Is your employment bond legally enforceable? The Supreme Court’s 2025 ruling said yes — but only if employers can prove actual costs. Know your rights before you sign or resign.

If you have just accepted a job offer or are reviewing your current employment contract, the leave clause is one of the most important sections to read carefully. India does not have a single uniform national leave law — your entitlement depends on which state you work in, which industry you are in, and which legislation applies to your employer. But the broad framework is consistent, and the new Labour Codes notified in 2025–2026 are bringing significant standardisation. Here is a practical breakdown of every leave type, what the new codes change, and how to calculate what you are owed. Types of Leave in India for Private Sector Employees Most salaried employees in India are entitled to three core types of leave under state-level Shops and Establishments Acts or the Factories Act: Earned Leave (EL) — Also Called Annual Leave or Privilege Leave Earned leave is the most valuable leave type because it is the only one you can carry forward to the next year and encash when you resign or retire. Accrual rate: 1 day for every 20 days worked (under the new OSH Code, operative from 2026). Under older state acts, this was often 1 day per 20

Complete state-by-state minimum wage guide for India 2026. Delhi: ₹19,846/month. Maharashtra: ₹14,638/month. Know your rights, the 50% basic pay rule, and employer obligations under the new Code on Wages.

ITR Filing for Salaried Employees India 2026: Form 16, New vs Old Tax Regime & the July 31 Deadline Direct answer (40–60 words): If you’re a salaried employee in India, your ITR-1 for FY 2025-26 (AY 2026-27) is due by July 31, 2026. Your employer must give you Form 16 by June 15. Under the new default tax regime, income up to ₹12.75 lakh is effectively zero-tax for salaried filers. Here’s everything you need to file cleanly. June is here, which means Form 16 season has arrived — and with it, about six weeks of collective anxiety across India’s salaried workforce. I’ve spent the past decade in HR and workforce advisory, and the same questions surface every year: Did I get the right Form 16? New regime or old? What if I switched jobs? This guide answers all of that. No jargon, no wasted words. By the time you finish reading, you’ll know exactly what documents to collect, which tax regime saves you more, how to file on the income tax portal, and — just as importantly — which five mistakes attract income tax notices. What You Need Before You Start Filing Don’t open the income tax portal until you

Gratuity is a one-time payment your employer must make when you leave after five or more years of service. Under the Code on Social Security notified in November 2025, fixed-term contract workers can now claim pro-rata gratuity after just one year. Here is the formula, the updated rules, and exactly how to file your claim. Who Is Eligible for Gratuity in India? The Standard Rule: Five Years of Continuous Service The Payment of Gratuity Act, 1972 applies to every establishment with ten or more employees. If you have completed five years of continuous service — and then resign, retire, are terminated, or reach superannuation — your employer is legally obligated to pay gratuity. There is no option to waive it. The phrase “continuous service” has a practical clarification worth knowing. If you complete four years and 240 working days in the fifth year, that counts as five years completed. You do not need to wait for the calendar year to close. Who qualifies: Permanent employees in establishments with 10 or more workers; seasonal and piece-rate workers (calculated separately); employees transferred within the same company — service counts from the first day, not the transfer date. Who does not qualify: Employees