January Newsletter
- Jan 10
- 17 min read
Notifications
Industrial Relations Code (Removal of Difficulties) Order, 2025
The Ministry of Labour and Employment has issued the Industrial Relations Code (Removal of Difficulties) Order, 2025, to address practical issues arising from the enforcement of the Industrial Relations Code, 2020. Although the Code came into force on 21 November 2025, the earlier notification did not expressly repeal the Industrial Disputes Act, 1947 or ensure a smooth transition of adjudicatory mechanisms. This Order clarifies how pending and new industrial disputes will be handled during the transition period, especially since new Industrial Tribunals under the Code are yet to be constituted.
Key Highlights
Existing Labour Courts, Industrial Tribunals, and National Industrial Tribunals constituted under the Industrial Disputes Act, 1947, will continue to function.
These forums are empowered to adjudicate both pending and new cases.
The clarification ensures continuity of dispute resolution until corresponding tribunals are established under the Industrial Relations Code, 2020.
The Order relies on the Central Government’s power under section 103 of the Code to remove implementation difficulties.
Key Clarifications
Transfer of cases under section 51 of the Code will not disrupt proceedings.
Tribunals have discretion to hear transferred matters de novo or from the stage at which they were pending.
the absence of an express repeal of earlier labour laws will not create a legal vacuum in adjudication
The Order provides much-needed certainty during the transition to the Industrial Relations Code, 2020, by ensuring that adjudication of industrial disputes continues without interruption. Employers, workmen, and trade unions can rely on existing Labour Courts and Tribunals for both pending and new matters, reducing the risk of jurisdictional challenges and procedural delays. It also limits potential litigation arising from gaps in repeal and tribunal constitution, thereby protecting the validity of ongoing proceedings. In the near term, this clarification stabilises industrial dispute resolution, while in the longer term, it signals that a formal and complete shift to the new tribunal framework under the Code will require fresh notifications once the necessary institutional infrastructure is in place.
Draft Industrial Relations (Central) Rules, 2025
The Central Government has notified the draft Industrial Relations (Central) Rules, 2025 under section 99 of the Industrial Relations Code, 2020, replacing the long-standing Industrial Disputes (Central) Rules, 1957 and the Industrial Employment (Standing Orders) Central Rules, 1946. The draft rules aim to operationalise the Code by prescribing detailed procedures across the entire industrial relations framework, including worker representation, grievance handling, trade union recognition, dispute resolution, strikes, lay-offs, retrenchment, closure, and reskilling. Stakeholders have been invited to submit objections and suggestions within 30 days of publication in the Official Gazette, marking a crucial step towards full implementation of the Industrial Relations Code at the central level.
Key Provisions
Mandatory constitution of a Works Committee with up to 20 members, ensuring equal or greater worker representation.
Formation of a Grievance Redressal Committee with equal employer–worker representation, adequate representation of women workers, and a fixed tenure of three years.
Prescribed Form I for settlements, clearly identifying authorised signatories for employers and trade unions.
Detailed framework for recognition of negotiating unions or negotiating councils, including verification of trade union membership through secret ballot.
Formalised procedure for voluntary arbitration, requiring written agreements and consent of arbitrators, including electronic consent.
Standardised strike and lockout procedures, with prescribed forms, service methods, and mandatory intimation to authorities.
Structured process for lay-offs, retrenchment, and closure, including Form-XIV applications and mandatory communication to workers.
Operationalisation of the Worker Re-skilling Fund, requiring electronic transfer of 15 days’ last drawn wages upon retrenchment.
Annual identification and communication of protected workers by registered trade unions.
Defined procedure for compounding of offences by a Gazetted Officer through a structured three-part notice under Form-XV.
Once finalised, the draft rules are likely to significantly standardise and streamline industrial relations processes across central establishments, reducing ambiguity that often led to disputes under the earlier regime. Employers will need to strengthen internal compliance systems, particularly around documentation, electronic filings, worker communication, and committee constitution. Trade unions and workers may benefit from clearer recognition mechanisms, structured grievance redressal, and enforceable safeguards during retrenchment and closure. Overall, the rules signal a decisive shift from discretionary practices to process-driven compliance, paving the way for smoother implementation of the Industrial Relations Code, 2020 and potentially fewer procedural challenges before labour authorities and tribunals.
