A. Drafting & Reviewing Vendor and Staffing Agreements
- Preliminary review of the existing vendor staffing agreements.
- Redesigning and negotiating vendor contracts, staffing agreements, and outsourcing arrangements.
- Integrating important indemnity provisions, liability waivers, and dispute resolution provisions in staffing agreements. Devising strategy with respect to penalty clauses, risk mitigation strategies, and dispute resolution frameworks.
- Tailored advice on hiring offshore vendors, cross-border role applications, and global contract staffing risks.
- End-to-end assurance and maintenance of compliance with legal laws, tax regulations, and employment policies.
- Ensuring the enforceability of important clauses in the agreements, including payment terms, performance obligations, and termination clauses. Our Team upholds an impressive record of success in resolving employment-related disputes through appropriate execution of arbitration, mediation, and negotiation process. We believe in providing top-notch advising strategy and with extensive law legal professional involvement at each stage.
B. Compliance with the Contract Labour (Regulation and Abolition) Act
- We have observed clients struggling with complying with the Contract Labor Regulation and Abolition Act.
- We formulate advice and strategy related to contract labor regulations and employer obligations.
- Further, we ensure compliance with the respective contracts, laws, licensing requirements, and regulatory approvals. We believe in providing end-to-end assistance to businesses in designing compliant workplace requirements as per the Indian labor laws.
- We believe in drafting mutual agreements, such as liability in the tri-party agreement models, clarifying the employer responsibilities when staffing agencies require workers for a client organization. We also design tailored strategies for businesses on legal risks involved in converting contract workers to full-time employees.
C. Compliance Audits for Staffing Vendors & Contractors
- Corrida Legal can be considered as the go-to firm for scheduling labor law compliance audit for staffing agencies and third-party contractors.
- Understanding the risk appetite of the clients and mitigating risks with respect to contractors and worker rights violations, meticulous evaluation of vendor adherence to minimum wage laws, anti-human trafficking prevention, sexual harassment requirements, and working conditions.
- Designing an end-to-end package and portfolio for clients with respect to labour law compliance and staffing vendors and contractors' obligations.
D. Managing Disputes Related to Vendor Resources & Contract Workers
- Organizations face multiple challenges with respect to employment that pose financial, commercial, and reputational risks. As a part of the portfolio management, we tackle vendor disputes, major contract claims, and worker involvement through class suits.
- We represent our clients in employment drivers with other procedures respect to any arising vendor disputes, devising and advisory strategy on claims related to wrongful termination, contract breach, and indemnity enforcement.
E. Gig Worker & Freelance Workforce Compliance
- Integration of gig workers and their compliances require to have a specialized balance of workforce flexibility and consistent legal compliances.
- We first assess the business objectives and requirements to advise our clients on gig economy regulations and independent contractor classification, signing of workforce contracts.
- We believe in well-defined scope of liability and shift terms, and the mode of working, gig work compliance with latest tax implications and social security implications.
- Devising a strategy at the beginning with respect to IP ownership, non-compete clauses, and confidentiality provisions.
F. Labour Law Registrations for Contract Staffing Operations
- We help our clients throughout the entire life cycle of employment, irrespective of the type of employment.
- Comprehensive assistance in obtaining labour law registration, contractor licensing, and social security compliances, while adhering to PFESI, Gratuity, and other statutory employment benefits.
- Proactive management of compliances against the multi-state labour laws and contract staff regulations, as applicable.
G. Compliance with Upcoming Labour Codes
- Being up to date with the latest labour code and the upcoming ones is crucial for employers. Our team has worked with several clients to provide end-to-end compliance support while keeping the business objectives in mind.
- Preliminary assessment of the existing vendor and contract staffing arrangements in alignment with the India's new labour code, including Code on Wages, Code on Social Security, Industrial Relations Code, and the Occupational Safety, Health, and Working Conditions Code.
- Classification of fixed term workers' social security benefits and wage structures under the new legal mechanism.
- Conducting legal audits to comprehend the compliance preparedness of businesses, staffing agencies, and contractors before complying with the new labour code.
- Drafting contracts to include enhanced employee benefits, gratuity eligibility for fixed workers, ESI, PF obligations under the new labour code.
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