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Whistleblower Protection in White-Collar Crimes: Legal Protections and Challenges in India

Whistleblowers play a crucial role in ensuring accountability and transparency within both the public and private sectors. In the context of white-collar crimes—non-violent crimes committed by individuals in positions of trust and authority, often involving financial misconduct, fraud, or corruption—whistleblowers act as the first line of defense against unethical practices. Their disclosures often uncover complex fraudulent schemes or illegal activities, which otherwise might remain hidden for years. In India, however, despite the significant role whistleblowers play in curbing corruption and maintaining the integrity of corporate and governmental institutions, the protection of these individuals remains a contentious issue. This essay examines the legal protections for whistleblowers in India, the challenges they face, and the reforms necessary to ensure their safety and encourage greater transparency. Legal Protections for Whistleblowers in India India has taken several legislative measures to protect whistleblowers, though these protections have been criticized for being insufficient and poorly enforced. The main legal provisions addressing whistleblower protection in India are found in the Whistle Blowers Protection Act, 2014 (WBPA) and the Prevention of Corruption Act, 1988 (PCA), along with various provisions under the Indian Penal Code (IPC) relating to the protection of individuals who report misconduct or criminal activities. The Whistle Blowers Protection Act, 2014, was enacted to provide a statutory framework for the protection of individuals who report corruption, abuse of power, and other illegal activities. Under this Act, any public servant can file a complaint regarding acts of corruption or violations of laws, and the Act provides mechanisms to investigate such complaints. The key provisions of the Act include: Despite the intent of the Act, its implementation has faced several hurdles, including delays in setting up appropriate infrastructure for whistleblower protection. 2. Prevention of Corruption Act, 1988 The Prevention of Corruption Act (PCA) addresses corruption within the public sector, and while it does not directly provide for the protection of whistleblowers, it has provisions that enable citizens to report acts of corruption by public servants. The Central Vigilance Commission (CVC), empowered by the PCA, plays a central role in encouraging the reporting of corruption within governmental institutions. While the PCA does not specifically protect whistleblowers, it serves as an important piece of legislation for those who wish to expose corruption in public offices, especially in light of its institutional backing. 3. Indian Penal Code (IPC) The Indian Penal Code contains provisions that address certain retaliatory acts against whistleblowers. For instance, Section 182 of the IPC criminalizes false accusations, while Section 195A criminalizes retaliation against individuals who provide information related to offenses under the IPC. Challenges Faced by Whistleblowers in India Despite the legal framework, whistleblowers in India face significant challenges that undermine their safety and hinder their ability to expose wrongdoings. These challenges include: One of the major problems is the poor implementation of the Whistle Blowers Protection Act. Many whistleblowers report that they do not receive the promised protection and that their complaints are either ignored or inadequately addressed. In addition, there is a general lack of awareness about the provisions of the Act, both among public servants and citizens, which discourages individuals from coming forward with information about misconduct. 2. Fear of Retaliation Despite legal provisions, many whistleblowers face harassment, job loss, demotion, and even physical threats. The high-profile case of Satyendra Dubey, a whistleblower in the National Highway Authority of India (NHAI), who was allegedly murdered for exposing corruption, illustrates the extreme risks faced by individuals who expose corruption or illegal activities in India. In many cases, retaliation takes place covertly, and the legal system is slow to provide justice for the victim, further deterring others from speaking out. 3. Insufficient Support Systems The lack of dedicated support systems—such as independent whistleblower protection agencies, legal assistance, and counseling services—makes it difficult for whistleblowers to pursue their cases in a safe and timely manner. Additionally, the existing mechanisms for lodging complaints or seeking help are often bureaucratic, slow, and inefficient, resulting in frustration and disillusionment among whistleblowers. 4. Weak Enforcement of Protection Laws The enforcement of whistleblower protection laws is weak, with several cases going uninvestigated or unresolved for years. Bureaucratic delays and lack of accountability in the system mean that even when a whistleblower seeks protection or justice, the response is often insufficient or delayed, leading to prolonged suffering for the individual. 5. Cultural and Societal Barriers India’s social and political landscape can also be a significant deterrent to whistleblowing. In many cases, there is a cultural reluctance to confront authority figures or powerful institutions. Whistleblowers often face social ostracism or isolation, especially in cases involving high-ranking government officials or influential business leaders. The lack of trust in the legal and political system further discourages individuals from coming forward. The Need for Reform and Enhanced Protection Mechanisms To improve the state of whistleblower protection in India, several reforms are needed: The 2014 Act should be amended to streamline the process of lodging complaints, provide clearer definitions of retaliation, and ensure swift and effective enforcement. The establishment of dedicated, independent bodies to oversee the protection of whistleblowers and ensure that investigations are conducted fairly is also essential. 2. Creating a Whistleblower Protection Agency A central agency dedicated to handling whistleblower complaints, monitoring retaliation, and providing legal and financial support to whistleblowers should be established. This agency should work in tandem with the CVC and other anti-corruption bodies to ensure the safety and well-being of whistleblowers. 3. Public Awareness and Education Efforts should be made to raise public awareness about whistleblower protection laws and the channels available for reporting corruption and misconduct. Civil society organizations can play a key role in educating people about the importance of whistleblowing and the mechanisms that exist for protection. 4. Improving Legal and Institutional Support Whistleblowers should have access to timely legal recourse, including the right to legal representation, and the state should ensure that there are no undue delays in the investigation or adjudication of their cases. Furthermore, the judiciary and law enforcement agencies should be trained to handle

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The Insolvency and Bankruptcy Code (IBC): Key Developments & What’s Next

