May 29

Corporate Drafting for Companies: Why Every Clause Matters

In business, most disputes do not begin in court. They begin with unclear contracts, incomplete board resolutions, vague shareholder arrangements, weak employment terms, or casually drafted agreements. For companies, legal drafting is not just paperwork. It is a risk-management tool, a compliance safeguard, and a protection mechanism for founders, directors, shareholders, employees, vendors and investors.

A company functions through documents. Its rights, duties, powers, internal governance, external transactions and commercial relationships are all recorded in writing. Under the Companies Act, 2013, the Memorandum of Association and Articles of Association bind the company and its members, making foundational documents extremely important for company governance. (India Code)

Why Proper Drafting Is Important for Companies

Poor drafting creates ambiguity. Ambiguity creates disputes. Disputes create financial loss, delay, reputational damage and litigation.

For example, if a consultancy agreement does not clearly define the scope of work, payment milestones, intellectual property ownership, confidentiality obligations and termination rights, both parties may later interpret the same document differently. Similarly, if a shareholders’ agreement does not clearly mention exit rights, transfer restrictions, deadlock resolution and dispute resolution, the company may face serious internal conflict when relations between founders deteriorate.

Good drafting protects the company before the dispute arises.

Important Documents Every Company Should Draft Carefully

A company should not treat legal documents as mere templates. Each document must be customised according to the company’s business model, shareholding pattern, tax structure, regulatory requirements and commercial understanding.

Some important company documents include:

1. Memorandum and Articles of Association

The MOA and AOA are the constitutional documents of the company. The MOA defines the company’s objects and scope of activities, while the AOA regulates internal management, rights of shareholders, powers of directors, share transfer restrictions and meeting procedures.

2. Founders’ Agreement / Shareholders’ Agreement

This is one of the most important documents for startups and private companies. It should cover capital contribution, roles of founders, equity split, vesting, decision-making powers, exit rights, non-compete obligations, confidentiality, deadlock resolution and dispute settlement.

3. Board Resolutions and Shareholder Resolutions

Companies act through resolutions. Improperly drafted resolutions can create problems in banking, investment, statutory filings, property transactions, borrowing, appointment of directors and authorisation of representatives.

4. Employment and Consultancy Agreements

Companies often confuse employees, consultants, freelancers and advisors. Each relationship has different legal consequences. A properly drafted agreement should clarify whether the person is an employee or independent consultant, who owns the work product, what confidentiality obligations apply, and how the relationship can be terminated.

5. Vendor and Service Agreements

Every company dealing with suppliers, software developers, manufacturers, distributors, agencies or service providers should have a written contract. It should include scope of services, payment terms, timelines, quality standards, indemnity, limitation of liability, termination, confidentiality and dispute resolution.

6. Non-Disclosure Agreement

An NDA is essential when a company shares business plans, customer data, trade secrets, financial information, technical information or product ideas. A weak NDA may fail to protect confidential information when it matters most.

7. Related Party Transaction Documentation

Transactions between the company and its directors, shareholders, group entities or relatives must be handled carefully. Section 188 of the Companies Act, 2013 regulates related party transactions and requires appropriate approvals in specified cases. (India Code)

Common Drafting Mistakes Companies Make

Many companies download standard templates from the internet and use them without legal review. This is risky because a template may not suit the company’s business, jurisdiction, transaction value or legal requirements.

Common mistakes include unclear payment clauses, missing termination provisions, no jurisdiction clause, weak dispute resolution clause, absence of intellectual property ownership terms, no confidentiality protection, vague scope of work, and failure to record board or shareholder approvals properly.

Another common mistake is executing agreements after the business relationship has already started. Once money has been paid, work has begun or disputes have arisen, documentation becomes more difficult and less effective.

What a Well-Drafted Company Document Should Contain

A strong company document should clearly identify the parties, define the purpose of the arrangement, record commercial terms, specify rights and obligations, include timelines and consequences of breach, protect confidential information and intellectual property, clarify tax and payment responsibilities, and provide a clear dispute resolution mechanism.

For Indian companies, the document should also be aligned with the Companies Act, 2013, applicable rules, FEMA regulations where foreign investment is involved, labour laws, tax laws, sectoral regulations and the company’s own MOA and AOA.

