Intermediary liability in India is governed by section 79 of the Information Technology Act (“IT Act”). This section provides safe harbour protection to intermediaries for third-party information, subject to compliance with due diligence obligations under the Information Technology (Intermediary Guidelines and Digital Media Ethics Code) Rules, 2021 (“IT Intermediary Rules”), particularly Part II, which governs...

It is common for employers to include restrictive covenants in employment contracts such as. exclusivity, non-compete and non-solicitation. The intent behind these covenants is to protect employers by preventing employees from releasing sensitive information, misusing business relationships or join competing business while serving the employer.

It is common for employers to include restrictive covenants in employment contracts such as. exclusivity, non-compete and non-solicitation. The intent behind these covenants is to protect employers by preventing employees from releasing sensitive information, misusing business relationships or join competing business while serving the employer.

It is common for employers to include restrictive covenants in employment contracts such as. exclusivity, non-compete and non-solicitation. The intent behind these covenants is to protect employers by preventing employees from releasing sensitive information, misusing business relationships or join competing business while serving the employer.

The Supreme Court’s ruling in Kalyani Transco v. M/s Bhushan Power & Steel Ltd. & Ors. addresses whether procedural irregularities that occur during the Corporate Insolvency Resolution Process (“CIRP”) are sufficient to undo an approved resolution plan under the Insolvency and Bankruptcy Code, 2016 (“Code”).

Section 4(2)(a)(ii) of the Competition Act, 2002 (“Act”) forbids the abuse of dominance by organizations, specifically through the predatory pricing of goods and services. On May 6, 2025, the Competition Commission of India (“CCI”) amended certain definitions of the cost benchmarks that are used in predatory pricing cases.

Indian labour laws classify the workforce into workers and employees. In any dispute, it is necessary to determine whether the individual qualifies as a worker or employee. This, however, has practical challenges, especially in the case of individuals engaged through contractors who sometimes claim to be employees.

The Companies Act, 2013 (“Act”) prescribes comprehensive compliance requirements for organizations. It categorizes violations as civil or criminal, subject to penalties or fines and/or imprisonment. Prior to 2018, most violations under the Act were criminal in nature, often resulting in onerous and severe penalties for even minor procedural lapses.

Concerns about the inadequacies of the existing Indian regulatory regime for competition law for digital markets were growing for a while. In February 2023, the Ministry of Corporate Affairs (“MCA”) constituted a Committee on Digital Competition Law (“CDCL”) to evaluate the need for a separate framework regulating competition in Indian digital markets.