#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep Singh demystifies the rising debate around moonlighting and dual employment in India. He explains the difference between the two—how moonlighting operates as a commercial, task‑based engagement, while dual employment remains legally restricted under Indian labour laws. Mandeep highlights why the real organisational concern is knowledge usage, not time or physical effort, and how global HR trends increasingly view moonlighting as a powerful learning and development lever. He urges organizations to build structured L&D philosophies that safely enable external learning without compromising proprietary knowledge.

#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep Singh explains the purpose and practical implications of non‑compete clauses that appear in appointment letters, HR policies, or separate agreements. He describes how organizations may restrict industries, companies, geographies or combinations of these, but clarifies that Indian law does not permit any clause that limits a person’s livelihood after employment ends. Non‑compete clauses therefore become void, while the rest of the contract remains valid. He emphasizes that employees must avoid data leaks, client or employee poaching, or misuse of goodwill, as these can attract legal action. For organizations that genuinely need restrictions, he highlights garden leave as the only enforceable method—applicable only while the individual remains on the payroll. Once employment ends, the employee is free to join any organization.

#HRhelpdesk #IndiaHRGuide #MandeepSingh, with 25 years of HR expertise, Mandeep Singh explains how organizations should create their annual holiday calendars while ensuring legal compliance and employee acceptance. He highlights the three compulsory national holidays—Gandhi Jayanti, Independence Day and Republic Day—which must be observed across India. He discusses the challenge of accommodating diverse festivals, especially when some are city‑wide closures while others are celebrated only by specific communities. Including every festival could push the list to 16–17 holidays, whereas most organizations operate with 11–13. He recommends a balanced model: around 10 fixed holidays for all employees and 2–3 optional holidays that individuals can choose from a larger list. This ensures compliance, cost efficiency and cultural inclusion. He also mentions that older approaches—like location‑specific holiday lists—are becoming less practical, leading organizations to adopt a common fixed list with optional choices for local or community needs.