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India has consolidated 29 labor laws under the umbrella of four labor codes. These include the Code on Wages, the Code on Social Security, the Industrial Relations Code and the Occupational, Safety, Health and Working Condition Code. However, the rules for these codes are yet to be notified as of September 2021 and HR policies in India continue to be governed by the old laws for the time being.

Once the new codes have their implementation rules in place, the legal regime will provide flexibility to employers by easing hiring and retrenchment norms.

Main sources of employment law in India

As per the Indian Constitution, the federal as well as state governments are empowered to enact suitable legislations to regulate and protect the interests of employees, as well as to create and increase employment opportunities.

Depending on the type of industry, nature of work undertaken, number of employees, location, remuneration of the employees, etc., different legislation, such as the Industrial Disputes Act 1947, Factories Act 1948, and the respective Shops and Establishment Acts of relevant states have been enacted.

[tips title="Did You Know"]With the objective to consolidate and reform labor laws and to facilitate the ease of doing business in India, the Government of India has enacted four labor codes, which subsume approximately 29 labor laws.[/tips]

The four new labor codes are: the Code on Wages, 2019; the Code on Social Security, 2020; the Occupational Safety, Health and Working Conditions Code, 2020; and the Industrial Relations Code, 2020. Though all the codes have been passed by both houses of parliament and received the assent of the president, they are yet to be enforced by way of a specific notification in this regard by the central government. Until such date, the extant labor laws referred to and explained herein shall continue to apply.

What to know before hiring in India?

Before you start hiring in a new country, it is vital to understand the general landscape of the country’s workforce and employment regulations and compliance obligations to abide by.

Let’s look at some key information to understand before recruiting in India.

How can a company become eligible to hire employees in India?

To hire new employees in India, one can establish a company as an employer or work with an Employer of Record (EOR), also known as a professional employment organization (PEO).

An EOR will already have everything in place that is needed to start hiring new employees in India, so one can begin the hiring process immediately. Additionally, EORs are well-versed with Indian employment laws and how to structure competitive salary and benefits packages.

Passing off these HR responsibilities also means one avoids the risk of non-compliance.

The alternative to partnering with an EOR is to establish one’s own company branch or subsidiary in India and handle the logistics of hiring and other HR tasks internally. To set up a subsidiary in India, one must start by researching the regulations that apply to the sector.

Most international companies that establish a subsidiary in India choose either a private or public limited liability company structure. To establish one’s subsidiary and start hiring someone in India, one must have obtained the following:

  • Director Identification Number (DIN)
  • Digital Signature Certificate (DSC)
  • Business name approved by the Registrar of Companies
  • Memorandum and Articles of Association
  • Incorporation application
  • Certificate to commence operations
  • Company seal
  • Permanent Account Number (PAN)
  • Employees’ Provident Fund Organization filing
  • Value-added tax (VAT) registration
  • Medical insurance application

One may also need to obtain special permits or other permissions depending on one’s industry or location. Companies must plan for sufficient time to make sure every requirement is in place before the recruiting process is initiated.

Workforce skills in India

India is one of the fastest growing economies in the world; however, it needs to generate five to ten million jobs a year to keep up with the growth rate. Therefore, the unemployment rate for university graduates is high and many Indians are often forced to look overseas for a job. This has led to a surge of Indian professionals working as expatriates in the United States, United Kingdom, Australia, Middle East, Southeast Asia, and also remotely.

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The enrollment in higher education institutions (HEIs) has increased four-fold since 2001, India’s gross enrollment ratio (GER) – the percentage of people aged 16-23 who are enrolled in tertiary education – is at 26.3 percent. This implies that approximately 48.8 million young adults in India are attending a higher education institution. Employers will thus find a relatively highly educated talent pool to recruit for their company in India. 

Some of India’s most prominent and developing industries include industrial production, technology, information technology (IT) and business services outsourcing, retail, financial services, healthcare, and tourism. 

Remote work culture

With more than 1.3 billion people living in India, the country is one of the top hubs for remote workers, especially in the IT sector. Moreover, India has a rapidly growing population and a high literacy rate. India is the world’s second-largest English-speaking country, with around 125 million people, second only to the United States. It is no wonder that many global companies tend to hire remotely from India.

