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Labour Law, HR & Statutory Compliance — Eighteen Service Lines, One Team
Every engagement is scoped against the statutes, HR obligations and industrial-relations exposure that actually apply to your establishment — nothing generic, nothing missed.
The four Codes rewrite twenty-nine central labour statutes into one framework — and the wage definition changes what every downstream number means.
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Provident fund and ESI handled as one monthly discipline — filings that tie back to your payroll register, not a separate exercise.
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A 7A summons or a C-18 notice is a deadline to answer, not a verdict already reached. We build the record and appear before the authority.
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Payroll built to survive an audit on the first pass — statutory deductions computed correctly, registers current, every payslip defensible.
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Every office, branch and store answers to its own state's Shops & Establishments Act — and no two states run the same clock.
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From plan approval to the annual return, we carry the factory inspectorate relationship so your plant team stays focused on production.
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For principal employers and contractors alike — registrations, licences and the register trail that proves the engagement is lawful.
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Construction projects sit under their own registration and cess regime — we manage it for developers, EPC contractors and project owners.
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The registrations every growing establishment eventually needs — obtained without your team standing in a single queue for any of them.
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Every commercial premises needs the local body's permission to trade from that address — renewed on the local body's own clock.
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Canteens, cafeterias, hotels and any establishment handling food need an FSSAI registration or licence sized correctly to turnover.
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Running women employees on night shifts, or operating beyond permitted hours, needs a written exemption before it starts, not after.
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Manufacturing units answer to the State Pollution Control Board twice — Consent to Establish, then Consent to Operate.
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A statute-by-statute examination of your establishment that produces a gap report your management can actually act on.
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Beyond the poster on the wall — a functioning Internal Committee, trained employees, and the annual report filed on time.
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Small contributions, strict deadlines, and a different rule in nearly every state that levies the fund.
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The registers an inspector asks for first — maintained continuously in the prescribed or combined formats.
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When the department calls, you should not be the one searching for documents, or for a lawyer.
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