Draft Occupational Safety, Health and Working Conditions (Central) Rules, 2025
The Central Government has notified the draft Occupational Safety, Health and Working Conditions (Central) Rules, 2025, along with the Draft Code on Social Security (Central) Rules, 2025, marking another significant step towards operationalising the Labour Codes. The draft OSH Rules seek to replace and consolidate multiple existing central rules governing workplace safety, health, and welfare across sectors. Stakeholders have been invited to submit objections or suggestions within 45 days of publication in the Official Gazette.
The draft rules aim to simplify compliance, promote digitisation, strengthen worker protections, and introduce a facilitative inspection regime, while placing clearer and more uniform obligations on employers.
Key Provisions
Consolidation of legacy rules
The draft Rules propose to supersede 13 existing Central Rules framed under diverse labour laws relating to factories, mines, contract labour, construction workers, dock workers, working journalists, cine-workers, and sales promotion employees. This creates a single, unified compliance framework under the OSH Code.
Mandatory electronic registration
Employers are required to apply for registration electronically through the Shram Suvidha Portal in the prescribed form. If the registration certificate is not issued within seven days, it will be auto-generated. Existing establishments must update their particulars within six months.
Deemed registration and safeguards
Where authorities fail to respond within prescribed timelines, registration is deemed granted. Cancellation is permitted only on limited grounds such as fraud or false information, and only after giving the employer an opportunity of being heard. Employers must also report changes in ownership or management within 30 days.
Strengthened health and safety duties
Enhanced responsibilities are placed on employers and safety officers, particularly in high-risk sectors like mines. This includes assisting management on safety issues and ensuring effective emergency preparedness and implementation.
Mandatory appointment letters
Issuance of appointment letters with detailed service particulars is made compulsory for all employees, pushing formalisation and reducing ambiguity in employment relationships.
Robust accident and disease reporting
Strict, time-bound electronic reporting of fatal and non-fatal accidents, dangerous occurrences, and notified occupational diseases has been prescribed through digital portals and standardised formats.
Empowered employees
Employees are expressly permitted to report unsafe working conditions, while employers must take immediate corrective steps and inform the Inspector-cum-Facilitator.
Institutional safety framework
The draft rules detail the constitution and functioning of the National Occupational Safety and Health Advisory Board and technical committees, with appointments to be made by the Central Government.
Safety Committees and Officers
Mandatory Safety Committees are prescribed for establishments employing 500 or more workers, with sector-specific thresholds. Qualifications, duties, and accountability of Safety Officers are clearly defined.
Uniform working hours and leave norms
The Rules codify working hours, overtime, holidays, and an extensive leave structure for working journalists and sales promotion employees, including medical and quarantine leave.
Digitised compliance
Registers and returns may be maintained electronically, with a unified annual return. Inspectors are empowered to issue improvement or prohibition notices through digital mechanisms.
Inspection-cum-facilitation model
Inspections will be carried out through risk-based, computerised schemes under the Shram Suvidha Portal, reinforcing transparency and reducing discretionary enforcement.
Once finalised, the draft OSH Rules are likely to fundamentally reshape workplace compliance in India. Employers will need to transition quickly to digital systems, update internal safety policies, issue formal appointment letters, and strengthen accident-reporting mechanisms. The emphasis on deemed registration and risk-based inspections may reduce procedural friction, but non-compliance could attract stricter scrutiny due to improved data visibility. For employees, the rules signal stronger safety rights, clearer service documentation, and greater accountability from employers. From a broader perspective, the framework reflects the government’s push towards formalisation, standardisation, and preventive regulation, making proactive compliance planning essential once the Rules are notified in final form.
Draft Social Security Code (Central) Rules, 2025
The Central Government has released draft rules under the Social Security Code that seek to bring gig and platform workers within a structured social security framework for the first time. Issued for public consultation under the labour codes regime, the draft focuses on eligibility thresholds, registration mechanisms and compliance obligations for aggregators operating in sectors such as food delivery, quick commerce and ride-hailing. The proposal aims to balance welfare extension for gig workers with traceable engagement standards for platforms, marking a significant step towards formalising India’s expanding platform-based workforce.
Key Provisions
Gig and platform workers become eligible for social security benefits only after completing 90 days of engagement with a single aggregator in a financial year.
Where a worker is associated with multiple aggregators, the eligibility threshold increases to 120 days in a financial year.
Engagement is counted from the first day of income generation, irrespective of earnings.