Employment contract

Foreign-owned businesses hiring employees in India should pay attention to the Industrial Disputes Act and the Shops and Establishments Act. The latter Act administers the hours of work, payment of wages, leave, holidays, terms of service, and other conditions. Apart from labor laws, there are industrial laws, the Companies Act, and the Contract Act, 1872 that govern employment conditions in India. There are other wages and remuneration Acts too, that regulate the salaries, bonuses and equal pay between the genders. When hiring employees, standard practice is to have an employment contract between employer and employee. For hiring employees in India, the best way to get this done is to draft it together with a local expert. This is to ensure the contract is valid and it complies with the Indian labor law.

Wages

Employers should seek to periodically audit their wage structure to ensure it remains competitive within the local labor market. However, it is perhaps more important to ensure wages are compliant with prevailing laws.

Under the Minimum Wages Act, 1948, all employers in the organized sector must provide ‘the basic cost of living’ to employee categories specified within the act. The Code on Wages, 2019 further enables the federal government to fix minimum statutory wage for millions of workers.

The Equal Remuneration Act, 1976 mandates non-discrimination for payment of wages to men and women, while The Payment of Wages Act, 1936 orders the timely disbursement of wages to employees.

[tips title="Important Tip"]Payment of wages below the minimum wage limits amounts to forced labor. This is prohibited under the Bonded Labor System (Abolition) Act, 1976.[/tips]

Companies should ensure that employment contracts consider this while defining the terms and conditions for the remuneration for employees.

Negotiating compensation packages is an involved process in India due to all the allowances many employees receive on top of their basic pay. These allowances can equate to so much that an employee’s basic salary constitutes just 40 percent of their total compensation. These allowances may include:

  • Performance-based bonuses
  • Children education allowance
  • Children hostel allowance
  • House rent allowance (HRA)
  • Vehicle allowance
  • Telephone or mobile phone Allowance
  • Leave travel allowance or concession (LTA/LTC)
  • Special allowance

Some of these allowances are taxable, while others are tax-exempt up to a certain point. Determining the right amounts to include in an employee’s compensation package is a complex task, which is why international employers may want to consider outsourcing HR for their Indian employees. Employees will look for a certain salary and a compensation package that is structured in the most tax-efficient way possible.

Note that India does not have a national minimum wage but does give local governments the authority to establish minimum wage rates. The rates differ depending on location, industry, the nature of employment, and the employee’s age.

Work hours and overtime pay in India

For most industries, employees should not work more than nine hours per day, and not more than 48 hours per week in total.

The Minimum Wages Act, 1948 states that if an employee has fixed minimum wages for a particular period of time, the employee should receive overtime pay for work done beyond the specified period. Like the regulations for work hours, regulations for overtime pay may also vary depending on the industry.

Costs, taxes and social security contributions

India recently introduced a new tax regime that eliminates 70 tax exemptions but offers lower tax rates. This new regime coexists with the old one, and employees can choose which system they want to follow. Both systems are progressive, so employees will fall within a certain slab based on their income. Employees making below a certain threshold don’t have to pay income tax at all.

India also has a social security program, which is administered by the Employees’ Provident Fund Organization (EPFO). Under this program, employers and employees contribute to the Employees Provident Fund (EPF), which is a retirement savings scheme. Employees make the bulk of this contribution.

However, employers alone must cover contributions to other types of social insurances available in India. You may refer to the section on social security to know more.

Employer contributions

Provident Fund

The Provident Fund is a retirement savings scheme mandated by the Indian government. Every month the employer and employee must each contribute an equal amount. The contribution is 12% of the employee’s basic salary, dearness allowance, and retaining allowance. However, if the company has less than 20 employees or if it meets other conditions, the maximum contribution rate is 10 percent each.

Upon retirement, the employee will receive a lump sum amount including both the employee and employer’s contributions with interest accrued.

State insurance

Companies with at least 10 employees, or 20 employees in the State of Maharashtra, must make contributions to the Employees’ State Insurance fund. For all employees whose monthly wages do not exceed INR 21,000 (US$285), the employer must contribute 3.25 percent of the employee’s monthly salary and the employee must contribute 0.75 percent.

Payment of gratuity

Gratuity is a type of benefit in India for employees who are retiring or leaving the company after several years of service. This is applicable to companies that have had at least 10 employees within the preceding 12 months.

To be eligible for gratuity, the employee must render 5 full years with the employer except in cases where he or she can no longer work due to an accident or illness.

