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Little More..to Workland

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Welcome to Little More to Workland! Workland is no different than a wonderland in itself. From the time you enter, it's one ride to the other.  This blog attempts to add a Little More insight into those experiences. 
Beyond policies and processes, workplaces are built on people, behaviors, emotions and culture.
Little More to Workland is a space where I explore corporate life through the lens of HR, workplace psychology, and organisational dynamics while unpacking trends, best practices, behaviors, employee experiences and the hidden patterns that influence how we work, grow and connect.
Along the way, I also hope to challenge common myths around HR and bring a more human, thoughtful perspective to the world of work.
My name is Darshika Desai, a Post Graduate in Human Resources from Welingkar Institute of Management, Development &amp; Research, Mumbai. With a passion for all things HR, I am delighted to share my ride of learnings. Whether you're a seasoned HR veteran or just embarking on your journey in the corporate world, "Little More to Workland" is here for you. With a hands-on experience into Talent Acquisition, HR Operations, Compliance, Talent Management, and Talent Development, my proficiency extends to enhancing the overall employee experience and implementing initiatives aimed at fostering a culture of transparency and trust. I intend to continue navigating this ever-evolving landscape by learning and sharing a little more, everyday.
So, all the HR professionals and other corporate buddies on this enriching voyage, all the rides you’ll take in your Workland, let’s take them together!

Recent blog posts

aerial view photography of group of people walking on gray and white pedestrian lane