Cumulative counting of workdays is permitted, with each platform engagement on the same day counted separately.
Mandatory Aadhaar-based registration on a central government portal for all gig and platform workers above 16 years of age.
Aggregators must upload worker details, generate a Universal Account Number, and ensure registration at onboarding.
Issuance of a digital or physical identity card to registered workers for accessing notified social security schemes.
Aggregators are required to register on the portal and regularly update worker data.
Workers lose eligibility on attaining 60 years of age or upon non-engagement for the prescribed period in the preceding financial year.
If finalised, the draft rules could significantly reshape the gig economy by formally linking social security benefits to measurable engagement rather than employment status. For workers, this promises greater access to welfare schemes, particularly for those operating across multiple platforms. For aggregators, the rules will likely increase compliance and data management responsibilities, potentially affecting onboarding practices and operating costs. Over time, the framework may reduce ambiguity around gig worker welfare while setting the foundation for deeper regulatory oversight of platform-based work arrangements in India.
Draft Code on Wages Code (Central) Rules, 2025
The Ministry of Labour and Employment has issued a notification publishing the draft Code on Wages (Central) Rules for public consultation following the full enforcement of the Code on Wages, 2019. These draft rules are intended to consolidate and replace a wide range of wage-related rules issued under the Payment of Wages Act, Minimum Wages Act, Payment of Bonus Act and the Equal Remuneration Act, all of which now stand repealed under the Code. The notification invites objections and suggestions within forty-five days and marks a key step towards operationalising a unified and simplified wage compliance framework at the central level.
Key Provisions
Draft Central Rules issued under section 67 of the Code on Wages, 2019, read with section 24 of the General Clauses Act, 1897.
Supersession of multiple central rules framed under earlier wage laws, including rules relating to payment of wages, minimum wages, bonus and equal remuneration.
Consolidation of procedural requirements for wage payment, deductions, nominations, bonus, registers and compliance under a single rules framework.
Repeal and replacement of sector-specific wage rules applicable to mines, railways and air transport services.
Integration of compliance provisions earlier issued under the Ease of Compliance to Maintain Registers Rules, 2017, to the extent they relate to repealed wage statutes.
Separate treatment of the Central Advisory Board, with earlier advisory board rules expressly superseded.
Provision for a 45-day public consultation period from the date of availability of the Gazette notification.
Once finalised, the draft Central Rules are expected to significantly simplify wage-related compliance by replacing a fragmented set of legacy rules with a single, uniform framework under the Code on Wages, 2019. Employers will benefit from reduced overlap and clearer procedural requirements, though they will need to realign internal payroll systems, registers and wage practices to match the new rules. For workers, the consolidation promises greater consistency in wage protection, bonus entitlements and non-discrimination norms. Overall, the draft rules indicate a decisive shift towards streamlined wage governance, with the consultation process offering stakeholders a final opportunity to shape the operational details before full-scale implementation.
Judgments
ABC v. Border Security Force
In the case of ABC v. Border Security Force, the Hon’ble Delhi High Court held that an employee cannot be declared medically unfit or removed from service solely on the ground of being HIV-positive. The Court ruled that persons living with HIV are covered within the definition of “persons with disability” under the Rights of Persons with Disabilities Act, 2016 and are entitled to protection against discrimination and to reasonable accommodation. It further held that termination on medical grounds must strictly comply with the safeguards prescribed under the HIV and AIDS (Prevention and Control) Act, 2017.
The petitioner was appointed as a Constable (GD) in the Border Security Force in April 2017 and was diagnosed as HIV-positive in July 2017, following which he underwent antiretroviral therapy. In December 2018, a medical board declared him permanently unfit for service, and his services were terminated by an order dated 9 October 2020. The petitioner challenged the termination before the Delhi High Court, contending that it was based solely on his HIV status without any assessment of transmission risk or feasibility of reasonable accommodation, as mandated by law.
The judgment has significant implications for public employers, particularly uniformed services, by reinforcing that HIV status alone cannot justify termination or exclusion from service. Employers are now clearly obligated to assess actual functional capability, explore reasonable accommodation, and record written reasons before taking adverse action. The decision strengthens employment protections for HIV-positive individuals and is likely to influence future medical fitness evaluations, ensuring they align with statutory anti-discrimination safeguards rather than outdated medical presumptions.
