MUMBAI: The World Trade Center Mumbai, in association with the All India Association of Industries (AIAI), hosted a high-impact seminar titled ” India’s New Labour Codes: Impact on Industries and employees” here today at World Trade Center Mumbai. The event brought together nearly 200 industry leaders, business executives, and HR professionals to understand the impact of the Labour Codes on businesses and MSMEs.

Speaking at the seminar, Suhas Basakhetre, Managing Director, Prompt Personnel Pvt. Ltd., stated, “enhancing the ease of doing business is the central objective of India’s labour law reforms. He noted that the earlier labour laws, many of which had been in force for decades, have now been comprehensively rationalised by consolidating 29 existing laws into four simplified labour codes.”

Highlighting the intent behind the reforms, Basakhetre said that the labour codes focus on simplification of laws, ease of compliance for employers, digitisation of processes, creation of a balanced and equitable framework for both employers and employees, and strengthening enforcement mechanisms

He further added that, “the entire compliance and enforcement ecosystem has now been digitised, significantly reducing regulatory complexity. Over 1,400 compliances have been streamlined to approximately 400, which is a major step towards improving the ease of doing business. The new labour codes aim to provide equal weightage to the interests of employers and employees, fostering a more transparent, efficient, and growth-oriented labour ecosystem.”

In his remark, Dr. Vijay Kalantri, President, All India Association of Industries and Chairman, World Trade Center Mumbai, said, “The consolidation of 29 existing labour laws into four unified labour codes is a landmark reform aimed at simplifying labour regulations, expanding worker protections, and improving predictability and clarity for employers.

“There would be greater job formalization and increased worker welfare, which would lead to potential job creation and increased consumption. These positives come with certain challenges, including higher wages and labour costs, more formalities, possible job insecurity, strained HR capacity, increased compliance workload, and short-term cost impacts. These reforms mark a decisive step towards building a more unified, resilient, and inclusive labour ecosystem, aligned with India’s vision of a Viksit Bharat 2047,” Dr. Kalantri stated

Yashashri Kulkarni, General Manager, Labour Law Compliance, Prompt Personnel Pvt. Ltd., highlighted key provisions under the Code on Wages, including the fixation of a National Floor Wage and the need for employers to realign and update their wage structures accordingly.

She further noted that this is the first time Indian labour legislation has formally defined emerging categories such as aggregators, gig workers, platform workers, and fixed-term employment, reflecting the evolving nature of the workforce. Referring to the Code on Social Security, Ms. Kulkarni pointed out that the EPF case deposit requirement has been significantly reduced from 75 per cent to 25 per cent of the estimated amount, while monetary penalties for non-compliance have been enhanced to strengthen enforcement.

She also highlighted important reforms under the Occupational Safety, Health and Working Conditions Code, including the introduction of a pan-India single licence regime, liberalisation of leave encashment provisions, and mandatory crèche facilities, all aimed at improving worker welfare while simplifying compliance for employers.

The seminar concluded with an engaging and interactive question-and-answer session. Priya Pansare, Director Trade and Investment Promotion, World Trade Center, Mumbai, Suhas Basakhetre, and Yashashri Kulkarni presented the vote of thanks by expressing their gratitude to and for the insightful seminar. 

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INDIA: Global technology and digital talent solutions provider, NLB Services, has today unveiled its report “Workforce 2.0 Reset – India’s GCCs Go AI-Native”, highlighting in-depth insights on emerging technology reshaping India’s Global Capability Center (GCC) landscape, thereby bringing a paradigm workforce shift. With more than 58% GCCs moving beyond AI pilots, the workforce is projected to reach 3.46 million by 2030, adding 1.3 million new job roles. The report also estimates a significant impact in 2026 itself, indicating an 11% increase in jobs, thereby expanding personnel to 2.4 million in the sector.

In 2025, nearly 70% of GCCs are already investing in Generative AI (GenAI), while over 60% will set up dedicated AI safety and governance teams by 2026. A remarkable 75% aim to embed GenAI in daily operations within the next year. These investments are not only driving efficiency but also reconfiguring roles. For instance, 27% of mid-level and 25% of junior tech roles are being redesigned as AI copilots and automation tools become mainstream.

Sharing his perspective on the report, Sachin Alug, CEO, NLB Services, said, “India is at a critical intersection in its GCC 4.0 journey, building a unique & unmatched synergy of scale, skill, and talent. Today, GCCs are no longer just exploring AI – rather, many have or are moving towards deployment. While AI thrust in this sector was expected, this year has seen a stronger drive for implementation. This cements India’s move from delivery centers to AI-driven enterprises, marking a leap in innovation and governance. All of this has certainly brought new layers to the talent take-off we predicted at the onset of the year. GCC workforce projection by 2030, indicated earlier, is now set to see a 30% surge, adding 1.3 million new jobs.”

