Corporate Governance Policies & Internal Manuals

Statutory requirements depend on headcount and corporate structure. Every entity with 10+ employees must maintain a POSH Policy and an Internal Committee. Entities collecting digital personal data must maintain a DPDP-compliant Privacy Policy. Under the Companies Act, 2013, companies meeting specific thresholds must adopt a Vigil/Whistleblower Mechanism, CSR Policy, and Related Party Transaction (RPT) Policy.

The Digital Personal Data Protection Act, 2023 requires all data fiduciaries to: publish clear, unconditional privacy notices; obtain verifiable, affirmative consent; implement reasonable technical and organizational data safeguards; establish clear data principal grievance redressal mechanisms; and report data breaches to the Data Protection Board within statutory timelines. Defaults attract penalties up to ₹250 Crores.

Under the POSH Act, 2013, every workplace with 10 or more employees must constitute an Internal Committee via written order. The IC must comprise: a Presiding Officer (a senior woman employee), at least two employee members committed to women's causes or legal experience, and one External Member from an NGO or familiar with sexual harassment issues. At least half the total members must be women.

Generic templates often fail to align with Indian legislation—such as the DPDP Act 2023, POSH Act 2013, or the Companies Act 2013. Non-compliant policies leave companies legally defenseless during labor department inspections, data breach investigations, or employee wrongful termination claims.

Our employee handbooks include proprietary information and inventions assignment provisions. These explicitly state that all software code, creative designs, methodologies, client lists, and inventions developed during employment belong exclusively to the employer as 'work-made-for-hire', eliminating ownership disputes when key personnel depart.

Yes. For policies to carry legal force and protect directors from 'officer-in-default' liabilities under the Companies Act, they must be formally placed before the Board of Directors and adopted via recorded Board Resolutions. We provide all necessary draft resolutions alongside each completed policy suite.

Under Section 177 of the Companies Act, 2013, every listed company, companies that accept public deposits, and companies with borrowing from banks/FIs exceeding ₹50 Crores must establish a vigil mechanism. This policy creates confidential reporting channels for financial misconduct and fraud, complete with strict protections against employee retaliation.

Corporate policies should undergo formal legal review annually or whenever governing laws change (such as the recent notification of the DPDP Act rules or new labor codes). Regular updates ensure policies remain legally defensible and reflect operational changes within growing companies.

A policy is only enforceable against an employee if proof of receipt and acknowledgment exists. We provide standard digital acknowledgment schedules and onboarding forms to incorporate into your HRMS or employee induction workflow, establishing that every team member has read and agreed to comply.

Individual statutory policies (such as a POSH Framework or DPDP Privacy Manual) are drafted within 48 to 72 business hours. Comprehensive enterprise governance suites—including the Employee Handbook, DPDP manuals, POSH frameworks, and Board Charters—are delivered within 3 to 5 business days.