The Insolvency and Bankruptcy Code [‘IBC/Code’] represents a transformative shift in India’s approach to tackle the growing concerns of non-performing assets (NPAs), streamline the resolution process for distressed companies, and create a more efficient framework for the resolution of debt and provide speedy respite to creditors. Over the years, the IBC has undergone several amendments and judicial interpretations that have shaped its current form. Inception and Framework of the IBC Prior to enactment of IBC, India faced numerous challenges in handling insolvencies, with infeasible laws like the Sick Industrial Companies (Special Provisions) Act (SICA) and the Companies Act, 1956, which were inefficient and provided delayed resolutions of disputes between the creditors and debtors. The IBC was introduced with an aim to consolidate various laws related to insolvency and bankruptcy and provided a time-bound process to resolve corporate insolvencies and personal bankruptcies. Under the IBC, the process was designed to be creditor-driven, allowing stakeholders to take control of the resolution process. The Code outlines a clear mechanism for the resolution of distressed companies through a Corporate Insolvency Resolution Process [‘CIRP’], with a focus on value maximization and keeping the company as a going concern. The law mandates the completion of the resolution process within 180 days, extendable by 90 days. Establishment of the Insolvency and Bankruptcy Board of India A significant development was the establishment of the Insolvency and Bankruptcy Board of India [‘IBBI’], the regulatory authority responsible for overseeing the implementation of the Code. The IBBI plays a crucial role in ensuring that insolvency professionals, creditors, and other stakeholders adhere to the provisions of the IBC. The IBBI has also been responsible for creating and enforcing a regulatory framework for insolvency professionals, insolvency agencies, and information utilities, which are essential for the functioning of the insolvency process. Amendments and Strengthening of the IBC Since its enactment, the IBC has undergone several amendments to address emerging challenges and strengthen the resolution framework. Some of the most important amendments include: 4. The Role of Judicial Interpretation and Case Law The judiciary has played a critical role in shaping the application and interpretation of the IBC. Several landmark judgments have clarified key aspects of the law, leading to significant developments. Notable decisions include: Challenges and Future Directions Despite the successes, the IBC still faces challenges. The resolution process is often delayed due to judicial backlogs, and the involvement of various stakeholders can sometimes complicate the process. Additionally, the lack of infrastructure for the resolution of personal insolvencies, as well as the inconsistent interpretation of the law by different benches, has created gaps in the system. Going forward, the IBC will need further reforms to address these challenges. Key areas for future attention include improving the transparency of the insolvency process, strengthening the role of insolvency professionals, and ensuring that the law is applied uniformly across different cases. Moreover, enhancing the capacity for the resolution of personal bankruptcies and consumer debts could help address systemic issues related to over-indebtedness. Conclusion The Insolvency and Bankruptcy Code has been a significant step in reforming India’s insolvency and bankruptcy landscape. Through its creditor-driven framework, timely resolution processes, and regulatory reforms, the IBC has improved corporate governance, facilitated the resolution of NPAs, and streamlined procedures to maximise the value while also keep the company as a going concern. While challenges remain, the IBC’s evolution reflects India’s commitment to creating a more resilient and transparent financial system. As the law continues to develop, it is likely to play an even more critical role in ensuring the efficient resolution of corporate distress and contributing to the broader economic stability of the country.

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Judicial Intervention in Arbitrator Appointments: A Look at India’s Evolving Arbitration Landscape

India’s journey towards being a hub for international commercial arbitration has been steadfast thus far. Issues particularly concerning judicial intervention in arbitrations, reflect a complex interplay of legislative intent, judicial interpretation, and practical challenges that are often seen as an impediment towards India’s goal of being the sought after arbitration hub just like Singapore or London. This article examines the extent of judicial intervention that prevails in the appointment of arbitrators in domestic arbitrations and how the same influences decisions for selecting India for international arbitrations. Importantly, the Arbitration and Conciliation Act, 1996 [“the Act”], initially allowed substantial court involvement in arbitrator appointments. The 2015 amendment marked a significant shift towards limiting judicial intervention with the introduction of Section 11(6A). This provision aimed to expedite the appointment process by restricting judicial scrutiny to the mere “existence of an arbitration agreement”. However, its interpretation has been subject to varied judicial opinions. Judicial Interpretation: Navigating the Boundaries of Section 11(6A) Insertion of Section 11(6A) in the Act, diluted the extent of judicial involvement indicating a clear legislative intent. This was followed by a line of conflicting decisions by the Hon’ble Supreme Court, each giving a new direction to the interpretation of  Section 11(6A) of the Act and redefining the extent of judicial involvement in arbitration. The Narrow Approach: Duro Felguera In Duro Felguera S.A. v. Gangavaram Port Limited [(2017) 9 SCC 729][“Duro”], the Hon’ble Supreme Court upheld a narrow interpretation of Section 11(6A), emphasizing that courts were to limit themselves to a prima facie examination of the arbitration agreement’s existence. This decision initiated a range of interpretations by the courts, leading to Duro being selectively applied, as it has been distinguished, clarified, affirmed, and broadened by judicial decisions over time. The decision of the Hon’ble Supreme Court in United India Insurance Co. Ltd. v. Hyundai Engg. & Construction Co. Ltd. [(2018) 17 SCC 607] although did not expressly overrule Duro, but it paved way for interpretation of Section 11(6A) of the Act in what was otherwise a watertight conclusion drawn out by the Hon’ble Supreme Court in Duro. Expanding the Scope: Garware Wall Ropes In Garware Wall Ropes Ltd. v. Coastal Marine Constructions & Engineering Ltd. [(2019) 9 SCC 209], the Hon’ble Supreme Court held that the arbitration clause must not only exist but also be legally valid and enforceable, thus expanding the scope of judicial inquiry. The Vidya Drolia Test: A Comprehensive Framework In a three-Judge Bench judgment of the Hon’ble Supreme Court in Vidya Drolia & Ors. v. Durga Trading Corporation [(2021) 2 SCC 1] [“Vidya Drolia”], Duro was holistically read and expanded upon in Vidya Drolia, however, not distinguished or overruled. The Court stated that the restrictive observation in Duro, (i.e., the court only has to see whether an arbitration agreement exists and nothing more, nothing less) had to be read with other observations in Duro that allow for examining the arbitrability of disputes between parties. The landmark judgment in Vidya Drolia v. Durga Trading Corporation further refined the approach, establishing a fourfold test for determining arbitrability: This test effectively allows courts to examine whether the dispute is arbitrable before appointing arbitrators, significantly expanding the scope of judicial inquiry at the appointment stage. The evolution of jurisprudence from Duro to Vidya Drolia reflects how the judiciary has grappled to balance the legislative intent of minimal intervention with the practical need to ensure the efficacy of the arbitral process. This balancing act raises several critical points: Legislative Response and Its Limitations The 2019 amendment introduced Section 11(6B) of the Act, allowing courts to delegate arbitrator appointments to arbitral institutions. However, its implementation has been stalled due to delays in designating institutions under Section 11(3A) of the Act. Conclusion: The Path Forward for India to be a hub for International Commercial Arbitration The evolution of the norms of judicial intervention in arbitrator appointments in India reflects a complex tapestry of legislative intent, judicial interpretation, and practical realities. While the trend towards minimal court intervention aligns with internationally recognised best practices, recent judgments indicate a nuanced approach that seeks to safeguard the integrity of the arbitral process. As India continues to position itself as a hub for international commercial arbitration, the challenge lies in striking a delicate balance between party autonomy, institutional integrity, and necessary judicial oversight. Moving forward, several key areas require attention: The journey of Indian arbitration law in this aspect is far from over. As the legal framework continues to evolve, it promises to offer rich insights into the delicate balance between judicial intervention and party autonomy in international commercial arbitration. The challenge for the Indian legal system is to develop an approach that respects party autonomy, upholds the integrity of the arbitral process, and aligns with global standards, all while addressing the unique challenges of the Indian legal landscape.

