Saya & Associates
The people side of the business, papered and protected.
Employment problems are predictable: an offer letter that promised too much, a policy nobody wrote, an exit handled in anger, a complaint with no process behind it. The practice closes those gaps before they become proceedings.
From offer letter to exit — and the hard days between.
Employment documentation
Offer letters, employment agreements, confidentiality and IP assignment terms, consultant and contractor agreements — consistent across the team.
Policies & handbooks
Leave, conduct, IT and data, moonlighting, remote work and disciplinary policy — written for the company you actually run.
POSH compliance
Internal Committee constitution, the policy and annual filings required by the POSH Act, 2013, employee awareness sessions and IC member orientation.
Workplace investigations
Complaints under POSH and disciplinary inquiries conducted with due process — terms of reference, evidence, hearings and a defensible written report.
Separations & settlements
Performance exits, redundancy exercises and negotiated separations — notice, dues and releases documented so they end the matter.
Employment disputes
Defence and pursuit of employment claims, recovery of dues, and enforcement of confidentiality and non-solicitation terms.
Process is the protection.
Employment law punishes improvisation. The cases employers lose are rarely about the decision itself — they are about the missing warning letter, the inquiry that skipped a step, the policy applied to one person and not another. The practice builds the process first, so decisions stand.
On POSH specifically: the law expects a constituted committee, a communicated policy and annual reporting — before any complaint exists. Setting that up is a defined, fixed-scope exercise.
The process gets built before the hard day, not during it.
Audit
Contracts, policies and statutory compliance reviewed against the team you have today — gaps listed by risk.
Build
Documents and processes put in place — including the POSH framework — with managers briefed on how to use them.
Hold
When the hard day comes — a complaint, an exit, a dispute — the process runs as designed, with counsel alongside.