence, telecom regulations, intermediary guidelines, and other critical regulatory frameworks shaping the digital economy. A Certified Information Privacy Professional (Europe) [CIPP(E)], Dhruv has been at the forefront of India's rapidly evolving privacy landscape, advising Fortune 50 companies and leading enterprises on compliance with the Digital Personal Data Protection Act, 2023 (DPDP Act), the EU General Data Protection Regulation (GDPR), and other global privacy frameworks. Over the course of his career, Dhruv has advised more than 110 organizations on DPDP readiness and implementation, conducted over 250 privacy awareness and compliance training sessions, and guided businesses through complex data breach response scenarios across multiple jurisdictions, including India, the United Kingdom, and Europe. Commenting on the appointment, Jidesh Kumar, Managing Partner at King Stubb & Kasiva, said: "India's digital economy is entering a defining phase, driven by the implementation of the DPDP Act, the rapid adoption of artificial intelligence, and increased regulatory scrutiny across sectors. Dhruv's deep expertise in technology regulation and data privacy perfectly complements our growth strategy. His leadership will further enhance our ability to provide forward-looking, business-centric advice to clients navigating this dynamic environment." Speaking on his joining, Dhruv Kaushal said: "The intersection of technology, data, and regulation is becoming increasingly critical for businesses. KSK's entrepreneurial culture, strong pan-India presence, and commitment to innovation make it an exciting platform to build a market-leading technology and data protection practice. I look forward to working with the Firm's talented teams and helping clients navigate the opportunities and challenges of the digital economy." Dhruv’s appointment underscores KSK's continued investment in future-focused practice areas and reinforces the Firm's commitment to delivering sophisticated legal solutions for businesses operating in an increasingly technology-driven world. About King Stubb & Kasiva King Stubb & Kasiva (KSK) is a leading full-service law firm with offices across India and a strong presence across key sectors including corporate and commercial, disputes, employment, real estate, infrastructure, technology, data privacy, regulatory, and cross-border transactions. The Firm advises domestic and international clients across industries, combining legal excellence with practical business insight. For additional information, please contact: Shruti Thapa, Corporate Communications Executive, King Stubb and Kasiva Email – [email protected]