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Employment Disputes in Gig Economy

With the rapid pace of automation and integration of artificial intelligence in the workplace, employers across the globe have found it both expensive and unnecessary to limit workforce engagement to the traditional employer-employee model. New-age on-demand business models are rapidly evolving, from taxi services to salon and spa services, from chefs to grocery delivery, all creating fluid and dynamic workforce structures, including the ‘gig workers’. Section 2(35) of the Code on Social Security, 2020 defines a ‘gig worker’ as someone who performs tasks or participates in work arrangements and earns from such activities independently. A gig economy is a market that depends largely on temporary and part-time roles, filled by freelancers and independent contractors instead of traditional full-time employees. The gig economy conventionally doesn’t fall in the employee-employer model, where professionals are hired and given specific designated roles in an organisation, and thereby challenges the very notion of the employment contract, blurring the distinction between an independent contractor and an employee. This distinction is of immense importance, as it determines which labour laws are applicable to gig workers, and it outlines the employer’s obligations towards gig workers with regard to wages, social security, working conditions, and the resolution of employer-employee disputes. Disputes in the Gig Economy Some of the disputes which are raised by the gig workers in a gig economy are as following: · Income fluctuation: As Most of the gig workers don’t have a fixed job and neither are their jobs fixed, they have to face income fluctuations. This inconsistency often forces them to overwork to meet their ends. · Lack of Legal Protection & Social Security: Gig workers in India are not covered under labour laws, leaving them without legal protection against discrimination, unfair termination, or workplace harassment and are deprived of crucial benefits such as health insurance, retirement benefits, and paid leave, which leaves them with no safety nets for health emergencies, financial instability during retirement, or time off for illness or personal needs. · Work Conditions: Working conditions of gig jobs are detrimental to workers’ health. Many drivers face demanding work hours, leading to physical exhaustion and a heightened risk of road traffic accidents. This risk is further intensified by stringent policies like the ’10-minute delivery at the doorstep’ enforced by some e-commerce platforms. · Social isolation: Gig workers often experience social isolation due to the nature of their work. Unlike traditional employees, they typically operate independently and lack a physical workplace, which limits opportunities for social interaction and the development of professional relationships and networking opportunities that can be beneficial for career growth and personal well-being. Legal System in Place 4 labour codes were passed to provide benefits to the workers working in unorganized sector. The Code on Social Security Code, 2020, one of the 4 labour codes defines an “Unorganized Worker” under Section 2(86)12, “self-employed worker” under Section 2(75), and “platform worker” under Section 2(61). Under Section 6 of this code, a National Social Security Board is formed by the Central government which shall recommend the Central Government on framing suitable schemes for the for unorganised workers to exercise the conferred powers, and to perform the assigned functions etc. The board’s composition varies in different cases to make recommendations about the unorganized workers and Gig and Platform workers. The Industrial Relations Code, 2020 a further codification that has been streamlined and unified the law, replaces three of India’s current labour regulations. The Code regulates terms of employment, dismissal, layoffs, strikes, lockouts, collective bargaining, trade union registration and recognition, and the resolution of labour disputes, the code intends to simplify and harmonize India’s industrial relations system. All employees – including platform and gig workers who are defined as individuals who carry out work or take part in a work arrangement outside of a conventional employer-employee relationship or contractual relationship – are subject to some of the provisions of the code. They do not, however, have the same rights and protections as ordinary employees because the code does not identify gig workers and platform workers as either labourers or employees. The Code on Wages, 2019, and the Code on Social Security 2020, indicates a forward-thinking stride in the direction of acknowledging and attending to the distinct requirements of freelance workers. The purpose of these protocols is to provide safeguards to individuals working in the gig economy. These protections will include minimum wage requirements, social security benefits, and accident compensation. Despite these developments, such protections continue to be inconsistently enforced, primarily due to the ever-changing nature of the freelance economy. Loopholes in the Law The principal flaw in the current legal structure pertains to its insufficient delineation and classification of contract work, resulting in an absence of preciseness concerning the obligations of digital platforms in relation to their employees. Due to the lack of legislation specifically designed for the contract economy, employees lack knowledge regarding their rights and the procedures necessary to pursue resolution for complaints. Also, the overlap in definitions and the layout of the Code makes it complex, particularly when it comes to which specific schemes apply to specific categories of workers. Furthermore, the code fails to address the issues regarding fluctuation in income. For example, provisions related to provident funds are only beneficial in the long run but how are workers expected to pay for these from the already dwindling income from these sources? There is a section of gig workers that do not want social security if the workers themselves have to pay for it from their income. Conclusion One of the pivotal challenges faced by gig workers in India is the ambiguity surrounding their employment status. Traditional labour laws often do not adequately cover gig workers, leading to gaps in social security protections such as health insurance, maternity benefits, and pension schemes. The legal definition of who qualifies as a ‘gig worker’ or a ‘platform worker’ remains a contentious issue, impacting their entitlement to fundamental labour rights. The regulatory framework governing the gig economy in India is gradually evolving to address

