CONVINUS Global Mobility
CONVINUS Global Mobility Insights - Herbst / Fall 20255. Cultural and social challengesFinally, cultural and social challenges should also be mentioned.Integration into the team: Different work mentalities or languages harbourpotential for conflict.Motivation problems: Your own employees may feel disadvantaged if they havethe impression that external staff are being given preferential treatment.ConclusionThe cross-border deployment of external personnel is risky and more complex thandeploying your own employees in other countries. However, due to internalregulations governing secondments, which present the same challenges, internalregulations must also be taken into account. This usually leads to this beingconsidered more cumbersome and time-consuming. Therefore, external personnelare more likely to be used when flexibility and the resolution of short-termbottlenecks are required.Contact:CONVINUS global mobility solutionsTalstrasse 70+41 (0) 44 250 20 208001 ZurichSwitzerlandinfo@convinus.comconvinus.com30
CONVINUS Global Mobility Insights - Herbst / Fall 2025Legal Aspects for Working in IndiaAuthor: Vibhuti Shah, Director-Immigration, Formula GroupIndia, as one of the world's fastest-growing economies, attracts a diverse workforcefrom both within its borders and abroad. However, working in India involvesunderstanding a wide array of legal requirements and regulations, regardless ofwhether you are an Indian citizen or a foreign national. This article outlines thecrucial legal aspects that anyone seeking employment in India should be aware of.1. Employment Laws in IndiaIndia's employment laws aim to protect employees and ensure fair practices in theworkplace. Some of the pivotal legislations include:The Industrial Disputes Act, 1947: This Act regulates industrial relations in Indiaand provides mechanisms for the investigation and settlement of disputes.The Shops and Establishment Act: Each state in India promulgates its version ofthis act, which covers conditions of work, payment of wages, working hours,leave, and holidays for employees in shops and establishments.The Payment of Gratuity Act, 1972: This ensures a gratuity to employees whohave rendered continuous service for at least five years in an establishmentemploying 10 or more people.The Employees' Provident Funds and Miscellaneous Provisions Act, 1952:Mandates social security and retirement benefits.The Minimum Wages Act, 1948: Establishes minimum standards for wages toprevent exploitation.2. Employment ContractsIn India, a formal, written employment contract is not always compulsory but isadvisable.31
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