Drafting Is Not Only Legal — It Is Strategic

Good legal drafting does not merely state what parties have agreed. It also anticipates what may go wrong. A well-drafted agreement answers difficult questions in advance:

Who will own the intellectual property?

What happens if payment is delayed?

Can the agreement be terminated early?

Can shares be transferred to outsiders?

What if one founder stops working?

Who will bear losses?

Which court or arbitration forum will decide disputes?

Can confidential information be used after termination?

When these questions are not answered in writing, companies often end up in avoidable litigation.

Conclusion

For companies, legal drafting should not be seen as a formality. It is a foundation for smooth governance, commercial certainty, investor confidence and dispute prevention. Whether it is a startup, family-run company, private limited company, LLP or growing business, every important relationship should be supported by a carefully drafted legal document.

A good draft protects the company, reduces risk, strengthens compliance and ensures that business decisions are legally enforceable. In corporate matters, a weak clause can become an expensive dispute, while a strong clause can save the company from years of litigation.

May 18

Consultancy Agreement vs Employment Agreement: Drafting Differences and Legal Risks in India

Introduction

In modern business structures, companies often engage both employees and consultants. Employees are hired for regular roles under the direct supervision and control of the company, while consultants are generally engaged for independent professional services, advisory work, project-based assignments, technical expertise, or specialised business support.

However, many businesses make the mistake of using the words “consultant,” “advisor,” or “independent contractor” in the agreement without ensuring that the actual working relationship reflects independence. In Indian law, the name of the agreement is not conclusive. Courts and authorities may examine the real nature of the relationship, including supervision, control, exclusivity, payment structure, working hours, integration into the organisation, and economic dependence.

This makes drafting extremely important. A poorly drafted consultancy agreement may later be treated as an employment relationship, leading to claims relating to salary, termination benefits, provident fund, gratuity, retrenchment compensation, labour law protection, and statutory compliance.

Meaning of Consultancy Agreement

A consultancy agreement is a contract under which an individual or entity provides independent professional services to a company. The consultant is usually not treated as an employee. The relationship is generally described as a “contract for service,” meaning the consultant provides services independently and is responsible for the manner in which the work is performed.

For example, a company may engage a legal consultant, marketing consultant, IT consultant, business development consultant, HR consultant, finance consultant, or design consultant for a defined scope of work.

A properly drafted consultancy agreement should clearly mention the scope of services, deliverables, professional fee, tax treatment, confidentiality, intellectual property ownership, termination, liability, and independent contractor status.

Meaning of Employment Agreement

An employment agreement is a contract between an employer and an employee. It is generally a “contract of service,” where the employee works under the supervision, direction, and control of the employer. The employee becomes part of the organisation and may be entitled to statutory benefits depending on the nature of employment and applicable laws.

Employment agreements generally contain clauses relating to designation, salary, probation, working hours, leave, benefits, confidentiality, non-solicitation, termination, notice period, company policies, disciplinary action, and post-employment obligations.

Key Legal Difference: Contract of Service vs Contract for Service

The main legal distinction is between a “contract of service” and a “contract for service.” In a contract of service, the person is generally an employee. In a contract for service, the person is usually an independent consultant or contractor.

Indian courts have traditionally looked at factors such as control and supervision, but modern decisions also examine the substance of the relationship and not merely the contractual label. The test may include control, integration into the organisation, economic dependence, exclusivity, method of payment, ownership of tools, and whether the person is carrying on an independent business or profession. 

Drafting Differences Between Consultancy Agreement and Employment Agreement

1. Nature of Relationship

In an employment agreement, the company appoints the person as an employee. The employee is part of the organisation and works under the employer’s control.

In a consultancy agreement, the consultant should be described as an independent contractor. The agreement should clearly state that nothing in the agreement creates an employer-employee relationship, partnership, agency, or joint venture.

However, this clause alone is not enough. The actual conduct of the parties should also support the independent nature of the relationship.

2. Control and Supervision

In employment, the employer generally controls not only what work is to be done but also how it is to be done. The employee may be required to follow working hours, reporting structure, office rules, HR policies, and internal disciplinary procedures.

In consultancy, the company may define the scope of work and expected deliverables, but the consultant should retain professional independence in the manner of performing the work. Excessive control over working hours, daily attendance, reporting, and internal hierarchy may create a risk that the consultant is later treated as an employee.