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Enforcing Foreign Arbitral Awards in India: Progress, Challenges and the Road Ahead

The enforcement of foreign arbitral awards in India has emerged as a critical topic of deliberation in recent years, reflecting the country’s growing role in international commerce and its commitment to fostering a business-friendly environment. As India continues to increasingly attract foreign investments and engage in cross-border transactions, the need for a reliable mechanism to enforce foreign arbitral awards has exacerbated. The present article seeks to analyze the current state of foreign award enforcement in India, examining recent legal developments, persistent challenges, and potential future directions. Legal Framework and Judicial Interpretation India’s legal framework for enforcing foreign arbitral awards has undergone significant evolution, primarily governed by the Arbitration and Conciliation Act, 1996 (“Act”). This legislation, which incorporates the principles of the New York Convention on the Recognition and Enforcement of Foreign Arbitral Awards, 1958, has been a cornerstone in shaping India’s approach to international arbitration. The Act has seen notable amendments in the year  2015, 2019, and most recently in 2021, each aimed at enhancing India’s standing as an arbitration-friendly jurisdiction. While the 2015 amendment acted towards limiting the scope of ‘public policy’ as a ground for refusing enforcement, the 2019 amendment refined the arbitration landscape by establishing the Arbitration Council of India. The 2021 amendment then sought to address concerns about fraudulent awards by allowing for unconditional stays on enforcement if the court finds that the arbitration agreement or award was induced by fraud or corruption. Key provisions of the Act governing foreign award enforcement include Section 44, which defines a ‘foreign award’,[1] Section 48, outlining grounds for refusing enforcement,[2] and Section 47, detailing the enforcement procedure.[3] The interpretation and application of these provisions have been significantly shaped by judicial decisions, creating a more nuanced and predictable enforcement regime. Indian courts have played a crucial role in shaping the enforcement regime through their interpretations of the Act. The judicial approach has generally evolved towards a more pro-enforcement stance, albeit with some inconsistencies. In this regard, the interpretation of ‘public policy’ as a ground for refusing enforcement of awards has been a contentious issue. The Hon’ble Supreme Court’s decision in Renusagar Power Co. Ltd. v. General Electric Co. (1994) narrowly construed this ground, limiting it to fundamental policy of Indian law, interests of India, and justice or morality.[4] Subsequent judgments have further refined this interpretation, with Shri Lal Mahal Ltd. v. Progetto Grano Spa (2014) excluding ‘patent illegality’ from the scope of public policy for foreign awards,[5] and NAFED v. Alimenta S.A. (2020) reaffirming the narrow interpretation of ‘public policy’.[6] This judgment built upon the principles laid down in Vijay Karia v. Prysmian Cavi E Sistemi SRL (2020), which set a high threshold for public policy violations.[7] Procedurally, courts have streamlined the enforcement process.  In Fuerst Day Lawson Ltd v. Jindal Exports Ltd (2011), the process was streamlined by allowing direct enforcement of foreign awards.[8] This was reinforced in Sundaram Finance v. Abdul Samad (2018) by clarifying that foreign award holders can directly approach the court where assets are located for enforcement, without the need for a separate execution petition.[9] Recent judicial developments have also addressed specific challenges in enforcement with the Hon’ble Bombay High Court reinforcing the principle that Indian courts should not re-examine the merits of a foreign award during enforcement proceedings in the Banyan Tree Growth Capital LLC v. Axiom Cordages Ltd. (2020) judgement.[10] Persistent Challenges and Comparative Perspective Despite progress, several challenges remain in the enforcement of foreign awards in India. The Indian judicial system’s notorious backlog of cases continues to cause delays, even though the Act now prescribes a one-year timeline for disposing of enforcement applications. The case of Cruz City 1 Mauritius Holdings v. Unitech Limited (2017) is a stark example, where enforcement proceedings dragged on for years.[11] Furthermore, the enforcement landscape is complicated by inconsistencies in judicial interpretations, especially at the lower court level, which often leads to uncertainty for parties seeking enforcement. This unpredictability is exacerbated when dealing with state entities, where the process becomes particularly challenging. Issues of sovereign immunity and broad interpretations of public policy are frequently invoked as shields against enforcement, creating additional hurdles for award creditors. Adding to these complexities are various procedural requirements, such as stamp duty payments and, in certain instances, the necessity of obtaining prior government approval which adds to the delay. When compared to other major jurisdictions, India’s approach to enforcing foreign awards shows both similarities and differences. The United States, under its Federal Arbitration Act, has similar grounds for refusal but allows more expansive discovery in enforcement proceedings. The United Kingdom is generally more pro-enforcement, with fewer grounds for refusal under its Arbitration Act 1996. Singapore stands out as highly pro-arbitration, with a streamlined enforcement process under its International Arbitration Act. While India has made significant strides, it still lags behind these jurisdictions in terms of efficiency and predictability of enforcement. The Road Ahead: Potential Reforms and Future Directions To address current challenges and further improve its foreign award enforcement regime, India should adopt a multifaceted approach, combining legislative, judicial, institutional, and technological reforms. Legislative reforms could include clarifying the scope of ‘public policy’ in the Act to reduce ambiguity. This could draw inspiration from the UK Arbitration Act 1996, which narrowly defines public policy grounds. Additionally, introducing specific provisions for enforcing awards against state entities, similar to those in the US Foreign Sovereign Immunities Act, could provide much-needed clarity. Judicial reforms are equally important. Establishing specialized arbitration benches in High Courts, as recommended by the Hon’ble Supreme Court in Garware Wall Ropes v. Coastal Marine Constructions & Engineering Ltd. (2019), could ensure more consistent and expeditious decisions.[12] Moreover, regular judicial training programs, potentially in collaboration with international arbitration institutions, could foster a deeper understanding of global best practices. Institutionally, enhancing the Arbitration Council of India’s role could be transformative. The Council could develop guidelines for enforcing foreign awards, similar to the IBA Guidelines on Party Representation in International Arbitration. Besides, the integration of technology presents another avenue for enhancement. Implementing e-filing

