SERVICE PROVIDER OVERVIEW

• SIRI Law LLP is a full-service law firm providing comprehensive advisory across employment, labour, industrial relations, and workforce risk management. The firm supports domestic and multinational organizations in aligning employment practices with regulatory requirements, business strategy, and reputational considerations.
• This case study demonstrates SIRI Law LLP’s capability to act as a strategic employment law partner, integrating statutory compliance, operational realities, and human capital objectives into workforce decision-making.

CLIENT BACKGROUND

• The client was a multinational enterprise operating across multiple jurisdictions, with significant operations in India, employing over 1,500 employees across technology, operations, and support functions. The organization operated in a hybrid workforce model comprising permanent employees, fixed-term staff, consultants, and third-party contract workers.
• Rapid expansion, acquisitions, and evolving business models led to increased complexity in employment structures, workforce deployment, and compliance obligations under Indian labour laws.
• Senior leadership identified growing exposure to employment disputes, regulatory scrutiny, and reputational risk arising from inconsistent HR practices and legacy employment arrangements. The client sought a single legal advisor to provide integrated employment and labour law support aligned with business continuity and growth objectives.
• SIRI Law LLP was engaged as the primary employment and labour law counsel for India.

ENGAGEMENT OBJECTIVES

• The engagement had multiple interrelated objectives. First, to assess and strengthen compliance with applicable labour and employment laws. Second, to standardize employment documentation and workforce policies across business units. Third, to support workforce restructuring and sensitive employee exits in a legally defensible manner. Fourth, to mitigate dispute risk arising from terminations, employee classification, and contractor engagement. Finally, to embed employment law risk management into day-to-day HR and business operations.
• The engagement was structured as a long-term advisory relationship rather than a one-time compliance exercise.

BUSINESS AND REGULATORY CONTEXT

• The client operated in a highly regulated employment environment governed by central and state labour laws, including statutes relating to wages, social security, industrial relations, contract labour, and workplace safety. Regulatory enforcement had intensified, with increased scrutiny on termination practices, misclassification of workers, and non-compliance with statutory benefits.
• At the same time, the business required flexibility to scale teams, realign roles, and manage performance in competitive markets. Legal advice needed to balance statutory compliance with operational agility and talent strategy.
• SIRI Law LLP approached the engagement with a clear understanding that employment law frameworks must support workforce efficiency while minimizing legal and reputational risk.

PHASE ONE: WORKFORCE AND COMPLIANCE DIAGNOSTIC

• The first phase focused on conducting a comprehensive employment and labour law audit of the client’s Indian operations.
• SIRI Law LLP reviewed employment contracts, HR policies, contractor arrangements, wage structures, working hours practices, and statutory registrations. The review identified multiple risk areas, including inconsistent employment terms, outdated policies, gaps in statutory filings, and potential misclassification of consultants and contract workers.
• The firm prepared a risk-mapped diagnostic report categorizing issues based on legal exposure, financial impact, and likelihood of enforcement or disputes.

PHASE TWO: EMPLOYMENT DOCUMENTATION AND POLICY STANDARDIZATION

• Based on the diagnostic findings, SIRI Law LLP advised on restructuring and standardizing employment documentation across the organization.
• The firm redesigned employment contract templates for different categories of workers, ensuring compliance with applicable labour laws while preserving managerial flexibility. HR policies relating to working hours, leave, disciplinary procedures, performance management, and termination were updated and aligned with statutory requirements and judicial precedents.
• This phase ensured consistency, legal defensibility, and clarity in employer–employee relationships.

PHASE THREE: WORKFORCE RESTRUCTURING AND TERMINATION SUPPORT

• During the engagement, the client undertook workforce rationalization due to business realignment and cost optimization.
• SIRI Law LLP advised on legally compliant restructuring strategies, including role redundancy, performance-based exits, and closure of specific business functions. The firm supported the client in designing termination processes that complied with notice, compensation, and procedural requirements under labour laws.
• Sensitive terminations were handled with a focus on minimizing litigation risk, employee unrest, and reputational damage.

PHASE FOUR: DISPUTE PREVENTION AND LITIGATION RISK MANAGEMENT

• The firm advised on managing existing and potential employment disputes, including wrongful termination claims and labour authority complaints.
• SIRI Law LLP assisted in drafting responses to legal notices, representing the client in conciliation proceedings, and negotiating settlements where commercially appropriate. The firm emphasized early dispute resolution to avoid prolonged litigation and operational disruption.

PHASE FIVE: CONTRACT LABOUR AND THIRD-PARTY WORKFORCE RISK

• Given the client’s reliance on third-party vendors and contractors, SIRI Law LLP conducted a focused review of contract labour arrangements.
• The firm advised on restructuring vendor contracts, improving compliance oversight, and reducing principal employer liability. This included guidance on statutory registrations, supervision practices, and documentation to withstand regulatory inspection.

ONGOING ADVISORY AND BUSINESS INTEGRATION

• Beyond discrete matters, SIRI Law LLP functioned as an embedded employment law advisor to HR leadership and senior management.
• The firm provided real-time advice on hiring strategies, disciplinary actions, performance management, and policy interpretation. This proactive engagement ensured legal input at the decision-making stage rather than after disputes arose.

OUTCOMES AND VALUE DELIVERED

• The engagement resulted in significantly reduced employment law exposure and improved compliance posture. Employment documentation and HR policies became standardized and legally robust. Workforce restructuring was executed smoothly with minimal disputes.
• The client achieved greater confidence in audit readiness, regulatory compliance, and dispute management. Employment law risk became an integrated component of HR and business operations rather than a reactive concern.

STRATEGIC IMPACT

• The client’s leadership recognized employment law as a strategic tool for workforce stability and business continuity. SIRI Law LLP’s advisory approach aligned legal compliance with talent management and operational efficiency.
• The engagement positioned the client to scale responsibly, manage workforce transitions effectively, and withstand regulatory scrutiny.

CONCLUSION

• This case study highlights SIRI Law LLP’s expertise in delivering end-to-end employment and labour law advisory for complex, multinational organizations. The firm’s approach combines legal rigor, commercial understanding, and practical risk management to support sustainable workforce strategies.