Gratuity is equivalent to 15 days’ worth of wages for each year of service. The number of years is rounded to the nearest number of years, that is, five years and seven months would count as six years of service.

Annual bonuses

In India, the law requires employers to pay bonuses. As stated in the Payment of Bonus Act, 1965, companies with at least 20 employees or factories with at least 10 employees must pay each eligible employee a bonus. The act states that the employer must pay the bonus within the financial year.

The amount must be at least 8.33 percent but not exceeding 20 percent of the salary or wage earned by the employee or INR 100, whichever is higher. The compensation package must include this bonus.

According to Section 16 of the same Act, the company does not have to pay its employees the bonus for the first five years if it has not made a profit for that financial year. However, after the first five years, the company will have to pay the bonus whether it has profited that year or not.

Failure to comply with the act could result in imprisonment or a fine of up to INR 1,000 (US$13.84).

The cost of hiring an employee in India

Hiring new employees is a significant financial undertaking. The main consideration is the cost of labor, which can be complicated to calculate in India due to the way compensation packages are structured. In addition to determining the amount each new employee will cost the company, one also needs to consider the costs of the recruiting process.

These costs may entail the following:

  • Registration costs for setting up the Indian entity
  • Lawyers and accountants to help in compliance with Indian employment and taxation laws
  • HR recruiter and manager’s time spent on hiring tasks
  • Fees for a hiring agency if one chooses to outsource
  • Cost to host or attend hiring events
  • Job advertisement costs
  • Travel costs for any recruiters traveling to India
  • Relocation costs for new hires if applicable
  • Cost to conduct background checks through a third-party provider

Maternity and paternity Leave

The Maternity Benefits (Amendment) Act, 2017 applies to all shops and any establishments that employ over 10 workers. Under the Act, 26 weeks of paid leave is available for women for the first two children, and 12 weeks subsequently. Companies employing more than 50 people must also provide crèche services.

The Paternity Benefits Bill, 2017 is set to be up for discussion in the next parliamentary session. However, a significant number of organizations, especially foreign companies like Microsoft and IKEA, already include a mutually decided paternity leave clause within their company policy. This practice has been well received by the Indian workforce and lauded as a good HR move.

Prevention of sexual harassment in the workplace

The Indian government has brought the safety of women in the workplace to the forefront of its law making.

An Internal Complaints Committee must be set up by all organizations with more than 10 employees in accordance with the norms laid out in the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013. All complaints should be actively pursued, evidenced, and redressed immediately.

To guarantee employee safety, companies must draft appropriate HR policies within the firm, and ensure they are clearly communicated to all personnel.

HR personnel should organize workshops or sensitization programs and encourage communication to promote an organizational culture that provides for a fair and safe working environment for all its employees.

Impact of digitalization on HR in India

Workplaces are becoming increasingly virtual. Firms and employees both require real-time employee information to improve critical efficiencies and maintain core compliances within the organization.

The scope of work for HR departments has expanded to include the use of digital technology, through apps and in-house databases, especially in the service and consultancy sectors. This includes the use of online platforms and applications for processes, such as recruitment, learning and development, and even day-to-day administration.

Business leaders should consider affordable integrated software solutions that automate aspects of HR administration and payroll. This allows back offices to focus on providing value added services, allowing front offices to invest in growth, services, and innovation. Making use of third-party vendors may be a cost-effective strategy for smaller companies.

HR Policies in India: 10 Best Practices for Employers

When establishing human resource (HR) polices in India, foreign companies need to strike a balance between their own best practices and local norms in the country.  

Foreign companies should seek to establish a strong understanding of laws and regulations that inform HR administration as a basis for their HR policies in the country. This is particularly important in country like India, where federal, state, and industry-specific regulations govern labor laws.

However, employers may also use HR policies to gain a competitive advantage. Good HR policies can make employers more attractive to talent in the labor market and lower costly attrition rates. Meanwhile, strong HR and payroll administration can help instill company values locally and improve workforce efficiency.

Foreign companies that have not yet entered India typically review local HR costs and practices before entering the country, while companies that have established often conduct HR health checks or audits to maintain compliance and employ best practices for their industry.

Here, we briefly discuss 10 key areas that foreign employers should pay attention to when handling staff in India. These tips should serve as a good introduction or refresher for any HR professional.