3. Working Hours and Attendance

An employee agreement may specify office hours, attendance requirements, leave rules, and reporting obligations.

A consultancy agreement should ideally avoid employee-style working hours unless required for coordination. It may provide timelines, milestones, meeting schedules, and deliverable deadlines instead of daily attendance requirements.

4. Payment Structure

Employees receive salary, allowances, incentives, reimbursements, and statutory benefits. Salary is usually processed through payroll, and tax is deducted as per salary provisions.

Consultants are generally paid professional fees against invoices. Tax treatment may differ depending on the nature of service and applicable tax laws. The agreement should mention whether GST is applicable, whether invoices are required, and whether TDS shall be deducted as per law.

5. Statutory Benefits

Employees may become entitled to benefits such as provident fund, gratuity, bonus, leave encashment, maternity benefit, retrenchment compensation, and other labour law protections, depending on the facts and applicable statutes.

Consultants are generally not entitled to employee benefits unless the contract specifically provides them. However, if the consultant is in substance working like an employee, statutory authorities may examine whether the person has been misclassified.

For example, provident fund compliance may become relevant where eligible workers are engaged through contractors, and the principal employer may have compliance-related responsibilities in certain circumstances. 

6. Leave and Holidays

Employment agreements usually provide earned leave, sick leave, casual leave, public holidays, and other leave benefits as per company policy and applicable law.

Consultancy agreements should avoid giving employee-style leave benefits. Instead, they may provide that the consultant is responsible for ensuring completion of deliverables within agreed timelines. If the consultant is unavailable, the agreement may require prior intimation and continuity of services.

7. Exclusivity

Employees are usually required to work exclusively for the employer and may be restricted from taking up other employment or competing assignments.

Consultants may work for multiple clients unless exclusivity is specifically agreed. If a consultancy agreement imposes complete exclusivity, full-time control, fixed working hours, and long-term integration into the company, it may increase the risk of the relationship being treated as employment.

8. Termination Clause

Employment agreements usually contain notice period, termination for cause, termination during probation, misconduct clauses, disciplinary process, and final settlement provisions.

Consultancy agreements should contain termination for convenience, termination for breach, termination for non-performance, termination for conflict of interest, and consequences of termination. It should also clearly state that termination will not give rise to claims for severance, retrenchment compensation, employee benefits, or reinstatement, unless applicable law provides otherwise.

9. Intellectual Property Rights

In employment, intellectual property created by an employee during the course of employment may often be assigned to the employer through contractual provisions.

In consultancy, IP ownership must be drafted more carefully. The agreement should clearly state whether all deliverables, designs, software code, reports, content, strategies, databases, inventions, or materials created by the consultant will belong to the company upon payment. Without a strong IP assignment clause, the consultant may later claim ownership over the work product.

10. Confidentiality and Data Protection

Both agreements should contain confidentiality obligations. However, consultancy agreements must be more specific because the consultant may work with multiple clients and may not be bound by internal employee policies unless expressly incorporated.

The agreement should define confidential information, permitted use, return of documents, data security obligations, non-disclosure period, breach consequences, and injunctive relief.

Legal Risks in Wrongly Drafting a Consultancy Agreement

The biggest risk is misclassification. If a person is called a consultant but is treated like an employee, the company may face legal and financial consequences.

Common risk factors include fixed office hours, mandatory attendance, company email and designation, employee ID card, reporting to senior management like staff, monthly salary instead of professional fee, no independent business identity, full-time exclusivity, use of company infrastructure, inclusion in internal employee policies, and termination without contractual safeguards.

If such factors exist, the person may claim that the consultancy agreement was only a device to avoid labour law obligations.

Possible Consequences of Misclassification

A wrongly drafted or wrongly implemented consultancy arrangement may lead to claims for unpaid salary, notice pay, wrongful termination, employment benefits, provident fund, gratuity, bonus, leave encashment, compensation under labour laws, or reinstatement in appropriate cases.

The Industrial Disputes Act, 1947 contains protections relating to workmen, continuous service, retrenchment, lay-off, and other employment-related rights. Therefore, if a consultant is able to establish that he or she was in fact a workman or employee, the company may face statutory consequences. 