As AI becomes mainstream, entirely new roles are emerging across GCCs, including Cybersecurity & AI Governance Architects (29%), Prompt Engineers (26%), GenAI Product Owners (22%), and AI Policy & risk strategists (21%), symbolizing India’s shift from execution to accountability and innovation-led leadership. Simultaneously, legacy roles such as L1 IT Support (75%), Legacy Application Development (74%), Manual QA (72%), and On-Prem Infrastructure Management (67%) are being phased out as GCCs modernize towards AI-native, product-oriented teams.

With AI deployment further maturing, India’s GCC map is undergoing a major geographic shift, with Tier II and III gaining prominence. GCCs are inclining towards these belts to capitalize on the proposition of 10–12% lower attrition rates, 30–50% lower office costs, and 20–35% talent cost advantages compared to Tier-1 metros.

Sharing his thoughts, Varun Sachdeva, SVP & APAC Head, NLB Services, said, “By 2030, nearly 39% of the GCC workforce will operate from Tier-2 and Tier-3 cities, enabling our shift from metro-focused to a more distributed workforce model. While Tier-1 cities will continue to serve as centers for leadership, governance, and R&D, emerging Tier-2 and Tier-3 hubs such as Coimbatore, Ahmedabad, and Bhubaneswar are rapidly becoming specialized delivery centers. The new synergy across Tier II/III cities will create 0.715 M net new GCC jobs by 2030.”

As GCCs adopt AI at scale, continuous learning and capability development have become organizational imperatives. “While AI is changing the way work is done, it is not replacing people, rather amplifying human judgment and expertise with technology integration. To enable the workforce to adapt to this workforce reset, 80% of GCCs are already funding continuous learning and internal mobility programs, enabling faster, flatter, and more agile decision cycles. The top upskilling models are focused on role-specific reskilling journeys or micro-credentials (18%), corporate academies and focused programs (17%), and embedding AI skills into career frameworks (16%). Moreover, 38% of GCCs are also closing GenAI skill gaps by hiring external talent, while22% are building in-house academies”, added Abhilash Raghavan, Chief Business Officer – GCC Vertical, NLB Services.

India’s GCC ecosystem has also reached a defining point — where leadership readiness for AI is now the true differentiator. Hyderabad and Bengaluru lead this shift, with 70% and 69% of GCCs showing strong AI leadership maturity in both vision and budget ownership. These hubs aren’t just adopters but are instead shaping the global playbook for scaling AI. This leadership momentum is mirrored across industries where AI has become central to competitiveness. Telecom & Internet Services (70%) and BFSI & Fintech (69%) lead in strategic clarity, while Software & Consulting (65%) and Media & Gaming (67%) show robust budget commitment. Together, they mark a decisive shift — India’s digital-first enterprises aren’t experimenting with AI anymore; they’re institutionalizing it as a leadership and governance discipline.

“Workforce 2.0 Reset – India’s GCC Go AI-Native” report also signals that AI governance is rapidly institutionalizing across India’s GCCs. 33% have established central AI committees or CoEs, while 29% manage oversight through business units under audit and compliance frameworks. Delhi/NCR (39%) and Bengaluru (37%) lead with centralized governance models, reflecting higher maturity, while Hyderabad (35%) and Mumbai (34%) favor decentralized oversight, signaling a growing push for flexibility and autonomy.

Progressive state policies are accelerating India’s GCC expansion, driven by strong digital infrastructure, talent pipelines, and AI-focused incentives. These frameworks, reinforced by rising STEM talent in non-metro cities, are transforming regional hubs into future-ready innovation corridors. As GCCs move from pilots to full-scale AI-driven operations, the next five years will cement India’s position as the global hub for AI engineering, analytics, and governance excellence — showcasing a model that blends innovation, talent, and responsible growth.

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NEW DELHI: Anaptyss — a digitally enabled managed services provider in the global BFS&I industry — is set to double its workforce in the country by 2027. The company plans to recruit over 600 professionals from across multiple cities, including Gurugram, Noida, Pune, Kolkata, Hyderabad, Bengaluru, and Jaipur.

The hiring campaign will concentrate on attracting niche domain talent across highly specialized domains such as Model Risk Management, Enterprise Risk Management, Credit Risk Management, Cryptocurrency, Fraud Analytics, Fund Management, and Loss Mitigation, among others.