1. Employment Contracts

India does not mandate a written employment contract for local employees. However, it is advisable for companies to use contracts to limit risk and define the terms and conditions of employment.

Indian employment laws are diverse and form a complex framework that employers must navigate carefully when constructing contracts. Apart from labor laws, there are industrial laws, The Companies Act, and the Contract Act, 1872 that govern employment conditions in India.

Both the state and federal governments create and enforce laws pertaining to employment, which can complicate compliance for those that are unfamiliar with the country. HR managers should keep themselves updated and develop employment contracts in accordance with these to prevent future legal complications.

2. Wages

Employers should seek to periodically audit their wage structure to ensure it remains competitive within the local labor market. However, it is perhaps more important to ensure wages are compliant with prevailing laws. 

Under the Minimum Wages Act, 1948, all employers in the organized sector must provide ‘the basic cost of living’ to employee categories specified within the act. The Code on Wages Bill, 2019 further enables the federal government to fix minimum statutory wage for millions of workers.

The Equal Remuneration Act, 1976 mandates non-discrimination for payment of wages to men and women, while The Payment of Wages Act, 1936 orders the timely disbursement of wages to employees.

Payment of wages below the minimum wage limits amounts to forced labor. This is prohibited under the Bonded Labor System (Abolition) Act, 1976.

Companies should ensure that employment contracts consider this while defining the terms and conditions for the remuneration for employees.

 3. Termination of employment

Employees in India may only be terminated as per the terms and conditions within their employment contract.

However, companies should note that all employers must adhere to the federal and state labor laws when laying off or terminating workers – the conditions drafted in company contracts cannot supersede these legal statues.

Finally, termination without notice is prohibited in India. Termination periods vary by function and length of employment.

4. Maternity and paternity leave

The Maternity Benefits (Amendment) Act, 2017 applies to all shops and any establishments that employ over 10 workers. Under the Act, 26 weeks of paid leave is available for women for the first two children, and 12 weeks subsequently. Companies employing more than 50 people must also provide crèche services.

The Paternity Benefits Bill, 2017 is set to be up for discussion in the next parliamentary session. However, a significant number of organizations, especially foreign companies like Microsoft and IKEA, already include a mutually decided paternity leave clause within their company policy.

This practice has been well received by the Indian workforce and lauded as a good HR move.

5. Prevention of sexual harassment in the workplace

The Indian government has brought the safety of women in the workplace to the forefront of its law making.

An Internal Complaints Committee must be set up by all organizations with more than 10 employees in accordance with the norms laid out in the Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013. All complaints should be actively pursued, evidenced, and redressed immediately.

To guarantee employee safety, companies must draft appropriate HR policies within the firm, and ensure they are clearly communicated to all personnel.

HR personnel should organize workshops or sensitization programs and encourage communication to promote an organizational culture that provides for a fair and safe working environment for all its employees.

6. Public holidays and work weeks

India observes three national holidays – Republic Day (January 26), Independence Day (August 15), and Gandhi Jayanti (October 2).

On these days, all institutions, whether public or private, must remain closed.

Government approval is necessary for any organization to function on these days. Only certain establishments, such as factories, and industries where the work process is considered to be continuous, including  hospitals, and travel agencies, are allowed to operate over 24 hours across 365 days. However, establishments that operate on these days are subject to provide additional wages for staff working on those days. 

Additionally, firms must inform the annual list of holidays and weekly offs available to employees each year. The number of leaves and categories of leave must ideally be explained in the employee contract.

Many laws in India, such as the Factories Act, 1948, also provide for the maximum number of work hours and the amount of overtime wages to be paid to labor employed.

7. Restrictive clauses in employment contracts

Employers should note that including restrictive clauses into a contract might not be enforceable through the Indian courts. The Contract Act, 1872, necessitates the fundamental right of all citizens to carry on any profession, trade, or business.

Non-compete, non-disclosure, non-solicitation, and ‘garden leave’ clauses are examples of restrictive clauses that can only be imposed by the courts if plausible grounds – with respect to time-period and nature of activities involved – are provided.

The best way to ensure enforceability is to restrict the scope of the clauses as much as possible within these dimensions. However, this does not guarantee legal protection to employers.

8. Gratuity and Provident Fund

The Payment of Gratuity Act, 1972 provides the guidelines for gratuity owed to an employee.

The number of years of service of the employee is the criteria for deciding the amount of gratuity owed, and this payment by the company is obligatory by law.