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Trends in Non-Compete and Non-Solicit Enforcement Litigation in India

Retaining talent and protecting sensitive proprietary information are paramount considerations for a business. For this, employers usually incorporate restrictive covenants such as non-compete and non-solicit in employment contracts to prevent employees from engaging in certain activities after their employment ends. In recent years, Indian Courts have witnessed a significant shift in their approach to the enforceability of non-compete and non-solicit clauses, reflecting the evolving landscape of employment law and business practices. This article attempts to examine the emerging trends in enforceability of these restrictive covenants. A Non-Compete Agreement is a contractual arrangement between an employer and an employee, which restricts the employee from engaging in a similar business or profession that competes with the employer’s business. These may even be for a specified period and within a certain geographical area, whereas a Non-Solicitation Agreement is another type of contract that focuses on preventing former employees from soliciting the employer’s clients, customers, or other employees for the benefit of a competitor. The fairness of Non-Compete and Non-Solicitation Agreements has been a subject of ongoing debates and litigations. While these agreements can protect a company’s interests, however they can also limit an employee’s career opportunities. Historically, Indian Courts have been reluctant to enforce post-employment non-compete agreements, considering them as restraints on trade under section 27 of the Indian Contract Act, 1972, which states that “every agreement by which any one is restrained from exercising a lawful profession, trade or business of any kind, is to that extent void.” The Indian Constitution under article 19(1)(g) guarantees the right to carry on any business, trade, or profession to the citizens of the country. However, any contract in restraint of trade is considered void as per section 27 of the Indian Contract Act, 1972. Thus, while a non-compete clause during employment is valid, one after employment termination is void. In Niranjan Shankar Golikari v. The Century Spinning and Mfg. Co.[1], the Hon’ble Supreme Court has held that a non-compete clause during the term of employment is valid and enforceable. The Court noted that such clauses are necessary to protect the employer’s legitimate business interests, including trade secrets and confidential information. However, the Court also emphasized that post-termination non-compete clauses must be reasonable and not overly restrictive. The Court stated that such clauses should not impose an undue hardship on the former employee or be against public policy. The reasonableness of a post-termination non-compete clause will be determined based on factors such as the duration of the restriction, the geographic scope, and the nature of the prohibited conduct. In Percept D’Mark (India) Pvt. Ltd. v. Zaheer Khan & Anr.[2], the Hon’ble Supreme Court held that a blanket restriction on an employee’s right to engage in a similar trade, business or profession is not enforceable. TRENDS IN ENFORCEMENT LITIGATION 1. Industry-Specific Considerations: The Courts are increasingly recognizing the unique challenges faced by certain sectors, such as IT, pharmaceuticals, and financial services. In these knowledge-driven industries, the protection of trade secrets and client relationships is considered paramount. Consequently, judges are more inclined to uphold reasonable non-compete and non-solicit provisions that safeguard legitimate business interests. In Wipro Limited v. Beckman Coulter International[3], the Hon’ble High Court of Delhi examined the facts involving a non-solicitation clause (involving employees of each other) in a commercial contract between the two contracting parties. The Hon’ble High Court held that the non-solicitation clause between the two commercial parties can be held as valid, and the respondent (Beckman Coulter) cannot offer inducement to employees of Wipro Ltd. (petitioner) to join the respondent (Beckman Coulter). 2. Reasonableness Test: A key trend is the application of a “reasonableness test” when evaluating the enforceability of these clauses. Courts are examining factors such as: ·       Duration of the restriction ·       Geographical scope ·       Nature of prohibited activities ·       Employee’s role and access to sensitive information 3. Emphasis on Non-Solicit Over Non-Compete: There is a growing tendency to view non-solicit agreements more favorably than broad non-compete clauses. In Stellar Information Technology Private Limited v. Rakesh Kumar & Ors.[4], the Hon’ble Delhi High Court recognized that preventing an ex-employee from soliciting clients or colleagues is often a more proportionate measure than completely barring them from working in their field of expertise. 4. Garden Leave Provisions: The concept of “garden leave,” where an employee remains on the payroll but is asked to stay away from work during the notice period, is gaining traction. Courts are more likely to enforce non-compete clauses if the employer compensates the employee during the restricted period. 5. Injunctive Relief and Damages: While courts remain cautious about granting injunctions to enforce non-compete agreements, they are more willing to do so in cases of clear breach of non-solicit clauses, especially when couples with misuse of confidential information. Additionally, there’s an increased focus on quantifying and awarding damages for breached, rather than relying solely or injunctive relief. In Embee Software Private Limited v Samir Kumar Shaw[5], the Hon’ble Calcutta High Court found that the petitioner used proprietary software and developed unique methods to service each of its clients. The respondents who were former employees who serviced the petitioner’s clients had knowledge of the proprietary technology and unique methods that the petitioner used. The High Court found that the respondents’ knowledge of petitioner’s proprietary information put them in a position to approach the petitioner’s clients (and poach them away) and allowed injunction to the petitioner. 6. Contractual Clarity and Negotiation: Recent litigation has highlighted the importance of clear, unambiguous language in drafting these clauses, wherein the Courts are placing greater emphasis on whether the employee had a fair opportunity to negotiate the terms, particularly for senior executives while looking into the enforceability of such restrictive covenants. 7. International Influence: As Indian companies expand globally and multinational corporations increase their presence in India, courts are showing a willingness to consider international best practices and jurisprudence in this area, while still adhering to the principles of Indian contract law. CONCLUSION Indian courts have been willing to enforce a non-compete restriction during the