Contract Labour Angle

Where manpower is supplied through a contractor, the Contract Labour (Regulation and Abolition) Act, 1970 may become relevant. The Act regulates employment of contract labour in certain establishments and provides for registration, licensing, welfare, and related obligations. 

This is different from a genuine consultancy arrangement. A true consultant provides independent professional services, whereas contract labour usually involves workers supplied through a contractor for work in an establishment. Businesses should not mix these structures without legal review.

Important Clauses in a Consultancy Agreement

A well-drafted consultancy agreement should include the following clauses:

  1. Parties and background
  2. Independent contractor status
  3. Scope of services
  4. Deliverables and timelines
  5. Professional fee and invoicing
  6. GST and TDS treatment
  7. No employer-employee relationship
  8. No authority to bind the company
  9. Confidentiality
  10. Intellectual property assignment
  11. Data protection and document security
  12. Conflict of interest
  13. Non-solicitation
  14. Non-circumvention, where required
  15. Performance standards
  16. Reporting and coordination mechanism
  17. Term and termination
  18. Consequences of termination
  19. Return of documents and company property
  20. Indemnity
  21. Limitation of liability
  22. Dispute resolution
  23. Governing law and jurisdiction

Important Clauses in an Employment Agreement

A proper employment agreement should include:

  1. Appointment and designation
  2. Job description
  3. Place of work
  4. Salary and benefits
  5. Probation period
  6. Working hours
  7. Leave and holidays
  8. Company policies
  9. Confidentiality
  10. IP assignment
  11. Non-solicitation
  12. Conflict of interest
  13. Code of conduct
  14. Disciplinary action
  15. Notice period
  16. Termination for cause
  17. Full and final settlement
  18. Return of company property
  19. Dispute resolution
  20. Jurisdiction

Practical Drafting Checklist for Companies

Before choosing between a consultancy agreement and an employment agreement, the company should ask:

Is the person required full-time?
Will the company control the manner of work?
Will the person be integrated into the company’s internal team?
Will the person receive salary or professional fee?
Will the person raise invoices?
Will the person work for other clients?
Will the company provide employee benefits?
Will the person be subject to HR policies and disciplinary control?
Is the engagement project-based or role-based?
Is the company trying to avoid employment compliance through a consultancy label?

If the person is working like an employee, an employment agreement is safer. If the person is genuinely independent and providing specialised services, a consultancy agreement may be appropriate.

Common Drafting Mistakes

Many companies use standard templates without understanding the legal effect. Common mistakes include calling someone a consultant but giving them an employee designation, adding a fixed monthly salary without invoices, imposing full-time attendance, providing leave benefits, not defining deliverables, failing to assign intellectual property, omitting confidentiality clauses, and using vague termination provisions.

Another mistake is not aligning the agreement with actual conduct. Even a well-drafted consultancy agreement can fail if, in practice, the consultant is treated exactly like an employee.

Conclusion

The difference between a consultancy agreement and an employment agreement is not merely a matter of title. It depends on the real nature of the relationship. A consultancy agreement is suitable for independent professional services, while an employment agreement is suitable where the company exercises supervision, control, and integration over the person’s work.

For businesses, the safest approach is to choose the correct legal structure at the beginning and draft the agreement accordingly. A clear, detailed, and legally sound agreement can prevent disputes relating to employment status, statutory benefits, intellectual property, confidentiality, termination, and compensation.

May 16

What is a Legal Heir Certificate and Succession Certificate? A Detailed Guide Under Indian Law

May 15

How to File a Complaint Before RERA in India: Complete Legal Guide with Sample Complaint Format, Laws, Procedure & Remedies

The purchase of a home is often one of the biggest financial decisions in a person’s life. Unfortunately, thousands of homebuyers in India face issues such as delayed possession, false promises by builders, illegal demands, poor construction quality, hidden charges, cancellation disputes, and refusal to refund money.

To protect homebuyers and bring accountability to the real estate sector, the Government of India enacted the Real Estate Regulatory Authority under the Real Estate (Regulation and Development) Act, 2016 (“RERA Act”).

Today, RERA has become one of the most effective legal remedies available against errant builders and developers. A buyer can approach the concerned State RERA Authority for refund, possession, interest, compensation, rectification of defects, or other reliefs.