The minimum amount (more may be approved) must be given to an employee in case of the following circumstances:

  • Retirement;
  • Resignation;
  • Disablement due to accident or illness; or,
  • Death of the employee (gratuity paid to employee’s nominees).

However, if an employee is dismissed for proven criminal or moral reasons, no gratuity is owed to him.

Similarly, the Employees Provident Fund Organization of India (EPFO) oversees and regulates the Employee’s Provident Fund (EPF).

Under this scheme, the employer and employee contribute an equal amount to the fund every month, which is accessible to the employee at certain points in their career.

The EPF scheme is mandatory for a salary below Rs 15,000 (US$220) and voluntary thereafter.

9. Impact of digitalization 

Workplaces are becoming increasingly virtual. Firms and employees both require real time employee information to improve critical efficiencies and maintain core compliances within the organization.

The scope of work for HR departments has expanded to include the use of digital technology, through apps and in-house databases, especially in the service and consultancy sectors. This includes the use of online platforms and applications for processes such as recruitment, learning and development, and even day-to-day administration.

Business leaders should consider increasingly affordable integrated software solutions that automate aspects of HR administration and payroll. This often allows back offices to focus on providing value added services, allowing front offices to invest more into growth, services, and innovation.

10. Adaptive work culture

Job seekers in India are moving away from traditional work modes – such as a ‘9 to 5’ time pattern – to a more holistic view of career development.

Organizations are also gradually incorporating the idea of work-life balance into their corporate culture.

Responsive and adaptive HR departments are key to cultivating these organizational values and fostering a balance between employee satisfaction and productivity.

Working conditions in Indian multinational companies are also changing to incorporate flexi-time or work from home options into employment contracts to boost employee retention and loyalty.

[faq title="FAQ:HR Automation & Technology Trends in India" ui="accordion"]

What is Human Resource (HR) automation?

HR Automation is a process of using software to digitize and automate repetitive and time-consuming tasks including employee onboarding, payroll, timekeeping, and benefits administration to simplify HR processes. Cloud based HR SAAS platforms have transformed the HR function and played a pivotal role in bypassing the time and effort involved in maintaining physical paperwork in every-day HR processes earlier.

It would be fair to state that business is bound to take a hit If HR professionals in an organization spend more time on administrative work than utilizing their valuable skills in other consequential areas such as employee engagement, employee grievance redressal, workforce forecasting, talent acquisition, and updating HR policy as per ongoing regulatory changes, amongst others.

However, transitioning from manual HR systems to HR automation requires a certain level of expertise with the technology that is being integrated into organizational processes. The benefits of HR automation far outweigh the time, energy, and capital the organization will invest in the process. 

Why should businesses invest in HR automation?

HR Automation directly results in enhancing the productivity of an organization’s HR Department. This is attained by maximizing efficiencies across several HR Related processes to reduce the administrative burden and minimize compliance costs. We have listed down some key benefits of HR Automation below:

  1. Enhanced efficiency and productivity

HR largely depends on document-driven processes, which when done manually, can be time-consuming, repetitive, and extremely inefficient. Automation of human resource functions can improve efficiency and productivity of an organization by automating such tedious tasks.

  1. Boosts cost savings

Automating the manual HR operations can help an organization save a substantial amount of capital in the long run. As information is stored online, the money that would previously be spent on paperwork and storage space would be eliminated.

  1. Simplifies HR processes

HR tech can greatly improve the employee experience in an organization. By automating all essential HR functions, the employees will be able to get their work done much faster. Since everything is automated from a single system, employees can find any information they need online.

  1. Reduced data errors

As an HR professional, one must deal with tons of employee data on a daily basis. Errors are sometimes inevitable when the data is managed manually. These errors can affect an organization on different levels, reducing the overall efficiency of its operations. 

  1. Actionable insights

HR automation enables organizations to track, collect and analyse data of all kinds. This allows them to spot patterns and create reports on their findings. They can then use these insights to improve processes, correct any failures, and do more of what’s working across the business. 

  1. Improved communication and collaboration

HR automation gives a clear overview of all the processes and stages involved. This helps everyone understand each other’s responsibilities, thereby improving overall communication and teamwork.

What manual processes can be automated in HR?