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India’s AI Copyright Quagmire

The rapid advancement of Artificial Intelligence (“AI”) has sparked a revolution across various sectors, but it has also given rise to complex legal challenges, particularly in the realm of Intellectual Property Rights (“IPR”). As a law practitioner in India, I find the intersection of AI and copyright law to be one of the most fascinating and contentious areas of contemporary legal discourse. In India, the Copyright Act, 1957 (“the Act”) serves as the primary framework for copyright protection. However, this legislation, enacted in a pre-digital era, is now confronted with novel challenges posed by AI. A pivotal question has emerged regarding the copyright protection of AI-generated works, specifically whether such works are eligible for copyright and, if so, who holds the ownership rights to these creations?[1] Since the Act could not have contemplated the emergence of AI generated content, the increasing use of AI in recent times has created ambiguity regarding authorship, ownership and infringement. Originality and AI Under the Act, protection is granted to ‘original literary, dramatic, musical and artistic works’ that are the product of human intellectual labour.[2] The notion of originality in Copyright law is rooted in human creativity and consciousness. However, with AI-generated works, the absence of human thought and intention raises a pivotal question: Can these works be considered legally “original” and eligible for copyright protection? The Hon’ble High Court of Delhi in its decision of ‘Tech Plus Media Private Ltd v. Jyoti Janda’ reported in 2014 SCC OnLine Del 1819 emphasized that copyright protection extends only to the expression of ideas, not to ideas themselves.[3] The application of this principle to AI-generated works is complicated by the fact that the programmer’s contribution (the underlying idea) and the AI’s generative process (the expression) cannot be separated or distinguished leading to circumspection about the ownership and originality of the resultant work. Authorship Section 17 of the Act embodies a human-centric perspective, limiting authorship to individuals, and implicitly excluding artificial intelligence or other non-human entities from claiming copyright or being recognized as authors. Although companies can acquire copyright through agreements with individuals (Section 18), the Act’s core structure prioritizes human creativity and ownership. The default rule in Section 17 also ensures that the original human creator retains the initial copyright, unless a contract dictates otherwise. The emergence of AI-generated creative works raises questions about authorship, as it is unclear who should be considered the author – the programmer who created the AI, the user who interacted with it, the AI system itself, or the company that owns the AI. The landmark ruling of the US Supreme Court in the case of Burrow-Giles Lithographic Co. v. Sarony[4] has had a significant impact on Indian copyright law and intellectual property law in general. This case went on to establish that photographs could be copyrighted because they involved creative choices by the photographer. Similarly, by extension, one could argue that AI-generated works involve creative choices and decisions in programming and data selection, potentially justifying copyright protection. Duration of Protection The duration of copyright protection presents an additional layer of complexity in the context of AI-generated works. Indian copyright law typically grants protection for 60 years following the author’s death, but this provision is rendered obsolete when applied to an AI system, which is essentially immortal. As a result, a novel approach is required to determine the appropriate duration of copyright protection for works created by AI. Copyright Infringement AI’s reliance on vast datasets, potentially including copyrighted materials, raises complex questions about copyright infringement and fair use. This challenges the existing fair dealing provisions in the Act i.e., Section 52, necessitating a reexamination of these rules to ensure they effectively address the novel implications of AI’s data-driven processes. The way forward In the Indian context, the burgeoning integration of AI in creative processes has precipitated a paradigmatic shift in the copyright landscape. As AI assumes a more pivotal role in generating literary, dramatic, musical, and artistic works, the need for a clarificatory framework becomes increasingly pressing. Recently, a press release issued by the Ministry of Commerce and Industry clarified that there is no requirement to create a separate category of rights for AI and related innovations in the Indian IPR Regime and further that the current legal framework under the Patent and Copyright Act is well-equipped to protect AI generated works and related innovations.[5] It was also clarified that there is no proposal to create any separate rights or amend the law in the context of AI-generated content. However as indicated above, the increasing use of AI has created ambiguity regarding authorship, ownership and infringement under the existing copyright framework. Consequently, the mandate falls upon the judiciary to undertake purposive interpretations of the established legal framework to navigate through the uncharted terrain to establish clear guidelines on AI’s role in copyright creation, ownership, and protection, ensuring a balance between incentivizing innovation and safeguarding creative rights. A nuanced understanding of AI’s capabilities and limitations will be crucial in shaping an Indian copyright regime that fosters creativity, innovation. [1] https://papers.ssrn.com/sol3/papers.cfm?abstract_id=3369200 [2] Section 13, The Copyright Act, 1957 [3] Tech Plus Media Private Ltd v. Jyoti Janda, 2014 SCC OnLine Del 1819 [4] Burrow-Giles Lithographic Company v. Sarony, 111 U.S. 53 (1884) [5] Ministry of Commerce & Industry- Press Release ID: 2004715, Existing IPR regime well-equipped to protect AI generated works, no need to create separate category of rights posted on 09.02.2014 by PIB Delhi