This detailed guide explains:

  • What is RERA
  • Who can file a complaint
  • Grounds for filing complaint
  • Step-by-step RERA complaint procedure
  • Documents required
  • Important legal provisions
  • Reliefs available
  • Online filing process
  • Important Supreme Court judgments
  • Difference between RERA and Consumer Court
  • Sample RERA complaint format

What is RERA?

The Real Estate Regulatory Authority is a statutory authority established under the Real Estate (Regulation and Development) Act, 2016 to regulate the real estate sector and protect homebuyers.

Before RERA, many developers launched projects without approvals, delayed possession for years, diverted buyers’ money into other projects, and made misleading advertisements without facing serious consequences.

The RERA Act introduced:

  • Mandatory registration of projects
  • Transparency in project approvals
  • Escrow account requirements
  • Timely delivery obligations
  • Standardized disclosures
  • Protection against false promises
  • Fast-track dispute resolution mechanism

Every State and Union Territory has its own RERA authority, such as:

  • Delhi RERA
  • Haryana RERA
  • Maharashtra RERA
  • UP RERA

Why RERA Was Introduced

Prior to RERA, homebuyers often faced:

  • Projects delayed for 5–10 years
  • Builders changing layouts without consent
  • Illegal collection of money
  • No clarity regarding approvals
  • False advertisements
  • Poor construction quality
  • One-sided builder agreements
  • Endless litigation in civil courts

The RERA Act aimed to create transparency, accountability, and confidence in the real estate market.

Who Can File a Complaint Under RERA?

The following persons can file a complaint before RERA:

  • Homebuyers/allottees
  • Investors
  • Legal heirs of buyers
  • Apartment owners associations
  • Resident welfare associations
  • Co-allottees
  • Real estate agents
  • Promoters (in some disputes)
  • Any aggrieved person affected by violation of RERA

Against Whom Can a RERA Complaint Be Filed?

A complaint may be filed against:

  • Builder/promoter/developer
  • Real estate company
  • Housing project developer
  • Colonizer
  • Real estate agent
  • Contractor (in limited circumstances)
  • Development authority
  • Any person violating provisions of the RERA Act

Common Reasons for Filing a RERA Complaint

1. Delay in Possession

This is the most common reason for approaching RERA.

If the builder fails to hand over possession within the promised timeline mentioned in the Builder Buyer Agreement or RERA registration, the buyer can seek:

  • Refund with interest
  • Possession with compensation
  • Delay compensation

Example:

A project promised possession in 2023 but remains incomplete in 2026.

2. False Advertisements and Fake Promises

Under Section 12 of the RERA Act, if a builder makes false claims regarding:

  • Amenities
  • Club facilities
  • Location
  • Approvals
  • Project size
  • Completion timeline

the buyer can seek compensation.

3. Poor Construction Quality or Structural Defects

Buyers can complain regarding:

  • Leakage
  • Cracks
  • Seepage
  • Electrical issues
  • Plumbing defects
  • Poor quality material
  • Structural weaknesses

Under Section 14 of the Act, developers are liable for structural defects for 5 years.

4. Illegal Charges and Hidden Costs

Many builders impose:

  • Escalation charges
  • Preferential location charges
  • Parking charges
  • Club charges
  • Maintenance charges

without proper disclosure.

Such illegal demands can be challenged before RERA.

5. Builder Refusing Refund

If the buyer lawfully cancels booking or withdraws due to delay, the builder may refuse refund.

RERA provides a strong mechanism to recover:

  • Principal amount
  • Interest
  • Compensation

6. Change in Layout or Project Plan

A promoter cannot substantially alter sanctioned plans without consent of allottees.

Unauthorized changes can be challenged before RERA.

7. Non-Registration of Project

Under Section 3 of the RERA Act, projects above prescribed limits must be registered.

Selling units without RERA registration may attract heavy penalties.

Important Legal Provisions Under RERA

Section 3 – Mandatory Registration

No promoter can advertise, market, book, or sell units without RERA registration.

Section 11 – Duties of Promoter

Promoters must:

  • Provide truthful information
  • Obtain approvals
  • Adhere to sanctioned plans
  • Deliver project on time

Section 12 – Liability for False Advertisement

If a buyer suffers loss due to misleading information, compensation can be claimed.

