You run across states. The whole labour-law map stays current.
MYND holds the central and state labour-law map for enterprises operating across India: registrations and licences, statutory registers and returns, POSH, wages and welfare Acts, inspections and notices. We carry the tracking, the filings and the audit trail. You keep sign-off and the authority.
- 25years, since 2002
- 1,000+enterprises served
- 99%accuracy & compliance
Compliance work we've been trusted with, in numbers.
Two decades of running other companies' statutory obligations. This is the track record, and the group standing behind your compliance.
One workforce. Dozens of Acts. Every state its own rulebook.
Central law sets the floor. Every state writes its own rules on top: working hours, leave, wage rates, registers and returns. And it keeps changing: the four new Labour Codes, notified in November 2025, fold 29 central Acts into four, with rollout now underway across the states.
The exposure is rarely dramatic. It is one licence not renewed in a single state, one amendment not carried into a register, one half-yearly return filed late, quietly, until an inspector, an auditor or a stalled expansion brings it to the surface.
Holding that map current is a full-time job across a dozen jurisdictions. We take it on so your team stops carrying it, and so you can answer for every filing with the record already in front of you.
See how we keep it currentFrom first registration to final return, every Act covered.
We map the exact statutes that apply to your establishments and workforce, then group them the way compliance actually runs: from the licence that lets you operate to the return that closes the year.
Every permission that lets you operate, obtained and renewed before it lapses.
The statutory registers an inspector can ask for, maintained, updated and digitised for instant retrieval.
Every wage and benefit obligation, computed and paid to the letter of the Act.
A workplace that meets the Factories Act and protects every employee under POSH.
Every periodic return filed in every state, on the statutory calendar, never at the last minute.
Ready for the inspector, and represented before the authority when a notice arrives.
Statutory contributions like PF, ESI, Professional Tax and Labour Welfare Fund are run on our payroll compliance service, and contractor liability that flows up to you as principal employer on vendor compliance. One team, one record, whichever door you start at.
Every obligation, tracked to a due date and an owner.
An SLA tells you a task was done on time. It does not tell you that the one item which should have been escalated actually was. So we run your obligations as a live queue, not a promise.
Every registration renewal, register update and statutory return carries a due date, a named owner and a status you can see. Items approaching their date move up; anything overdue escalates to a person, not a folder.
What you get is not a monthly reassurance email. It is a queue you can open on any day, and a file that is complete on the day an inspector, an auditor or the board asks how you know you are compliant.
See who reads this queueThe work that stops landing on your desk.
These are the jobs that quietly eat your team's week. We take each one on end to end, and report the outcome back to you.
Statutory compliance management
Central and state labour laws tracked, applied and executed across every location you run, with every amendment carried through to your registers and filing calendar, and your statutory records digitised for instant retrieval during an inspection.
Environmental compliance
The environmental obligations that sit alongside factory operations: Consent to Operate under the Water (Prevention and Control of Pollution) Act, 1974 and related pollution-control law, timely renewals, and reporting on the use of natural resources.
POSH & workplace safety
POSH policy, a properly constituted Internal Committee and the annual report; the equal-opportunity policy required under the Rights of Persons with Disabilities Act, 2016; and the Factories Act safety standards and working conditions your sites must meet.
State-specific S&E compliance
Shops & Establishments registration and renewal in every state you operate, adapting to each state's rules on leave, working hours and wage deductions as they change.
Compliance training & advisory
Practical training modules built for your industry and workforce, plus advisory support through audits, inspections and legal proceedings when the questions get hard.
Notices & inspection handling
Responses to notices prepared, your case represented before the authority, and rectified documents submitted to secure a clean, documented compliance closure.
You keep the authority. We hold the map.
Handing over compliance should never mean handing over judgment. It doesn't here.
We take on the work and the accountability for it. The decisions that carry legal weight stay with you: delegation of authority, final sign-off on every statutory filing, and any disclosure that reaches your board, an auditor or a regulator. We operate inside your controls, not around them.
There is no rip-and-replace. We connect to the HRMS, payroll and ERP you already run, prove the compliance calendar and registers on a pilot, and scale from there, one location or one Act at a time. If you ever move on, your records move with you.
