PM Narendra Modi’s renewed push for work from home has reignited questions about whether employers can refuse remote work in India. The debate turns on what the latest Labour-related framework actually requires—public encouragement may influence expectations, but it doesn’t necessarily create a direct right to WFH for every employee. Courts, contracts, and workplace policies remain central.
The Finance Ministry has tightened procurement rules for government contracts, requiring strict compliance with labour laws. Contractors that fail to pay wages or deposit social security contributions can be debarred for up to three years. To enforce the change, ministries and departments will verify contractor compliance every month, targeting protections for outsourced and contractual workers.
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Karnataka’s proposed labour law changes triggered outrage over a reported 14-hour workday, but the real controversy lies in the details. A close read of the amendment focuses on scheduling, overtime thresholds, and applicability across sectors. The move could reshape how work hours are counted and compensated—meaning the impact may differ sharply from headlines.
Saudi Arabia is tightening labour enforcement and raising costs for rule-breaking employers. Hiring foreign workers without the required permits can now bring a SR10,000 fine. The crackdown also covers child labour, passport retention, and failure to record employment contracts electronically, with the stated goal of improving market stability and supporting growth.
India’s new Code on Social Security expands the wage base for gratuity, which could raise employee payouts. But tax calculations under both the Income-tax Act, 1961 and the upcoming Income-tax Act, 2025 still hinge on basic pay plus dearness allowance. That gap could make part of the higher gratuity taxable, unless labour and tax rules align.
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