HR policies and advisory, reviewed by labour law lawyers
HR policy drafting in India covers the full set every employer needs: leave, attendance, work from home, POSH (Prevention of Sexual Harassment), code of conduct, disciplinary, travel and reimbursement. True HR drafts your handbook and policies, has every letter reviewed by lawyers specialising in labour law, and advises your team day to day.
Every letter reviewed by labour law lawyers
The checklist
What must a complete policy set cover?
Use this as an audit of your current handbook. Each policy earns its place because a specific law, or a specific kind of dispute, demands it.
| Policy | What it must cover | Legal hook |
|---|---|---|
| Leave | Earned, casual and sick leave entitlements, accrual, carry forward, encashment and the holiday list per state | State Shops and Establishments Acts; Factories Act where it applies |
| Attendance and working hours | Working hours, weekly offs, overtime authorisation and pay, late marks and regularisation | State Shops and Establishments Acts; overtime provisions of wage law |
| Work from home (WFH) | Eligibility, working hours, availability windows, data security duties and expense treatment | Wage, working-hour and S&E obligations continue to apply to remote employees |
| POSH (Prevention of Sexual Harassment) | Definitions, IC (Internal Committee) constitution, complaint and inquiry timelines, interim relief and the annual report | Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 |
| Code of conduct | Expected behaviour, conflicts of interest, gifts, confidentiality and use of company assets | Industrial Employment (Standing Orders) Act where applicable; contract of employment |
| Disciplinary | Definition of misconduct, show cause and charge sheet formats, domestic enquiry procedure and proportionate penalties | Standing Orders and settled case law on natural justice in domestic enquiries |
| Travel and reimbursement | Entitlements by grade, approval flow, proof requirements and settlement timelines | Income Tax rules on perquisites and exempt reimbursements |
| Grievance redressal | How employees raise concerns, who hears them, escalation path and response timelines | Industrial relations law on grievance machinery; POSH interplay for harassment complaints |
Missing two or more rows? That is normal, and fixable in weeks, not months.
The handbook
One handbook, every letter lawyer-reviewed
Policies fail in the drafting details: an unenforceable clause, a missing timeline, a rule that contradicts state law. Ours are built and maintained with lawyers specialising in labour law.
What the handbook is made of
The 8 policies in the checklist above, as the layers of one handbook.
01Leave
02Attendance and working hours
03Work from home
04Prevention of sexual harassment
05Code of conduct
06Disciplinary
07Travel and reimbursement
08Grievance redressal
One handbook
Aligned with Indian labour laws and written in plain language your employees actually read.
How it is built and kept
- One handbook, aligned with Indian labour laws and written in plain language your employees actually read
- Every offer letter, appointment letter, HR communication and disciplinary draft reviewed by lawyers specialising in labour law
- State-specific variations handled: leave rules, holidays and working hours differ by state, your handbook reflects that
- Versioned updates when the law changes, including the shift to the four new labour codes
- Acknowledgement tracking, so you can show every employee received and accepted each policy
Policies meet payroll
Good policy design also shows up in take-home pay. A clean travel and reimbursement policy keeps exempt reimbursements exempt, and a well-structured salary keeps HRA (House Rent Allowance) benefits intact. See the effect with our HRA exemption calculator.From first draft to your team's hands
3 steps, in this order, for every policy and every letter format.
01
Draft
If you have policies, we audit them against current law and your actual practice, then fix the gaps. If nothing is written down, we draft the full set, tailored to your states, industry and culture.
02
Lawyer review
Every offer letter, appointment letter, HR communication and disciplinary draft is reviewed by lawyers specialising in labour law.
03
Issue
One consistent handbook goes out, with acknowledgement tracking, so you can show every employee received and accepted each policy.
Beyond documents
Advisory for the situations no policy fully predicts
The handbook sets the rules. Advisory is what you use when a real situation lands on your desk and the next step is not obvious.
Grievance handling
A defined channel, a named owner and documented outcomes. Concerns get heard and closed before they become disputes, and the paper trail protects both sides.
Performance frameworks
Goal setting, review cycles and improvement plans that hold up if challenged. Performance exits fail on process, not intent; we build the process.
Day-to-day advisory
A tricky resignation, an absconding employee, a warning letter to word carefully: you message your account manager and get a practical, legally grounded answer.
You askA question that arrives without warning
How do we handle an employee who has stopped reporting?
What should a warning letter say?
Is a notice period recovery enforceable?
How do we run a domestic enquiry?
You getOne practical answer
Your account manager
You raise it with your dedicated account manager and get a practical answer grounded in labour law, usually the same day.
- Grounded in labour law
- Usually the same day
Where policies sit in the plans
Frequently asked questions
Which HR policies are mandatory for a company in India?
A POSH policy with an Internal Committee is required once your headcount crosses the statutory threshold, and state Shops and Establishments Acts effectively require clear leave, working hour and holiday rules. Beyond the strictly mandatory, disciplinary, code of conduct and grievance policies are what make any employee action defensible, so treat the full set as the working minimum.
Why should letters be reviewed by labour law lawyers?
Because letters are evidence. A termination that skipped a properly worded show cause notice, or an appointment letter with an unenforceable clause, decides cases before they are argued. Every True HR letter format is reviewed by lawyers specialising in labour law, and that review is included in the retainer, not billed per document.
Do you write the employee handbook from scratch or adapt ours?
Either. If you have policies, we audit them against current law and your actual practice, then fix the gaps. If you have nothing written down, we draft the full set from our lawyer-reviewed library, tailored to your states, industry and culture. Both routes end in one consistent handbook with acknowledgement tracking.
What does day-to-day HR advisory actually cover?
The questions that arrive without warning: how to handle an employee who stopped reporting, what a warning letter should say, whether a notice period recovery is enforceable, how to run a domestic enquiry. You raise it with your dedicated account manager and get a practical answer grounded in labour law, usually the same day.
How often should HR policies be reviewed?
Review the full set once a year, and immediately when the law changes or you enter a new state. The four new labour codes: Wages, Industrial Relations, Social Security and OSH, will require updates when they take effect. Policy updates and re-circulation are part of our retainer, so your handbook never quietly goes stale.
Get a policy set that holds up when tested
Book a 30-minute scoping call. We will audit your current policies against the checklist above and send a firm, slab-wise quote within two working days.
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