本文作者/The Author：
阿什维尼・维塔拉查尔 Ashwini Vittalachar
本文译者/The Translator：
刘含玥 Liu Hanyue
一、 前言 Foreword
作为中国“一带一路”倡议的重要支点国家，印度以其庞大人口基数孕育的广阔消费市场、经济改革释放的政策红利以及在信息技术等领域积累的产业优势，持续吸引中资企业的目光。然而，在印度开展投资合作需关注其复杂的劳动法律环境。在印度，中央政府和各邦政府均有权制定劳动法法规。因此，尽管中央立法确立了劳动法的总体框架，但各邦仍可根据地方特殊法律和具体情况调整实施细则，不同邦之间法律亦存在差异。
As a crucial pivot country in China’s Belt and Road Initiative, India continues to attract Chinese enterprises with its vast consumer market booming from a massive population, policy dividends unleashed by economic reforms, and industrial advantages accumulated in sectors like information technology. However, investing in India requires attention to its complex labor law environment. In India, both the central and state governments hold decentralized legislative power over labor regulations. Therefore, while central legislation establishes the overarching framework for labor laws, individual states may adapt implementation rules based on local statutes and specific circumstances, resulting in legal variations across different states.
在《印度劳动法概览》中，拥有多年实务经验的Ashwini Vittalachar律师作为主要作者，系统地讲解了印度劳动法法律框架和在印投资企业人力资源管理注意事项，涵盖劳动合同签订、履行、终止的各个方面。为中资企业在印度投资合作提供了全面、专业的劳动法指引，帮助企业有效识别和防范劳动用工法律风险，确保人力资源合规管理，助力企业在印度市场高效稳健开展业务。
In the Indian Labor Law Overview, Ms. Ashwini Vittalachar, drawing on extensive practical experience as the principal author, systematically elucidates India’s labor law framework and provides operational guidelines for human resource management in enterprises investing in India. The Indian Labor Law Overview comprehensively covers all phases of the employment contracts—from execution and fulfillment to termination. Serving as a comprehensive and professional legal reference, this work equips Chinese enterprises engaged in Indian investment collaborations with actionable insights to effectively identify and mitigate employment-related legal risks, ensure HR compliance, and navigate the Indian market with robust and efficient operations.
（下文为《印度劳动法概览》节选内容之下半部分，完整版详见《一带一路沿线国家劳动法律环境报告》之印度篇）
(The following content is excerpted from the Indian Labor Law Overview - Part B. For the full version, refer to the Indian Chapter in the Invitation to Contribute to The Labor Law Environment Report of the " Belt and Road" Countries.)
二、 劳动合同关键条款 Key Material Terms in Employment Contracts
通常企业与员工的劳动关系通过书面合同确立，但通过非书面合同成立劳动关系的情形依然存在。这一现象既存在于雇佣工人（通常为从事技术/半技术/非技术工作的蓝领工人）的企业，也存在于雇佣员工（通常为具备广泛技能与薪酬水平的白领员工）的企业。
Typically the relationship between an employer and employee is formalised through written contracts. However examples of unwritten contracts are not unheard of either. This is true for organisations that employ workers (who are typically blue-collared employees carrying out skilled/ semi-skilled/ unskilled work) as well as employees (typically white-collared employees across a broad spectrum of skill and remuneration).
企业与员工通常签订直至员工退休的无固定期限劳动合同，但固定期限合同（“FTC”）亦被允许。FTC指企业在预先确定期限（如3年或5年）内雇佣员工，固定期限届满时劳动关系自动终止。此类合同在聘用工程师、研究专家、CXO级高管等技术型白领员工时较为常见。企业亦可通过承包商雇佣此类固定期限员工，此时承包商成为相关员工的雇主。
Employment arrangements are commonly entered into for a long term tenure / until retirement of the employee. However, it is also possible to have fixed term contracts (“FTC”). FTC is an employment arrangement where an employer hires an employee for a predetermined period (say for 3 or 5 years), and the employment automatically ends when the fixed term expires. Such contracts are quite common when engaging skilled white collared employees, such as engineers, research specialists, CXOs. It is also possible for an organistaion to have such fixed term employees sourced through contractors, who become the ultimate employer of the employee in question.
多数劳动合同需明确劳动关系中的某些关键要素。劳动合同应包含以下基本条款：
Most employment contract seeks to identify certain key aspects of the relationship. The following are some of the essential clauses in an employment contract:
(1) 职位名称与职责描述：该条款列明员工职位，详细说明工作性质、角色及相应职责。
(i) Job Title and Description of the role: This clause outlines the position the employee will hold and provides a detailed description of the nature of the work, roles, and responsibilities associated with the role.
(2) 试用期：许多合同包含试用期，用于评估员工技能与表现，据此确认是否建立长期劳动关系。合同应明确试用期时长、试用转正条件及不胜任时的解除方式。
(ii) Probationary Period: Many contracts include a probationary period, during which an employee’s skills and performance is assessed, basis which his / her employment is confirmed. The contract should specify the length of this period and any conditions regarding permanent employment after probation as well as manner of termination in case the candidate is found to be unsuitable.
(3) 工作地点：规定员工主要工作地点，可包含是否需要调岗或远程工作的说明。
(iii) Place of Employment: This section defines location where the employee will primarily work out of. It may also clarify the possibility of relocation or remote work options.