Where this lands for legal, HR and the board.
The same record does a different job for each team that depends on it.
Compliance & legal
Every applicable Act adhered to, and statutory records organised so audits and inspections are short and defensible. Regulations tracked and applied as they change, with fewer penalties and less litigation from catching issues early.
HR
Contract labour, onboarding and exits handled cleanly, wages and statutory benefits paid on time, and the administrative load of compliance lifted off the team, so HR spends its week on people, not paperwork.
Senior leadership
Regulatory and reputational risk contained end to end, business continuity protected from fines and labour unrest, and the governance and transparency across operations that stakeholders and the board expect.
Built to hold a map this big, and keep it current.
Multi-jurisdiction labour law is not a project you finish. It is a discipline you sustain. Here is what lets us sustain it for you.
Expertise that already knows your Acts
Two decades running other companies' statutory obligations, across labour law, industrial relations, workplace safety and welfare. Specialists who work daily in everything from the Minimum Wages Act to the Inter-State Migrant Workmen Act, so the map is read by people who have filed it before.
Technology that shows its work
Automated compliance tracking, real-time reporting and centralised documentation on our own platforms, so nothing depends on one person's spreadsheet and every status is visible to the people who need it.
Sized to your operation, not a template
Whether you run one location or operate across the country, the service is built to your industry and geography and scales with you, without a proportional rise in your in-house headcount.
An extension of your team
We work as part of your team, with transparency and a named point of accountability at every stage, so you always know who holds what, and exactly where a matter stands.
Your workforce and compliance data sits under independently audited security and privacy controls, each verifiable in our Trust Center.
Labour law compliance, answered.
The questions a compliance head, a CHRO and a general counsel ask before they hand this over.
Still have questions? Talk to usWhich labour laws does MYND manage for us?
We cover the central and state statutes that apply to your establishment and workforce: the Contract Labour (Regulation & Abolition) Act, the Building & Other Construction Workers Act and the Inter-State Migrant Workmen Act; the Factories Act and state Shops & Establishments Acts; the Minimum Wages, Payment of Wages, Payment of Bonus, Payment of Gratuity and Equal Remuneration Acts; the Industrial Employment (Standing Orders) Act; and the POSH Act. We map the exact set that applies to your locations and keep each one current as it is amended.
How do you keep up with amendments across states?
Every state writes its own rules on wages, working hours, leave and returns, and they change often; the four new Labour Codes, notified in November 2025, fold 29 central laws into four, with rollout underway across the states. Our team tracks central and state notifications, applies each change to your registers and filing calendar, and shows you what changed and where it now applies, so you are not relying on memory or a spreadsheet.
What stays our decision?
The authority does. Delegation of authority, final sign-off on statutory filings and any board or regulator-facing disclosure stay with your team. We carry the tracking, the registers, the returns and the audit trail, and operate inside your controls, not around them.
Can you handle a labour inspection or a show-cause notice?
Yes. We keep your licences, registers and returns inspection-ready, prepare responses to notices, represent you before the authority where needed, and see the matter through to a documented closure. The file you hand an inspector is complete on the day they ask for it.
Do we have to move our HR or payroll systems?
No. There is no rip-and-replace. We connect to the HRMS, payroll and ERP systems you already run, prove the compliance calendar and registers on a pilot, and scale from there. You can start with one location or one Act and add the rest as you grow.
How is our workforce and compliance data protected?
Data is held under ISO 27001 and ISO 27701 controls, encrypted in transit and at rest, with role-based access and a full audit trail, and handled in line with India's DPDP Act. You can verify the current scope in our Trust Center.
See where you stand before you change anything.
Tell us where to start: one location, one Act or your whole footprint. We'll run a free labour-law compliance check, show you which registrations, registers and returns are exposed today, and prove the calendar on a pilot before you rely on it.
Your labour-law map, held by one accountable partner.
Hand over the tracking, the registers, the returns and the inspections. You keep sign-off and the authority, and gain a file you can put in front of any inspector, on the day they ask.
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