The talent expansion in India will help Anaptyss accelerate delivery for international clientele through its global capability centers based in India. The campaign aligns with the company’s strategy of expanding its digitally enabled managed services offerings for clients across North and South America, including Canada and Mexico. The ramped-up capacity will also support Anaptyss’ penetration into Europe, with planned growth in the UK, Romania, Ireland, Poland, Hungary, and Germany.

To support this expansion, the company is actively seeking to hire professionals with premier qualifications and technical competencies, including CA, CFA, Mathematical Modeling, Agile Low-Code App Development, Basel III, SR 11-7, and Stress Testing. Additional expertise areas include SQL, Hadoop, Spark, Power BI, and cutting-edge technology stacks such as OpenAI, Azure, Copilot, AWS, Docker, and UiPath.

Commenting on the company’s hiring efforts, Anuj Khurana, Co-Founder, and CEO, Anaptyss said,“ The strong demand for our Managed Services expertise in BFS&I has driven remarkable growth, including a 200% increase in topline revenue and a 150% rise in headcount over the past year. India remains central to our growth strategy, providing the right mix of talent and innovation to propel our global expansion. As the financial sector evolves, a highly skilled workforce is essential to staying ahead of market demands.”

With women constituting approx. 32% of its workforce, including nearly 35% in leadership roles, Anaptyss demonstrates a strong focus on ensuring a diverse, equitable, and inclusive workplace. The company is also strengthening its campus hiring strategy by collaborating with Tier-1 business schools and institutions like ICAI to attract top talent in specialized finance and technology domains.

“In the last 1 year, we have seen a paradigm shift in traditional offshoring, with increased demand across niche domains like cryptocurrency, enterprise risk management, model risk management, credit risk management, mortgage, and financial crime compliance and fraud analytics. We will continue to innovate and address the growing demand for Value Driven Managed Services in the BFS&I sector, and India will be at the center of enabling delivery excellence for us.” Anuj Khurana further added.

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MUMBAI: InsuranceDekho, India’s leading Insurtech brand, headquartered in Gurugram has recently launched ‘SWRA – She Will Rise Again’ an initiative that focuses on bringing back women on a career break. The company invited “the Magnificent Mary Kom” to unveil the program. This initiative intends to encourage women with a minimum one-year career gap to return to the workforce. The initiative is dedicated to providing them with equal opportunities, rights, and remuneration, ensuring they receive fair treatment and recognition at the workplace. Mary Kom, during her boxing journey, took a career break and is a perfect example of making a comeback, winning Olympic medals and world championships along the way.

While SWRA provides equitable pay and opportunities to women returning to work, InsuranceDekho will also offer training to help participants break their preconceived notions, build their confidence, re-present their candidature, and prepare them to navigate the corporate landscape confidently. The term ‘SWRA’ stands for ‘she will rise again,’ and reflects the brand’s commitment to supporting women on their journey back to work. As part of its long-term commitment to empowering women, InsuranceDekho intends to conduct this initiative every year and hire and train at least 10,000 women on the other side of their career breaks by 2030.

On a mission to build Bharat, InsuranceDekho is present across 98% of pin codes in India and insures 10 individuals every minute. Now, through SWRA, the company will leverage its vast presence to become a supportive partner to exceptionally talented women across the country, allowing them to realize their full potential, while also furthering its goal to reach 99% Indian pin codes.

The initiative also aligns with the theme of the 2024 International Women’s Day ‘Invest in Women’. By removing obstacles for women who have taken career breaks, InsuranceDekho is investing in their professional growth and contributing towards gender equality and empowerment.

Divya Mohan, CHRO of InsuranceDekho, said, “We spoke with women from various walks of life who have shared the challenges they encounter when attempting to re-enter the workforce after a career break. Having left their work due to several reasons ranging from family responsibilities to health concerns, they fear that they will not be able to reclaim their previous position in the corporate world before they take a break. The primary objective of ‘SWRA’ is to focus on their psyche and instill the confidence they need to navigate the corporate world more effectively.“

Ankit Agrawal, CEO and Founder of InsuranceDekho added,” I have the utmost respect for women who are committed to thriving in today’s competitive world. Our team has many women who don the hats of mothers, wives, and daughters – all the while being supremely talented individuals. At InsuranceDekho, we ensure our women professionals are offered ample growth opportunities in their careers. With ‘SWRA’ we will focus not just on hiring more women with career gaps in our workforce but also on training them in the right way so that they can continue to climb the corporate ladder effortlessly.”

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