Hire with Confidence, Audit with Ease
From Offer Letters to Separation Agreements, our AI audits your HR documents for compliance with Indian Labor Laws, POSH acts, and IT data guidelines.
Why HR Compliance is Non-Negotiable
In the evolving Indian legal landscape, employment contracts are no longer simple agreements. With the new Labour Codes and Data Privacy (DPDP) requirements, HR teams must ensure every clause—from remote work policies to data handling—is airtight.
A single "Non-Compete" clause that is too broad or a missing "IP Assignment" can lead to expensive lawsuits and loss of company trade secrets. Our AI identifies these gaps in seconds.
HR Compliance & Safety Checklist
Probation & Termination Logic
Are the notice periods during and after probation clearly defined? Ensure "Termination for Cause" conditions are specific.
IP Assignment & Confidentiality
Does the contract explicitly state that ALL work created during employment belongs to the company? Check for broad but enforceable confidentiality.
POSH & Code of Conduct
Is there a clear reference to the POSH (Prevention of Sexual Harassment) policy? Modern contracts must include these as standard.
Broad Non-Solicitation
Does the employee agree not to poach other staff or clients for a fixed duration after leaving? Ensure this is reasonable to be enforceable.
Comprehensive HR Document Audit
Offer Letters
Salary, benefits, joining conditions, and role expectations.
Employment Agreements
Full terms of service, restrictive covenants, and statutory obligations.
Employee Handbooks
Policy audit for leaves, code of conduct, and grievance redressal.
Separation Agreements
Full and final settlement terms, liability releases, and exit protocols.
Employment Law FAQs
Are Non-Compete clauses legal in India?
Post-employment non-compete clauses are generally difficult to enforce in India under Section 27 of the Contract Act. However, non-solicitation and confidentiality clauses ARE enforceable.
What should be the ideal notice period?
While 30-90 days is standard, ensure it's "Mutual." If the company requires 90 days from the employee, it should ideally offer the same or equivalent pay for termination without cause.
Do I need to assign IP in every offer letter?
Yes. Especially for tech roles. Without a clear "Work for Hire" or "IP Assignment" clause, the ownership of code or designs can create major legal hurdles during funding or M&A.
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