Empowering People.
Ensuring Compliant Progress.
End-to-end HR and Legal solutions tailored for startups, SMEs, and growing enterprises. From executive recruitment and organizational structuring to ironclad contracts and statutory compliance.
Speak to an HR & Legal Advisor
Get prompt advice on staffing, employment contracts, or compliance setups.
Comprehensive Corporate & Labour Law Solutions
From startup incorporation and employment contracts to enterprise statutory inspection defense across India.
Labour Law Audits & Unified Registers
Full-spectrum compliance audits covering EPF Act 1952, ESI Act 1948, Minimum Wages, Payment of Bonus, and Unified Form A–U registers.
POSH 2013 Governance & IC Mandates
Section 4 Internal Committee (IC) constitution, certified External Presiding Officer support, annual statutory SPoC filings, and staff training.
Executive Contracts & Restrictive Covenants
C-suite agreements, non-compete clauses under Section 27 Contract Act, confidentiality covenants, Section 17 Copyright IP assignment, and garden leave.
Standing Orders & Domestic Inquiries
Certified Standing Orders (Industrial Employment Act 1946), show-cause notices, charge-sheets, domestic inquiry procedures, and termination protocols.
Statutory Inspection Defense & Representation
Representation before Labour Commissioners, Provident Fund Enforcement Officers, ESI Inspectors, and Chief Factory Inspectors.
Corporate Handbooks & 28 HR Policies
Custom workplace policies, remote-work governance, leave rules under state Shops & Establishment Acts, and Code of Business Ethics manuals.
M&A HR Due Diligence & Restructuring
Workforce liability audits, transfer of undertakings under Section 25FF/25FFF of Industrial Disputes Act 1947, and post-merger integration.
Payroll & Gratuity Trust Governance
CTC structuring, basic vs allowance wage ratio optimization, Payment of Gratuity Trust formation, and Labour Welfare Fund (LWF) filings.
Startup Onboarding & DPIIT Recognition
Founders' agreements, reverse vesting, ESOP pool charters, DPIIT self-certification benefits, and fast-track HR stack deployment in 24 hours.
Instant Compliance & Legal Toolkits (₹ INR)
Fully customizable Word (.docx), Excel, and PDF documentation crafted strictly for Indian corporate governance.
Startup HR & Legal Launchpad Suite
Offer letters, NDA, IP assignment, 12 essential policies, and employee handbook.
POSH Act 2013 Complete Statutory Kit
IC constitution circulars, inquiry procedure flowcharts, and District Officer filing formats.
Workplace Disciplinary & Inquiry Toolkit
Show-cause notices, charge-sheets, domestic inquiry templates, and discharge orders.
Statutory POSH Mandate for All Establishments with 10+ Employees
Under Section 4 of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, every enterprise employing 10 or more personnel is statutorily mandated to constitute an Internal Committee (IC) headed by a Presiding Officer and an External Expert Member. Non-compliance invites statutory fines up to ₹50,000 and business license revocation.
Labour Law & Compliance FAQs
Are non-compete clauses enforceable against employees in India?
Under Section 27 of the Indian Contract Act, 1872, post-employment non-compete covenants are void and unenforceable. However, non-solicitation of clients/employees, strict confidentiality deeds, and IP assignment covenants are fully enforceable.
When does EPF and ESI registration become mandatory?
EPF registration is mandatory for any commercial establishment employing 20 or more persons (voluntary below 20). ESI is mandatory for establishments with 10 or more employees earning monthly gross wages up to ₹21,000.
What is required for domestic inquiry before termination for misconduct?
Principles of Natural Justice demand: (1) Issuance of a clear Show-Cause Notice / Charge-Sheet, (2) Reasonable time to reply, (3) Formal Domestic Inquiry with an independent Inquiry Officer, and (4) Submission of inquiry findings before penalty.
What happens if our company receives a Show-Cause notice from Labour Authorities?
Do not ignore the statutory notice. Proxilance Global represents clients, audits past wage/challan records, drafts legal replies, and appears before enforcement officers to prevent coercive action or penalty orders.
Protect Your Enterprise with Complete Statutory Compliance
Schedule a preliminary audit review with our senior HR and labour law advisors today.