Indraprastha Gas Limited v. Ambrish Kumar
In the case of Indraprastha Gas Limited v. Ambrish Kumar, the Hon’ble Delhi High Court held that a workman engaged through a contractor cannot be treated as an employee of the principal employer unless a direct employer–employee relationship is established through clear, cogent, and credible evidence. The Court reiterated that the burden of proof lies squarely on the claimant and that unauthenticated documents or self-serving claims are insufficient to prove direct employment. On this basis, the Court set aside the Ld. Labour Court’s award directing reinstatement with back wages.
The dispute arose after a Driveway Sales Man claimed that he had been directly employed by Indraprastha Gas Limited since 2001 and that the contractual arrangement shown by the employer was a sham. Accepting this plea, the Labour Court ordered reinstatement with back wages. However, the High Court noted that the workman failed to produce any appointment letter, recruitment records, or statutory documents such as PF or ESI contributions in his name by IGL. In contrast, IGL produced contractual agreements, wage records, and statutory compliance documents maintained by the contractor, demonstrating that the workman was engaged through a valid contract labour arrangement.
The judgment has important implications for contract labour disputes involving public sector undertakings and principal employers. It affirms that genuine contractual arrangements, supported by proper documentation and statutory compliance, will be respected by courts. The ruling also serves as a caution to workmen that claims of direct employment or regularisation must be backed by foundational evidence, and that beneficial labour legislation cannot be invoked to override lawful contractual structures or prescribed recruitment processes.
Ashok Kumar Dabas (Dead Through Legal Heirs) v. Delhi Transport Corporation
In the case of Ashok Kumar Dabas (Dead Through Legal Heirs) v. Delhi Transport Corporation, the Hon’ble Supreme Court held that resignation from service leads to forfeiture of past service under Rule 26 of the Central Civil Services (Pension) Rules, 1972, and consequently disentitles an employee from claiming pensionary benefits. The Court drew a clear distinction between resignation and voluntary retirement, observing that once a resignation is accepted, the right to pension stands extinguished, irrespective of the length of service rendered.
The case involved a Delhi Transport Corporation employee who was appointed as a conductor in 1985 and resigned from service after nearly three decades. His resignation was duly accepted, and his later request to withdraw the resignation was rejected. While the Central Administrative Tribunal and the Delhi High Court denied his claim for pension, they permitted release of provident fund dues. Before the Supreme Court, the employee’s legal heirs contended that the resignation should be treated as voluntary retirement. The Court rejected this argument, relying on Rule 26 of the CCS (Pension) Rules and its earlier decision in BSES Yamuna Power Ltd. v. Ghanshyam Chand Sharma. However, the Court partly allowed the appeal by directing payment of gratuity and leave encashment, while affirming the denial of pension.
The judgment has significant implications for service jurisprudence, particularly for employees of government and public sector undertakings. It reiterates that resignation and voluntary retirement operate in distinct legal domains and that pension is a statutory right, not an equitable benefit based on long service. The ruling serves as a clear caution that employees must carefully assess the legal consequences of resignation, as it irrevocably impacts pension entitlement unless the statutory requirements for voluntary retirement are strictly complied with.
The Director of Town Panchayat & Ors. v. M. Jayabal & Anr
In the case of The Director of Town Panchayat & Ors. v. M. Jayabal & Anr., the Hon’ble Supreme Court held that once a dependent accepts appointment under a compassionate appointment scheme, the right to such appointment stands fully exhausted. The Court ruled that a compassionate appointee cannot subsequently seek appointment to a higher post or claim elevation based on eligibility or seniority. It reaffirmed that compassionate appointment is a narrow exception to the regular recruitment process and cannot be expanded beyond the limits prescribed under the applicable scheme.
The case arose from the appointment of a dependent of a deceased Town Panchayat employee who had been working as a sweeper. In accordance with the governing compassionate appointment scheme, the dependent was appointed to the same post. After accepting the appointment, he approached the High Court seeking appointment as a Junior Assistant, claiming eligibility for the higher post and parity with others who were allegedly granted better appointments. The High Court allowed the claim. The Supreme Court, however, set aside the decision, relying on State of Rajasthan v. Umrao Singh, and held that mere eligibility does not create a right to a higher compassionate appointment. The Court also rejected the parity argument, holding that claims based on negative equality are legally impermissible.
