How it unfolded
In recent years, the landscape of labour laws in India has undergone significant transformation. The introduction of the Occupational Safety, Health and Working Conditions Code, 2020 marked a pivotal shift, establishing a maximum of eight working hours per day. This change comes as a response to the outdated provisions of the Factories Act, 1948, which capped working hours at 48 per week and 9 hours daily. The new Labour Codes extend their provisions beyond factories to all establishments across sectors, aiming for a more comprehensive approach to worker rights.
As these codes were being implemented, the legal framework surrounding digital assets also began to evolve. In a landmark ruling, the Karnataka High Court determined that digital assets, including data and proprietary code, are owned exclusively by the company. Justice M. Nagaprasanna emphasized that “in the contemporary digital age, the assets of a Company are not confined to physical or movable property. They extend, in significant measure, to data, code and intellectual propriety.” This ruling clarifies the ownership of intangible assets, which has become increasingly relevant in today’s tech-driven economy.
Furthermore, the court stated that a shareholder cannot claim ownership over a company’s assets to negate allegations of misappropriation. This decision reinforces the notion that companies retain sole ownership of their intellectual property, a critical factor for businesses operating in the digital realm.
Meanwhile, the push for a Uniform Civil Code (UCC) continues to gain momentum. The Gujarat UCC Bill, introduced in 2026, aims to replace religion-based personal laws with a uniform set of rules applicable to all citizens. This follows Uttarakhand’s historic move in 2024, becoming the first Indian state to pass a UCC law. The Gujarat Bill not only prohibits bigamy but also mandates the registration of live-in relationships, representing a significant step towards legal reform and social equality.
However, the provisions of the Gujarat UCC Bill will not apply to Scheduled Tribes and certain protected groups, raising questions about the inclusivity of such reforms. The idea of a Uniform Civil Code is rooted in Article 44 of the Indian Constitution, which advocates for a common set of laws governing all citizens, regardless of religion.
As these developments unfold, the implications for workers and companies are profound. The new Labour Codes promise better working conditions and rights for employees, while the court’s ruling on digital assets provides clarity for businesses navigating the complexities of ownership in the digital age. The push for a UCC aims to create a more equitable legal framework, though challenges remain in ensuring that all groups are adequately represented.
Currently, the landscape is marked by a blend of progressive reforms and ongoing debates. The integration of labour laws with the realities of digital assets and personal laws reflects a society in transition, striving for balance between tradition and modernity. Stakeholders must remain vigilant as these changes unfold, ensuring that the rights of all individuals are upheld in this evolving legal landscape.
