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SAUDAMINI SHARMA
Partner

Saudamini is a technology, media & IP transactions partner at Saarlegal. She regularly advises on information technology, data and cloud solutions, and intellectual property matters in their business and legal aspects. Complementary to her practice, she also advises clients on compliance in the context of data protection, competition, content regulation, e-commerce, and gaming.

Saudamini’s law firm and in-house experience has equipped her with a business focused legal expertise, which is highly appreciated by our clients. She is experienced in drafting and negotiating a broad range of IP and technology-related agreements and commercial contracts, and acts for clients across a variety of sectors. She has particular experience in advising technology and media clients with respect to their strategic transactions.

SABHYA SAACHI SHARMA
Partner

Sabhya is a corporate and tax partner at Saarlegal. With over 12 years of experience, Sabhya provides expert advisory to established companies and start-ups on corporate structuring, investments, and taxation. Owing to his keen interest in technology driven businesses and strong background in finance, Sabhya also specializes in fintech advisory. In the past, Sabhya has advised American Express, SixD Technologies, Pay Nearby, PayU, mfilterit, Dunhumby, Gigabyte among others.

Frequently asked questions

A valid contract in India must have a lawful offer and acceptance, lawful consideration, competent parties to contract, free consent, and a lawful object.

While not all contracts need to be in writing to be legally valid, certain types of contracts, such as those involving the sale of immovable property, must be written and registered. In the light of recent judgments of Indian courts, electronic contracts, agreements executed over e-mail and WhatsApp are also considered legally enforceable contracts.

Remedies for breach of contract in India can include specific performance of the contract, rescission, or compensation for losses.

The Indian Factories Act and State Shops and Establishments Acts regulate working hours, breaks, and overtime. Typically, the work week is capped at 48 hours, with overtime paid at twice the normal wage rate. New labour codes, while have been passed into Acts have yet to come into force. This can change the aforementioned working hours and overtime regulations.

Termination without cause is generally permissible under Indian employment law, provided the employer complies with the terms of the employment contract and any applicable laws, such as providing notice or severance pay.

Employee privacy is principally governed by the Information Technology Act, 2000, which deals with sensitive personal data or information, and by the Digital Personal Data Protection Act (which has been enacted but has not come into force) aimed at strengthening data protection.

The main principles include lawful and fair collection of data, specifying the purpose of data collection, data quality and proportionality, data security, and the individual’s right to access and correct their data.

The Digital Personal Data Protection Act introduces requirements such as data minimization, obtaining consent, appointing a data protection officer, and conducting impact assessments, which businesses will need to comply with to protect personal data.

Individuals have rights to access, correct, and erase their personal data, restrict its processing, and receive data portability under the Act among other rights.

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