Section 14 – Structural Defect Liability

Builders remain liable for structural defects for 5 years after possession.

Section 18 – Refund and Compensation

One of the most important provisions.

If possession is delayed, the allottee may:

  • Withdraw and seek refund with interest; or
  • Continue and claim delay compensation.

Section 19 – Rights of Allottees

Allottees have rights to:

  • Obtain possession
  • Access project information
  • Claim refund and compensation
  • Obtain documents and plans

Section 31 – Filing of Complaint

Any aggrieved person may file a complaint before RERA.

What Reliefs Can Be Claimed Before RERA?

Depending upon facts, the complainant may seek:

  • Refund of deposited amount
  • Interest on delayed possession
  • Possession of unit
  • Compensation for mental agony
  • Compensation for financial loss
  • Rectification of defects
  • Execution of conveyance deed
  • Withdrawal of illegal charges
  • Litigation expenses
  • Penalty against builder
  • Compliance with promises made

Interest Rate Under RERA

Most State Rules prescribe interest linked to SBI MCLR plus additional percentage.

The exact rate varies from State to State.

Documents Required for Filing a RERA Complaint

The following documents are generally required:

  • Allotment letter
  • Builder Buyer Agreement
  • Payment receipts
  • Bank statements
  • Demand letters
  • Emails/WhatsApp communication
  • Brochure and advertisements
  • Possession letter (if any)
  • Cancellation correspondence
  • RERA registration details
  • Identity proof
  • Address proof
  • Calculation of claim amount

Step-by-Step Procedure to File a RERA Complaint

Step 1 – Identify the Correct RERA Authority

The complaint must be filed before the RERA authority where the property is situated.

Examples:

  • Delhi project → Delhi RERA
  • Gurugram project → Haryana RERA

Step 2 – Verify RERA Registration

Visit the official website of the concerned RERA authority and check:

  • Project registration number
  • Promoter details
  • Completion timeline
  • Approvals
  • Litigation disclosures

Step 3 – Draft the Complaint Properly

A strong complaint should include:

  • Jurisdiction
  • Details of parties
  • Facts chronologically
  • Payments made
  • Builder defaults
  • Legal violations
  • Cause of action
  • Relief sought

Poorly drafted complaints often weaken otherwise strong cases.

Step 4 – Attach Supporting Documents

Proper annexures and evidence are extremely important.

Step 5 – Pay Filing Fees

The complaint filing fee generally ranges from:

  • Rs. 1,000 to Rs. 5,000

depending upon the State.

Step 6 – File Complaint Online or Offline

Most RERA authorities permit online filing.

Step 7 – Attend Hearings

After filing:

  • Notice is issued to builder
  • Reply is filed
  • Hearings take place
  • Orders are passed

How Long Does a RERA Case Take?

RERA was intended to provide speedy dispute resolution.

Though timelines vary, many matters are decided significantly faster than traditional civil suits.

Can a Buyer File Both RERA and Consumer Complaint?

Yes.

The Supreme Court in Imperia Structures Ltd. v. Anil Patni held that remedies under:

  • RERA Act
  • Consumer Protection Act

are concurrent remedies.

Thus, filing before RERA does not automatically bar consumer proceedings.

Can RERA Order Refund?

Yes.

Under Section 18, RERA can direct refund along with interest and compensation.

Can RERA Order Possession?

Yes.

RERA can direct the promoter to complete the project and hand over possession.

Can RERA Orders Be Executed?

Yes.

RERA orders are enforceable and recovery proceedings may be initiated for non-compliance.

Appeal Against RERA Order

Any aggrieved party may file appeal before the Real Estate Appellate Tribunal within the prescribed limitation period.

Further appeal may lie before the High Court on questions of law.

Important Supreme Court Judgments on RERA

M. Newtech Promoters and Developers Pvt. Ltd. v. State of UP

The Supreme Court upheld the constitutional validity of RERA and strongly protected homebuyers’ rights.

Imperia Structures Ltd. v. Anil Patni

Held that consumer complaints remain maintainable despite availability of RERA remedy.

Pioneer Urban Land and Infrastructure Ltd. v. Union of India

Recognised homebuyers as financial creditors and strengthened buyer protection mechanisms.

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