How it unfolded
In the early 20th century, the Indian workforce was governed by the Factories Act of 1948, which established a framework for working hours, capping them at a maximum of 48 hours per week and 9 hours per day. This legislation was pivotal in shaping the working conditions of the time, ensuring that laborers had regulated hours to protect their well-being. However, as the economy evolved and the nature of work transformed, the need for a more comprehensive and inclusive approach became apparent.
Fast forward to 2020, the introduction of the Occupational Safety, Health and Working Conditions (OSHWC) Code marked a significant shift in labor regulations. This new code prescribed a maximum of eight working hours per day, extending its provisions beyond traditional factories to encompass all establishments across various sectors. This change was not merely a legislative update; it represented a fundamental rethinking of labor rights in the context of a rapidly changing economic landscape.
In tandem with these developments in labor codes, the legal framework surrounding digital assets began to take shape. A landmark ruling by the Karnataka High Court established 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 underscored the importance of intellectual property in the digital era and clarified ownership issues that had been murky in the past.
Moreover, the court ruled that shareholders cannot claim ownership over a company’s assets to negate allegations of misappropriation, reinforcing the notion that corporate assets, whether tangible or intangible, are the sole property of the company. Justice Nagaprasanna stated, “The property of the Company, whether tangible or intangible, vests in the Company alone,” highlighting the need for clear boundaries in corporate governance.
As these legal frameworks evolved, another significant development emerged in the form of the Gujarat Uniform Civil Code (UCC) Bill, introduced in 2026. This bill aimed to replace religion-based personal laws with a uniform set of rules applicable to all citizens, marking a substantial step towards legal reform and social equality. The main aim of the Gujarat UCC Bill is to ensure that personal laws are consistent across communities, thereby promoting a sense of unity and fairness in legal treatment.
Uttarakhand had already set a precedent by becoming the first Indian state to pass a Uniform Civil Code law in 2024, paving the way for further reforms. The Gujarat UCC Bill not only prohibits bigamy but also mandates the registration of live-in relationships, reflecting changing societal norms and the need for legal recognition of diverse family structures.
Despite these advancements, it is essential to note that the provisions of the Gujarat UCC Bill will not apply to Scheduled Tribes and certain protected groups, indicating that while progress is being made, there are still areas requiring attention and inclusivity. The idea of a Uniform Civil Code is enshrined in Article 44 of the Indian Constitution, emphasizing the ongoing relevance of this issue in India’s legal discourse.
As of now, the landscape of labor codes and digital assets in India is in a state of dynamic evolution. The recent changes reflect a broader recognition of the complexities of modern work and the importance of protecting both labor rights and intellectual property. These developments matter significantly for workers, companies, and society at large, as they navigate the challenges and opportunities presented by a rapidly changing economic and legal environment.