There is a broad spectrum of HR processes that can be automated to save time and boost productivity in an organization. Some of them are:

  1. Talent Acquisition

Recruiting is integral to the success of any organization, as it ensures one brings in the right talent and leadership for each available position. Many recruitment processes, like posting job ads and screening CVs — can be automated easily to save the organization considerable time and energy throughout the hiring process.

  1. Employee Onboarding

While employee onboarding is a crucial process of the HR function, it’s traditionally a time-consuming and paper-reliant process. Automation, however, allows HR teams to offer a more standardized experience for every hire, since it streamlines communication, improves efficiency, and eliminates mistakes that are characteristic of manual data entry.

  1. Learning & Development

Besides onboarding, training employees is critical to their success in achieving their individual goals, and the best way to approach employee training these days is through conversational technology based training sessions. Not only does it allow HR departments to digitize their training delivery, it also enables them to track the progress of individuals through data driven dashboards.

  1. Employee Exit Management

Automation can also simplify the process of managing employee exits from the organization through digitized files that will dissolve the employee’s payroll, benefits package, and follow retention schedules required to stay compliant. 

  1. Leave Requests Management

Automation helps in syncing the employee information with payroll and human resources which helps in managing the workflow for any leave requests.

  1. Expense Claims Management

With HR automation, all mandatory fields and attachments for expense claims are easily created, leading to simplified expense claiming processes and functions, and easier approvals from various departments for expenses.

  1. Payroll Management

The advantages of automated payroll are manifold since automation can complete all types of payment functions — salaried and hourly wages, overtime, double-time, commissions, bonuses, raises, and more. Automating payroll simplifies tax filing as well, as this method maintains compliance with all relevant tax laws.

Is there a sustainable market for HR Technology in India?

The Indian HR Tech market is primarily being driven by the widespread adoption of contactless hiring solutions in organizations. The overall market size of HR technology in India was around 1.1 billion dollars in 2021.

Various technological advancements, such as the integration of artificial intelligence (AI), big data, cloud computing, and augmented reality (AR) solutions for remote hiring and the management of employees, provide the thrust to market growth.

Other factors, including rapid digitization and the adoption of work from home, and hybrid working models, are projected to have a positive impact on the HR Technology market growth.

What are the top HR tech trends in India in 2022?

  1. Permanent switch to hybrid and remote working teams

Hybrid work schedules, meaning a mix of work from home/anywhere and work from office, are likely becoming the norm. Applications, such as employee self-service (ESS) portals are becoming more important than ever. This evolution of working models will also have greater reliance on cloud-based systems for day-to-day administration work. Remote candidate screening and onboarding will also become a routine part of the job.

  1. HR to play a vital role in cybersecurity

With increased digitization and remote work, the threat of cybersecurity is ubiquitous. Around 55 percent of people working remotely have experienced a cybersecurity issue over the past year, with phishing and malware being the most common areas of concern. HR professionals working remotely, who are handling confidential employee data, are at a greater risk of hacking.

It is imperative that HR teams follow strict security protocols when working from home.

  1. AI’s role in recruitment

For HR professionals, one of the main applications of AI is in candidate screening. Application tracking system (ATS) platforms use AI to screen resumes, and automated chatbots can handle routine questions from applicants.

  1. Augmented analytics in HR

HR professionals are increasingly resorting to augmented analytics trends to deal with HR data. HR analytics provides data-driven insights on workforce analytics and talent analytics to enhance business performance and make strategic business decisions based on these metrics.

  1. Inclusive and accessible work culture

Technology enables the organization to provide a more inclusive workplace. Accessibility driven tools provide opportunities for businesses to focus on larger markets and help enhance the employee work experience. These hands-free features provide users with mobility challenges, an easier option to access technology. By eliminating barriers in technology, organizations could render an all-inclusive employee experience across all their products and solutions.

  1. Freelance economy

Associated with the ongoing shift to the gig economy, freelance staff work for an organization but with relative mobility, independence, and away from the nine-to-five work hour systems. This requires technology aided solutions like round-the-clock accessibility where performance is assessed typically on outcomes and linked to project management deadlines.

  1. Employee wellness

Employee wellness is as essential as employee performance for high productivity. HR leaders are increasingly focusing on employee wellness, health, and education to facilitate high engagement, quality, and productivity. This is particularly relevant in the post-Covid era where employees have had to contend with multiple uncertainties and challenges, such as communication gaps, lack of motivation, training, and more.

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