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AI Regulation in India: A Dawn of Digital Governance

Artificial intelligence, once the stuff of science fiction, now stands at the threshold of reshaping the way World functions. As algorithms weave themselves into the fabric of Indian society, from healthcare to education, the government finds itself at a crossroads: How to harness the power of AI while safeguarding its citizens? India’s approach to AI regulation is evolving rapidly, with recent developments signaling a shift towards a more structured legal framework. The World at large has witnessed unprecedented technological advances concerning AI, which now impacts not only our daily lives. AI is most effective when it is used to complement human skills, and the people who learn how to leverage this collaboration well will get the most mileage out of AI tools. Current Legal Framework: The foundation of India’s digital regulation lies in the Information Technology Act, 2000 (IT Act), which, although not AI-specific, provides the basis for governing electronic data and intermediaries. Building upon this, the Information Technology (Intermediary Guidelines and Digital Media Ethics Code) Rules, 2021, impose specific obligations on intermediaries, including those utilizing AI technologies. A significant addition to this framework is the enactment of the Digital Personal Data Protection Act, 2023 (DPDP Act, 2023). This act underscores the government’s recognition of the intertwined nature of AI and data protection addressing crucial data privacy concerns for AI systems processing personal data. Further, in March 2024, the Ministry of Electronics and Information Technology (MeitY) issued an advisory introducing new compliance requirements for AI models. These include prohibiting inherent bias or discrimination in AI systems, mandating government approval for deploying under-tested or unreliable AI models, and requiring permanent labeling or metadata for AI-generated content capable of producing misinformation. MeitY is currently drafting an AI-specific law, signaling the government’s commitment to establishing a comprehensive legal framework for AI regulation in India. This forthcoming legislation is expected to address the unique challenges posed by AI technologies and provide clearer guidelines for development and deployment. Legal Implications and Enforcement: The recent advisory expands the scope of intermediary liability under the IT Rules. AI platforms risk losing safe harbor protections if found non-compliant, potentially facing legal consequences for user-generated content. This development necessitates that businesses implement robust testing and documentation processes to demonstrate compliance with bias and reliability standards. While specific enforcement protocols for AI regulations are yet to be detailed, existing IT Act provisions provide a framework. Section 69A allows the government to block public access to non-compliant AI platforms, while Section 79 outlines the conditions for intermediary immunity, now including AI-specific compliance. Penalties under Section 45 may apply, with fines up to 5lakh for certain violations. The advisory, when read in conjunction with the DPDP Act, 2023 implies stricter consent requirements for AI systems processing personal data. Additionally, the labeling requirements for AI-generated content raise intriguing questions about copyrights and ownership of AI-created works. Future Outlook India’s participation in the Global Partnership on Artificial Intelligence (GPAI) suggests a move towards aligning with international legal standards, which may influence future legislation to ensure interoperability with global AI governance frameworks. As India refines its AI regulatory approach, businesses should anticipate more comprehensive legislation, including the forthcoming AI law being drafted by MeitY. Key areas likely to see legal development include AI-specific liability regimes, mandatory impact assessments for high-risk AI applications, stricter data localization requirements for AI systems, and enhanced disclosure obligations for AI-driven decision-making. The evolving legal landscape necessitates proactive compliance strategies and ongoing monitoring of regulatory developments for businesses operating in India’s AI sector. As the country balances technological advancement with ethical considerations and public safety, its regulatory framework will play a crucial role in shaping not only its domestic digital landscape but also contributing to the global discourse on responsible AI development and deployment. The Impact of AI on the Legal Industry The surge of AI in various industries, including the legal sector, is transforming work processes. In India, the legal profession, traditionally slower to adopt technological advancements, is also undergoing changes. With courts going paperless and the introduction of e-court websites, filing processes have become streamlined, and access to necessary documents has improved significantly. Online court proceedings have made appearances more convenient for lawyers, reducing procedural hassles. The integration of AI can further enhance efficiency in tasks such as drafting, case analysis, data management, and research. Although AI has not been formally integrated into day-to-day court operations across India, notable cases like Jaswinder Singh vs State of Punjab, CRM-M-22496-2022, have seen AI tools like CHAT-GPT used to aid in legal understanding. AI-powered tools can quickly sift through vast amounts of legal documents, contracts, and case law, identifying relevant information, flagging potential issues, and even predicting case outcomes based on historical data. This not only saves time but also reduces the margin for human error, allowing lawyers to focus on more strategic aspects of their cases. Even AI is transforming legal research. Traditionally, legal research involved manually combing through volumes of statutes, regulations, and case precedents. AI platforms can now swiftly analyse and interpret complex legal texts, providing lawyers with comprehensive insights and relevant case law in a fraction of the time it would take using conventional methods. However, while AI offers myriad benefits, it also raises ethical and regulatory concerns, particularly regarding data privacy, bias in algorithms, and the potential displacement of certain legal jobs. Thus, legal professional must approach AI implementation thoughtfully, ensuring transparency, accountability, and adherence to ethical standards. There are questions that legal professionals and technologists need to ponder upon; Who bears responsibility when an AI system makes a mistake in a legal context? How can we establish clear standards for the ethical design and deployment of AI in law?  These questions underscore the need for proactive regulatory measures. Can AI replace Lawyers? While AI has shown potential in augmenting legal tasks, concerns about its impact on job security persist. Unlike sectors like IT, where AI has led to significant job losses, the legal profession relies heavily on human judgment and interpretation, distinguishing it from AI’s