(4) 薪酬（工资/薪金）：必须列明约定薪资及员工有权获得的福利、奖金或津贴。该条款部分内容受劳动法约束，但高管等职级员工的薪酬主要由双方协议确定。
(iv) Compensation (salary/wages): The employment contract must specify the agreed salary or wage, along with any benefits, bonuses, or allowances that the employee is entitled to receive. Some aspects of this clause are governed by employment law mandates, but it is also possible for the compensation to be largely driven by contractual agreements between the parties, particularly for senior employees.
(5) 通知期：规定终止劳动关系时需提前通知的期限，确保双方知悉辞职或解雇所需时间。
(v) Notice Period: This clause stipulates notice period required to be served in the context of termination of the employment relationship. It ensures both parties are aware of the time frame needed for resignation or dismissal.
(6) 限制性条款：企业常在协议中加入禁止招揽、保密及竞业限制条款。此类条款旨在防止员工滥用公司利益、商业秘密及客户关系，避免损害企业及企业商业利益。
(vi) Restrictive Covenants: Employers often include clauses such as non-solicitation, confidentiality and non-compete restrictions in the employment contract. These clauses are designed to protect the company’s interests, trade secrets, and client relationships from potential misuse by the employee, to the detriment of the employer and the organisation’s business interest.
(7) 休假权利：合同应注明员工根据适用劳动法及企业休假政策享有的年假、病假及公共假日等休假权利。
(vii) Leave Entitlement: The contract should mention that the employee is entitled to certain leaves, such as annual leave, sick leave, and public holidays, in accordance with applicable labor laws and the employer’s leave policy.
(8) 调岗条件：可包含员工被调至不同岗位或工作地点的条件。
(viii) Transfer Conditions: Employers may include a clause specifying the conditions under which an employee may be transferred to a different role or location within the organization.
印度劳动法虽未强制要求包含上述所有条款，但将这些条款纳入劳动合同对确保透明有效的劳动关系至关重要。这既保障企业与员工的权益，也为解决潜在争议提供清晰依据。
While Indian employment law does not mandate the inclusion of every clause listed above, incorporating these terms into an employment contract is important for ensuring a transparent and effective working relationship. It safeguards the interests of both the employer and the employee and provides a clear framework for resolving potential disputes.
作者/About the Authors
阿什维尼・维塔拉查尔 Ashwini Vittalachar
阿什维尼・维塔拉查尔（Ashwini Vittalachar）是一位资深劳动法执业律师，拥有超过15年的从业经验，擅长为各类客户就劳动法及员工关系相关的广泛事务提供专业咨询。她的客户群体涵盖跨国企业、初创公司、独角兽企业以及个人，这使她具备平衡的视角和全面的问题解决能力。
她尤其在交易性劳动法咨询、合规顾问服务以及主导内部调查（尤其是职场骚扰、多元化等问题）领域备受青睐。作为多家法人实体内部委员会的外部成员，她定期提供专业建议。客户尤其认可她在内部调查中的全程指导，无论是性骚扰事件、行为准则问题、调解、利益冲突或其他员工/雇佣相关投诉。此外，她定期开展关于防止职场性骚扰（POSH）、性别意识提升和多元化、公平与包容（DEI）等主题的培训。她还在政策制定、内部重组、裁员与员工解雇、设计薪酬结构（针对高管及其他员工）、员工持股计划（ESOP）架构设计、合规监管、福利评估及其他劳动法相关问题上提供专业咨询。
自2022年起，阿什维尼连续被《钱伯斯亚太法律指南》（Chamber & Partners）评为劳动法领域杰出执业律师，并自2016年起持续被《法律500强亚太指南》（Legal 500 Asia-Pacific）列为劳动与就业领域推荐律师。此外，她还被中华全国律师协会推荐为“一带一路”地区领先律师之一，并定期在多个平台发表劳动法相关文章。
Ashwini Vittalachar is an established employment law practitioner with more than 15 years’ experience in advising a wide range of clients on a broad spectrum of matters on all things related to employment law and employee relations. Her clientele includes global companies, startups, unicorns as well as individuals, giving her a balanced view and a holistic problem-solving ability.
She is particularly sought after for her transactional employment law advisory, compliance advisory as well as in steering internal investigations, especially on issues of workplace harassment, diversity among other things. She regularly advises as an external member on several internal committees of body corporates. Her clients especially appreciate her handholding on the internal investigations, be it in the context of sexual harassment concerns, code of conduct issues, conciliation, conflict of interest issues or any other employee/ employment related complaints. She regularly conducts trainings on POSH, gender sensitization and DEI among other things. She also advises on policy making, internal restructuring, retrenchment and employee terminations, devising compensation structures (senior employees and otherwise), ESOP structuring, regulatory compliance, benefits evaluation and such other employment law issues.
Ashwini has been recognised by Chamber & Partners as a notable practitioner in their Asia-Pacific guide for Employment since 2022, and has also been continuously recognised as a recommended lawyer for Labor & Employment by Legal 500 Asia-Pacific since 2016. She has further been recommended by All China Lawyers Association as one of the leading lawyers in the Belt and Road region. She regularly publishes articles on employment law on several platforms.
刘含玥 Liu Hanyue
刘含玥律师执业领域为劳动法和社会保障法。为多家企业提供法律咨询及顾问服务。
刘含玥律师具有法学学科背景，先后毕业于郑州大学和外交学院，取得法学学士和法学硕士学位。
Ms. Liu Hanyue specializes in labor law and social security law, providing legal consultation and advisory services to multiple enterprises.
Liu Hanyue has a solid academic background in law. She graduated from Zhengzhou University and China Foreign Affairs University, and has obtained a Bachelor of Laws and a Master of Laws degree respectively.
