Indian law mandates employers to provide a written employment contract outlining key terms of employment to new hires within one month of their start date. This contract fosters transparency by clearly outlining job duties, compensation details, work schedules, and leave entitlements.

Here's a breakdown of the general elements an Indian employment contract should encompass:

• Job Description: Clearly defined roles and responsibilities ensure a shared understanding of performance expectations.
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• Work Schedules: Outlining work schedules promotes transparency and adherence to regulations. The standard workweek in India is 48 hours, with a maximum limit of 10 hours per day. You get paid double your usual wage for those extra hours. However, there are exceptions for certain job roles like government workers and freelancers who might not qualify for this.
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• Compensation and Benefits: Specifying salary, benefits packages (if applicable), and any allowances ensures financial clarity. A national-level minimum daily wage is approximately INR 178 translating to around INR 5340 per month.
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• Leave Entitlements: Indian labour laws provide for various leave allowances, including annual leave, sick leave, and national holidays.

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Indian labour law mandates various leave entitlements for employees to promote work-life balance and well-being. Here's an overview of some key leave provisions:

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India enforces mandatory social security contributions for both employers and employees. These contributions fund various social welfare programs, providing a safety net for employees. Here's a breakdown of the key points:

• Programs: India's social security system comprises the Employees' Provident Fund (EPF), health and medical benefits, disability benefits, maternity, and gratuity.
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• Employee vs. Employer Contributions: The contribution for both is as follows:
  
  Employee: In India, employees are required to contribute a minimum of 12% of their salary to the Provident Fund. Contributions are capped at 15,000 Indian rupees. Each state has its own contribution rate.
  
  ‍Employer: Employers are also mandated to contribute 12% of employees' salary packages to the Provident Fund, plus 1% administrators' fees. Like employees, the Provident Fund contribution is capped at a maximum of 15,000 INR.

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Termination procedures in India require adherence to specific notice periods. Here's a general overview of the termination process:

• Notice Periods: An employee must give their employer between 15 and 90 days' notice, depending on their seniority within the organisation, and their contract. An employee who is still on probation does not have to give notice when resigning.
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• Procedure: An employee on probation, which in India can last from 3 months to 2 years, does not need any notice, reason or more compensation. Employees who are not on probation must be given enough notice, which depends on the state provisions, their industry and their seniority. Dismissal notices can range from 30 to 90 days, and a valid written explanation must accompany them.

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