The judgment has important implications for compassionate appointment jurisprudence. It reinforces that compassionate appointment is intended solely to provide immediate financial relief to the family of a deceased employee and not to serve as a pathway for career advancement. The ruling cautions courts against diluting scheme conditions and prevents reopening or upgrading compassionate appointments after acceptance, thereby preserving the exceptional and welfare-oriented nature of such schemes.
State Of Haryana vs Rajender Prasad
The Hon’ble Punjab and Haryana High Courtin the case of State Of Haryana vs Rajender Prasad held that although the termination of the workman was illegal due to the non-conduct of a departmental enquiry and non-compliance with Section 25-F of the Industrial Disputes Act, reinstatement with continuity of service and back wages was not warranted in the facts of the case. Applying settled Supreme Court jurisprudence, the Court modified the Ld. Labour Court’s award and substituted reinstatement with a lump-sum monetary compensation of ₹1,00,000, holding that compensation would better serve the ends of justice.
The workman was engaged as a Conductor on a purely contractual basis for short, fixed periods between March 1993 and December 1993. He remained absent from duty from November 1993, leading the management to issue a show-cause notice alleging unauthorised absence. No departmental enquiry was conducted, and retrenchment compensation was not paid. Nearly five years later, in 1998, the workman raised an industrial dispute. The Labour Court held the termination to be illegal and ordered reinstatement with continuity of service and back wages. The management challenged this award before the High Court. During the pendency of the writ petition, the workman continued to receive Section 17-B wages for over two decades.
This judgment reinforces the now well-settled position that reinstatement with back wages is not an automatic consequence of an illegal termination, particularly in cases involving contractual or daily-wage workers where illegality arises from procedural lapses rather than unfair labour practice. The decision offers clarity to employers that courts may mould relief by granting reasonable compensation, especially where the tenure of service was short and a long period has elapsed. For workmen, it underscores that while procedural safeguards remain critical, relief will be calibrated based on the nature of employment, length of service, delay in raising disputes, and overall equities of the case.
International Updates
Nepal launches national campaign to bring informal workers into social security
Nepal has launched a nationwide campaign to extend social security coverage to informal workers and the self-employed, a group that makes up the overwhelming majority of the country’s workforce. Led by the Social Security Fund in collaboration with ILO Nepal, the campaign brings together government bodies, employers’ and workers’ organisations, local governments, civil society, and the media. The initiative responds to a stark coverage gap where informal employment exceeds 86 percent, yet enrolment of informal workers in the Social Security Fund remains negligible. The campaign aims to translate Nepal’s strong legal framework on social protection into real, on-ground inclusion, with a strong focus on women workers.
Key Highlights
Over 86 per cent of Nepal’s workforce is in informal employment, with over 90 per cent of employed women working informally.
Despite 2.7 million workers registered with the Social Security Fund, only about 1,500 informal and self-employed workers are enrolled.
The campaign is jointly led by the Social Security Fund and ILO Nepal, with support from the European Union under its women’s empowerment programme.
Focus on women workers, addressing gaps in maternity protection, healthcare access, and old-age security.
Commitment to strengthening local government capacity to identify, register, and enrol informal workers.
Emphasis on contribution subsidies, awareness campaigns, and digital integration through systems such as ILMIS and OpenIMIS.
Alignment with Nepal’s 16th Periodic Development Plan, which targets 60 per cent social security coverage by 2028.
Active involvement of media and social partners to drive enrolment and track real-world outcomes.
If implemented effectively, the campaign could mark a turning point in Nepal’s social protection landscape by bringing millions of informal and self-employed workers into formal safety nets for the first time. Expanded coverage is likely to reduce economic vulnerability, particularly among women, and strengthen resilience against health shocks, income loss, and old-age insecurity. For the State, success would mean moving closer to its development goals while addressing bigger risks such as social unrest and forced migration linked to exclusion from welfare systems. Over time, the campaign may also serve as a regional example of how coordinated, multi-stakeholder action can translate constitutional and statutory promises of social security into tangible protection for those most at risk.
Indonesia amplifies women migrant workers’ voices and cross-border solidarity for fair recruitment and violence-free workplaces
Indonesia has launched a series of cross-border, gender-focused initiatives to strengthen the voices, leadership, and protection of women migrant workers and promote fair recruitment and violence-free workplaces. Led by the International Labour Organisation and UN Women in partnership with key Indonesian ministries, the initiative uses digital capacity-building, dialogue, and community engagement to address risks faced by women migrant workers across the migration cycle. The programme aligns with global observances such as the 16 Days of Activism Against Gender-Based Violence and International Migrants Day, reflecting Indonesia’s commitment to gender-responsive and rights-based labour migration governance.
