From legally compliant HR policies and employment contracts to POSH implementation and performance frameworks — LexWin provides end-to-end HR consulting that protects your business and empowers your people.
Every service LexWin delivers sits at the intersection of HR strategy and legal compliance — giving you advice that is not just good HR practice, but legally defensible.
Bespoke, legally compliant HR policies drafted for your industry, headcount, and business model — covering every aspect of the employment lifecycle.
Precision-drafted employment documentation that protects your business interests, reflects Indian labour law, and sets clear expectations from day one.
Structured, transparent performance frameworks that align individual goals with business outcomes — and that hold up legally when managing underperformance.
Legally sound grievance redressal mechanisms and disciplinary frameworks that ensure due process, reduce litigation risk, and maintain workplace fairness.
A thorough review of your HR practices, employment documents, and statutory compliance obligations — identifying gaps before regulators or disgruntled employees do.
Ongoing strategic HR counsel for businesses that need a trusted advisor on-call — without the cost of a full-time HR director or in-house legal team.
The Prevention of Sexual Harassment (POSH) Act, 2013 is not optional. Every organisation with 10 or more employees must have a constituted Internal Complaints Committee (ICC), a compliant policy, and documented awareness training — failing which senior management and the organisation itself face personal liability.
LexWin handles the complete POSH compliance lifecycle — not just the paperwork, but the cultural groundwork that makes workplaces genuinely safer.
Most organisations tick the POSH compliance box by circulating a template policy. LexWin builds a POSH framework that actually works — policies employees understand, ICC members who know their powers, and inquiry processes that withstand legal scrutiny.
A structured, transparent process that moves from understanding to delivery without unnecessary delays or surprises.
We begin with a structured conversation to understand your organisation, industry, headcount, existing HR framework, and the specific challenges or gaps you need addressed.
Based on the discovery, we provide a clear diagnostic with prioritised recommendations and an agreed scope of work — no scope creep, no hidden deliverables.
We draft, review, and refine all documents in close collaboration with your team — incorporating your culture, terminology, and operational context at every step.
Beyond delivery, we support rollout, employee communication, and manager briefings — and remain available for queries under our retainership model if needed.
Our clients range from rapidly scaling startups to established multinationals — all with one common need: HR that is both strategically sound and legally safe.
Foreign-owned entities setting up or scaling in India often transplant global HR frameworks that conflict with Indian labour law. We bridge that gap — localising policies without compromising global standards.
Scaling fast without HR infrastructure is a ticking compliance risk. We build the HR foundation — policies, contracts, appraisal systems — so your people function can scale alongside your business.
With complex contract labour arrangements, multi-shift operations, and standing order obligations, manufacturing businesses face unique HR compliance challenges that demand specialist knowledge.
Remote work policies, moonlighting clauses, IP assignment agreements, and non-compete enforceability — technology businesses have HR needs that generic advisors often get wrong.
Professionals on fixed-term contracts, regulatory licensing linked to employment, and high-stakes disciplinary proceedings — healthcare HR requires precision that we deliver consistently.
Mergers, acquisitions, restructuring, and workforce right-sizing all create acute HR and labour law complexity. We provide the legal and HR advisory that keeps transitions smooth and defensible.
A reference overview of the statutory HR compliance landscape — and how LexWin helps you stay on the right side of each requirement.
| Sr. | Compliance Area | Applicable Law | Key Obligation | LexWin Support |
|---|---|---|---|---|
| 1. | Sexual Harassment Prevention | POSH Act, 2013 | ICC constitution, policy, annual training, inquiry process | End-to-end POSH compliance |
| 2. | Standing Orders | Industrial Employment (Standing Orders) Act, 1946 / New Labour Code | Certified standing orders for establishments with 100+ employees | Drafting, certification support |
| 3. | Wages & Bonus | Code on Wages, 2019 | Minimum wage compliance, overtime, bonus calculation | Audit, policy alignment |
| 4. | Social Security | Code on Social Security, 2020 | PF, ESI, gratuity, maternity benefits obligations | Compliance audit, policy drafting |
| 5. | Industrial Relations | Industrial Relations Code, 2020 | Retrenchment procedures, grievance redressal, trade union dealings | Procedure design, documentation |
| 6. | Occupational Safety | OSH Code, 2020 | Safety policies, working hours, contract worker welfare | Policy review, HR audit |
| 7. | Maternity Benefits | Maternity Benefit Act, 1961 | 26 weeks paid leave, creche facilities (50+ employees) | Policy drafting, compliance audit |
| 8. | Contract Labour | Contract Labour (R&A) Act, 1970 | Principal employer obligations, contractor compliance | Audit, contractor compliance review |
There are many HR consultants. There are fewer who are also versed in employment law. LexWin is both.
Whether you need a single policy drafted, a full HR audit, or an ongoing HR advisor on retainer — start with a free 30-minute consultation.
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