\nParticular<\/strong><\/td>\nInformation to record<\/strong><\/td>\n<\/tr>\n\n| Applicable law<\/td>\n | Name of the Act, rule or regulation<\/td>\n<\/tr>\n | \n| Requirement<\/td>\n | Action required from the company<\/td>\n<\/tr>\n | \n| Applicability basis<\/td>\n | Activity, location, employee count or threshold<\/td>\n<\/tr>\n | \n| Department<\/td>\n | Team responsible for compliance<\/td>\n<\/tr>\n | \n| Frequency<\/td>\n | Monthly, quarterly, annual or event-based<\/td>\n<\/tr>\n | \n| Due date<\/td>\n | Last date for completing the requirement<\/td>\n<\/tr>\n | \n| Evidence<\/td>\n | Licence, return, challan, register or approval<\/td>\n<\/tr>\n | \n| Status<\/td>\n | Completed, pending, delayed or not applicable<\/td>\n<\/tr>\n | \n| Risk level<\/td>\n | Critical, high, medium or low<\/td>\n<\/tr>\n | \n| Corrective action<\/td>\n | Steps required to close the gap<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n The register should not be copied from another company without modification. Applicability depends on the company\u2019s operations and locations.<\/p>\n <\/span>Step 3 Assign Compliance Owners<\/b><\/strong><\/span><\/h3>\nEvery compliance requirement should have a named owner. The company should identify the primary responsible person, reviewing authority, approving authority, supporting department and escalation authority. The owner should understand the action, deadline and evidence required.<\/p>\n <\/span>Step 4 Create a Compliance Calendar<\/b><\/strong><\/span><\/h3>\nThe calendar should contain statutory filing dates, licence renewals, contract expiries, policy reviews, training dates, audits, payment deadlines, committee meetings and reporting deadlines. Event-based requirements should also be recorded.<\/p>\n <\/span>Step 5 Maintain Evidence of Compliance<\/b><\/strong><\/span><\/h3>\nA task should not be marked complete merely because an employee confirms completion. Evidence may include a filed return, payment challan, government acknowledgement, valid licence, signed agreement, updated register, Board approval, attendance record, training material or inspection report. Records should be stored centrally.<\/p>\n <\/span>Employment and Workplace Compliance<\/b><\/strong><\/span><\/h2>\nEmployment-related disputes can become costly if appointment terms, salary records, disciplinary procedures or termination documents are incomplete. Companies should review appointment letters, compensation, attendance, working hours, overtime, leave, wages, provident fund, ESI, gratuity, bonus, maternity benefits, workplace safety, disciplinary procedures, termination and full-and-final settlements.<\/p>\n The four Labour Codes form an important part of India\u2019s reorganized labour-law framework. Employers should review applicable Central and State rules, notifications and official guidance while updating their compliance systems.<\/p>\n <\/span>Prevention of Sexual Harassment Compliance<\/b><\/strong><\/span><\/h2>\nWhere applicable, the company should constitute an Internal Committee and maintain a formal prevention and redressal mechanism. The review should cover Committee constitution, external-member eligibility, awareness, training, complaint procedure, confidentiality, inquiry timelines, documentation, recommendations and annual reporting.<\/p>\n <\/span>Contract Compliance Management<\/b><\/strong><\/span><\/h2>\nCompanies frequently focus on negotiating a contract but fail to monitor it after signing. A Contract Register should record the counterparty, agreement type, dates, renewal terms, notice period, value, payment and performance obligations, insurance, confidentiality, data protection, dispute status and responsible department.<\/p>\n <\/span>Common Contractual Risks<\/b><\/strong><\/span><\/h3>\n\n- Unlimited liability;<\/li>\n
- One-sided indemnity;<\/li>\n
- Unclear scope of work;<\/li>\n
- Automatic renewal;<\/li>\n
- Unreasonable termination restrictions;<\/li>\n
- Broad intellectual property assignment;<\/li>\n
- Weak payment protection;<\/li>\n
- Missing confidentiality requirements;<\/li>\n
- Inadequate data-security obligations;<\/li>\n
- Unfavorable dispute jurisdiction; and<\/li>\n
- Personal guarantees given without proper approval.<\/li>\n<\/ul>\n
<\/span>Operational Licences and Registrations<\/b><\/strong><\/span><\/h2>\nLicences should be tracked separately for each office, factory, warehouse, branch and operating location. Depending on the business, these may include Shops and Establishments registration, trade licence, factory licence, fire approval, pollution consent, food or drug licence, Import Export Code, Legal Metrology registration, professional tax registration and industry-specific permissions.<\/p>\n The Licence Register should contain the licence name, authority, number, location, issue and expiry dates, renewal timeline, licence conditions, responsible person and current status.<\/p>\n | | |