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Critical Analysis of Government’s decision to exclude Arbitration from High-value Contracts

Introduction In a surprising move, the Ministry of Finance issued a memorandum bearing no. F 1/2/2024 PPD on June 3, 2024 (“Memorandum”), effectively removing arbitration clauses from public procurement contracts exceeding Rs. 10 crores. This decision marks a significant shift in the government’s approach to dispute resolution over the past three decades. The Memorandum stipulates that arbitration may be restricted to disputes valued at less than Rs. 10 crores, while disputes exceeding this threshold will require careful consideration and approval from senior officials. Instead of arbitration, the government is promoting mediation and amicable settlement. The government’s rationale for this shift appears to stem from concerns about the integrity of arbitrators and the perceived difficulty in challenging unfavorable awards. However, this stance overlooks the fundamental principles of arbitration, such as the independence and impartiality of arbitrators, and the limited grounds for challenging awards as a deliberate feature to ensure finality. This memorandum also raises legal concerns and potential conflicts with established arbitration jurisprudence in India. Incorrect Assumptions by the Government In the Memorandum, the Government has made some incorrect assumptions about Arbitration, as a dispute resolution method seemingly setting the stage for promoting mediation as an alternative. However, it completely overlooks the fact that most government contracts already include a process of conciliation before arbitration is invoked. The Memorandum should have recommended making mediation a mandatory step before arbitration, rather than removing arbitration clauses altogether. The Memorandum fails to consider that without an arbitration agreement, any unresolved mediation would lead parties to the courts, which are already overburdened and lack the resources to handle a surge of disputes that arbitration currently resolves. It is important to emphasize that courts struggle to address challenges to arbitral awards within the statutory period of 1 year. Expecting Courts to manage entire trials, which would otherwise have been part of the Arbitration process, is unreasonable and impractical. It is not out of place to mention that the infrastructure disputes, which will be particularly impacted by the Memorandum, are complex and involve extensive documentation, court proceedings in these cases, could take 10 to 15 years to conclude. The Memorandum asserts that arbitration is unsuitable due to the frequent transfer of government officials, which impedes the effectiveness of arbitration proceedings. However, the Memorandum overlooks that this very issue persists in litigation as well. If anything, arbitration offers the flexibility more flexibility than Litigation. Further, the Memorandum criticizes the Arbitration Act by claiming that it leads to more litigation. The reality is that every statute offers a different recourse which eventually ends in adjudication by a competent Court. The fact of the matter is that no individual or entity should be denied the right to seek legal recourse. Conflict with Legislative Intent and Jurisprudence The government’s memorandum appears to contradict the legislative intent behind the Arbitration and Conciliation Act, 1996 and its subsequent amendments. The Act was specifically designed to promote arbitration as an efficient dispute resolution mechanism, aligning India with international best practices. It is important to underscore that the Memorandum was issued just days after Dr. S. Jaishankar inaugurated the Arbitration Bar of India wherein he remarked “Arbitrate in India’ is actually a facet of Make in India”. By discouraging arbitration for high-value disputes, the government seems to be contradicting legislative and judicial efforts to enhance arbitration in India. This policy shift could potentially undermine years of development aimed at establishing India as a favorable jurisdiction for arbitration. Infringement of Party Autonomy: The principle of party autonomy is a cornerstone of arbitration law globally and in India. Arbitration is a product of mutual agreement between the parties involved. It allows for the selection of arbitrators who are experts suited to the specific nature of the dispute. Furthermore, the parties have the freedom to design the process thereby ensuring a more efficient and fair resolution. By unilaterally deciding to exclude arbitration clauses from high-value contracts, the government is effectively overriding the parties’ freedom to choose their preferred dispute resolution mechanism. Moreover, it raises questions about the government’s role in dictating dispute resolution mechanisms in commercial contracts, potentially overstepping into the domain of private contractual relationships. This overstepping measure will eventually increase disputes. Conflict with International Obligations: India is a signatory to the New York Convention on the Recognition and Enforcement of Foreign Arbitral Awards, which obliges member states to recognize and enforce arbitration agreements. The government’s policy could be viewed as inconsistent with these international commitments. In the context of international arbitration, this policy might deter foreign investors who rely on arbitration clauses as a neutral and efficient means of dispute resolution. It could potentially lead to conflicts with bilateral investment treaties that often include arbitration as a dispute resolution mechanism. Suggestions It is important to acknowledge that the government’s issuance of the Memorandum was not without careful consideration, and their concerns are indeed valid. However, the proposed solution presents certain challenges. In light of this, we respectfully suggest the introduction of Med-Arb clauses in all government contracts, thereby ensuring a consistent and uniform approach in all cases. Further, it is important to emphasize that merely adding the Mediation clause would not solve the problem, without ensuring that the appointed Mediators are independent, impartial, highly skilled, and accredited to fully realize the benefits of mediation. Further, the Government should also encourage officials to present settlement proposals without fear of repercussions or vigilance inquiries. It is respectfully stated that a more nuanced approach, addressing specific issues is required rather than removing arbitration clauses from all procurement contracts over the sum of Rs. 10 Cr. Conclusion We, in concurrence with the Arbitration Bar of India, humbly suggest the Hon’ble Minister review and withdraw the Memorandum in its current form. The Memorandum risks undoing the significant strides made since 2015, when the government introduced commendable reforms to Arbitration Law in India. Such a move would not only harm the country’s reputation as an investment-friendly destination but also undermine the progress achieved by both the legislature and judiciary in promoting

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