Key Highlights
Strengthened the leadership and voice of women migrant workers through cross-border digital training and dialogue initiatives.
Collaboration between the ILO, UN Women, and Indonesian government ministries to promote fair recruitment and violence-free workplaces.
Capacity building on safe migration, cybersecurity, and prevention of online fraud, violence, and harassment.
Active involvement of women migrant worker vloggers and trade unionists across multiple destination countries to drive awareness.
On-ground implementation through Migrant Worker Resource Centres across five districts, linking digital outreach with local protection systems.
These initiatives have the potential to reshape labour migration governance by placing women migrant workers at the centre of advocacy, policy dialogue, and digital outreach. By strengthening cross-border solidarity and equipping women with tools to challenge exploitative recruitment and workplace violence, the programme can reduce vulnerabilities throughout the migration journey. Over time, the model may influence regional cooperation on fair recruitment standards, improve accountability of recruitment systems, and contribute to safer, more inclusive migration pathways. The integration of digital platforms and local-level resource centres also offers a scalable framework for empowering migrant workers and combating gender-based violence in transnational labour markets.
Advancing employment-centered trade and investment in Egypt
On 18 December 2025, the International Labour Organization convened Egypt’s first Policy Working Group meeting under Phase II of the Mainstreaming Employment into Trade and Investment (METI) project, in collaboration with Egypt’s Ministry of Planning, Economic Development, and International Cooperation. Funded by the European Union, the meeting formally launched the second phase of METI and brought together government representatives, employers’ and workers’ organisations, and other stakeholders. The focus was on strengthening policy coherence between trade, investment, and employment, aligned with Egypt’s Narrative for Economic Development: Reforms for Growth, Jobs & Resilience.
Key Highlights
Formal launch of METI Phase II in Egypt, marking a shift from research to implementation.
Strong tripartite participation to promote social dialogue and evidence-based policymaking.
Emphasis on translating trade and investment growth into decent jobs, especially for women, youth, and MSMEs.
Review of METI Phase, including value chain analysis of the food processing sector and assessment of employment impacts of major infrastructure projects.
Alignment of METI objectives with Egypt’s economic narrative and EU regional strategies for inclusive growth.
The initiative signals a move towards more integrated, employment-centred trade and investment policies in Egypt. By grounding decisions in sector-specific evidence and social dialogue, METI Phase II is likely to strengthen institutional capacity, improve job quality, and ensure that economic growth translates into sustainable employment outcomes. It also positions Egypt as a regional example within the MENA region for linking trade, investment, and labour market outcomes in a coherent policy framework.
ReguLens: AI-Powered policy analysis and advocacy strategies in 60 seconds
On 17 December 2025, the International Labour Organization launched ReguLens, an AI-powered digital platform designed to support employers’ and business membership organizations in policy analysis and advocacy. The tool addresses a growing challenge faced by EBMOs: the need to respond quickly and effectively to complex and frequent regulatory changes despite limited time and technical resources. ReguLens enables organizations to carry out a structured, evidence-based first analysis of laws and regulatory proposals in about 60 seconds, strengthening the quality and speed of policy engagement.
Key Highlights
ReguLens delivers rapid, AI-driven policy analysis, reducing review time from weeks to seconds.
The platform is intuitive and requires no specialized training, making it accessible across organizations.
It offers customized analysis based on an organizational profile, country context, sector, and language preference.
Outputs include impact assessments, identification of regulatory inconsistencies, stakeholder mapping, and advocacy strategy guidance.
A pilot across around 20 countries showed results closely aligned with traditional in-house analyses, but achieved far faster.
ReguLens has the potential to reshape how employers’ organizations engage with regulatory processes by lowering entry barriers to high-quality policy analysis. By enabling faster, more informed advocacy, it helps EBMOs participate earlier and more effectively in policy debates, even in highly technical areas. Over time, this can lead to more balanced, evidence-based regulations and stronger social dialogue, particularly in fast-moving regulatory environments.
The content provided in this update is for educational and informational purposes only and should not be construed as legal advice or opinion. Lex Alliance, Advocates & Legal Consultants, will not be liable in connection with the use of this information without seeking appropriate legal counsel
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