From siestas in Spain to Japan’s karoshi culture, or Sweden’s lagom principle, work cultures across the world reveal how little or how much people work and why they work the way they do.(Siestas - A cultural practice in Spain of taking a midday rest, reflecting respect for natural energy cycles over constant productivity; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp;Karoshi - A Japanese term meaning death from overwork, highlighting the extreme cost of chronic workplace burnout. &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; &nbsp; Lagom - A Swedish philosophy meaning just enough. Which means balance over excess, and sustainability over hustle).While these cultures shape nations, things are shifting in Worklands all across the globe. A big indicator for us is India’s new Labour Codes and the Right to Disconnect Bill, 2025. &nbsp;Countries with hustle-culture struggle with overbearing pressures and on-the-toes expectations; whereas many other work cultures consciously protect personal space and mental wellbeing. What if thriving at work isn’t just an HR metric, but a national advantage? What if thriving workplaces &nbsp;and national happiness are more connected than we think?&nbsp; Here’s a snapshot of results from Gallup's State of the Workplace and the World Happiness Report&nbsp;<figure id="figure-do0yacq3hmlxk2j44" class=""><img id="do0yacq3hmlxk2j44" src="https://cdn.durable.co/blocks/13hog8UEtcUbfiYCoOsi0xidKmIiL3O0OWthTn7548N074CsEgxZ2dTUYVHcQwMV.png" alt="" title="" class="object-cover bg-gray-100 rounded-sm md:rounded-md lg:rounded-lg" style="aspect-ratio: 16/9; object-position: center center;" data-corners="default" data-aspect="16:9" data-caption="" data-positionx="undefined" data-positiony="undefined" data-fullwidth="false" data-mce-src="https://cdn.durable.co/blocks/13hog8UEtcUbfiYCoOsi0xidKmIiL3O0OWthTn7548N074CsEgxZ2dTUYVHcQwMV.png" data-mce-style="aspect-ratio: 16/9; object-position: center center;"></figure>*The World Happiness Report is based on data from more than 140 countries using citizens’ self-assessed Life Evaluations.&nbsp;*% of People thriving at Work is gathered from the survey "State of the Global Workplace Report" &nbsp;which includes positive daily experiences and low negative emotions (stress, worry, sadness, etc.) among employed adults across 160+ countries.&nbsp;The results reveal to us how the Top Happiest countries also lead in the percentage of people Thriving at work. This data hints that work engagement is not isolated from broader societal well-being.Let’s unpack this a little further and understand what influences a country’s happiness index, which is in turn reflected in how these people run their Worklands:As we can see above, Europe dominates the list with 7 out of the top 10 happiest countries. Let’s explore what are the various factors that differentiate Europe, and can India follow the same practices in near future?Europe prioritizes: Balance; Rest; Recharge; Autonomy Asia prioritizes: Growth; Productivity; Competition; Collective progressNeither is inherently right or wrong. They simply reflect the values and socio-economic histories of their regions.We are often attracted by the company cultures of European countries and wish to imbibe the perks like shorter work weeks, shorter working hours, more vacation days, etc. But we need to also understand why they are enjoying these perks. Europe didn’t become “relaxed” by accident. Its work culture is the result of centuries of economic evolution, early industrialisation, strong social systems, and cultural philosophies that shaped its priorities. India, on the other hand, is still in a phase of rapid economic growth, population boom, global competition, and post-colonial rebuilding, which naturally creates a hustle-driven environment.European countries can afford these things because:1. Europe Has Strong Social Welfare SystemsEuropean countries use tax revenue to support:- Universal healthcare - Education - Unemployment benefits - Pensions - Parental leave - Childcare support This creates a social safety net that reduces economic pressure on individuals.&nbsp;(Europe can relax because the state supports people. Asia works harder because the individual supports the family).<span style="font-family: inherit; font-size: calc(18px * var(--body-fontSize, 1)); font-style: var(--body-fontStyle, normal);" data-mce-style="font-family: inherit; font-size: calc(18px * var(--body-fontSize, 1)); font-style: var(--body-fontStyle, normal);">2.&nbsp;Europe Focuses on High-Value, High-Productivity IndustriesEurope’s economy is built on:- Engineering - Luxury goods - Innovation - Pharma/biotech - Aerospace - Automation - Precision manufacturing These industries generate high output without long hours.Asia has a mix of:- Manufacturing - Services - Tech - Agriculture where longer hours sometimes directly increase output.Europe produces more value per hour, Asia produces more hours.<span style="font-family: inherit; font-size: calc(18px * var(--body-fontSize, 1)); font-style: var(--body-fontStyle, normal);" data-mce-style="font-family: inherit; font-size: calc(18px * var(--body-fontSize, 1)); font-style: var(--body-fontStyle, normal);">3. Europe Has Smaller Populations But Higher Per-Capita WealthEurope doesn’t need massive growth to support huge populations.Denmark: ~5.8 million Finland: ~5.5 million Netherlands: ~17 million Switzerland: ~8.7 millionAsia:India: 1.4 billion China: 1.4 billion Indonesia: 275 million Japan &amp; Korea: large urban populationsTo support a large population, economies need faster growth, which makes the work culture more intense.4.&nbsp;Labour Unions in Europe Are Extremely StrongEuropean unions historically fought for:- 35–40 hour workweeks - Strict overtime rules - Paid vacations - Worker rights - Minimum rest periods - Fair wages In Asia, unionization is weaker or more regulated, especially in:- India - China - South Korea - Japan This naturally results in longer hours and higher expectations.5. Work-life-Balance embedded in PoliciesEurope legally enforces relaxation:France: Right to Disconnect Scandinavia: 25-30+ vacation days Germany: No-work-on-Sundays laws Spain: Cultural siestas&nbsp; Netherlands: Normalized part-time work Asia rarely has such laws because the economic need for growth is higher.In short, Europe built wealth first, then built work-life balance.- India’s per-hour productivity is still low - We’re in a growth stage Europe was in decades ago - Reducing hours prematurely will slow national development - Large workforces need upskilling before shorter workweeks are viableBut as burnout rises globally, Asia is slowly borrowing Europe’s balance, while Europe is borrowing Asia’s ambition.Imagine borrowing the best from each country:<table style="border-collapse: collapse; width: 100%;" border="1" data-mce-style="border-collapse: collapse; width: 100%;"><tbody><tr><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Country:</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">What they do best:</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">What you can adopt:</td></tr><tr><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">France</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Boundaries: With its 35-hour workweek and Right to Disconnect law, employees are not expected to respond to work calls or emails after hours.</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Protected personal time</td></tr><tr><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Denmark</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Trust &amp; outcomes: People are judged by results, not hours, which means less pressure and more ownership.They work shorter hours, enjoy 5-6 weeks of vacation, and rely on high trust between managers and employees.</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Result-driven evaluation</td></tr><tr><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Spain</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Siesta:&nbsp;Spain honours the natural mid-day slump with long breaks and slower afternoons.It’s not laziness. &nbsp;It’s energy science. By resting during dip hours, people revive energy for the remainder of the day</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Energy-based work blocks</td></tr><tr><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Japan</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Discipline: Japan is known for discipline, structure, and Kaizen (continuous improvement).</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Structured execution</td></tr><tr><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">India</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Ambition: India’s corporate culture has always been fast, ambitious, and growth-driven. And that’s a strength. (But post-pandemic, workplaces are evolving)</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Growth with flexibility</td></tr><tr><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">South Korea</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Speed &amp; Innovation: South Korea has a reputation for intense work ethic, long hours, and perfectionism</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Innovation + recovery</td></tr><tr><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Netherlands</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Flexibility: The Netherlands has one of the highest ratios of part-time workers in Europe. People freely choose reduced hours without being judged for lack of ambition. - The focus is on living a full life - not filling every hour with work.</td><td style="width: 33.334961%;" data-mce-style="width: 33.334961%;">Hybrid, part-time, staggered hours </td></tr></tbody></table>The Shift:Indian companies are moving beyond attendance-driven cultures, with examples like hybrid work becoming default, performance reviews focusing on deliverables over hours logged, and formal policies around mental health, parental support, and flexibility coming up. The new Indian labour codes defy decades of practices that were unfavourable for employees. From legacy conglomerates introducing trust-based work models to start-ups normalising asynchronous work and no-meeting hours, the shift toward modern, sustainable workplaces is already visible.A Little More… to Think About:Maybe the goal isn’t to become Finland. Maybe the goal is to build workplaces where people don’t need to recover from work to live their lives.<blockquote>India and Asia will achieve European-style balance - but through a different route, at a different pace, and with their own version of what “less work, more life” looks like.</blockquote> Links:<a data-mce-href="https://www.cnbc.com/2024/06/12/top-countries-including-finland-denmark-where-workers-thrive-most-gallup.html" href="https://www.cnbc.com/2024/06/12/top-countries-including-finland-denmark-where-workers-thrive-most-gallup.html" target="_blank" rel="noopener">Gallup’s State of the Global Workplace Report</a><a data-mce-href="https://data.worldhappiness.report/table" href="https://data.worldhappiness.report/table" data-mce-selected="inline-boundary" target="_blank" rel="noopener">World Happiness Report﻿</a>

The tale of Two Worlds: “Live to Work” & “Work to Live”

Hand banging wooden gavel in black and white pop art digital collage art style

India’s work landscape just went through one of the biggest reforms in decades. On 21st November 2025, the Government of India took a major step toward a more modern, employee-friendly labour framework by rolling out parts of the New Code on Social Security. Many HR Professionals, including me, have been waiting for this. The idea is simple: Bring multiple welfare laws under one umbrella and make social security easier to understand, access, and benefit from.<blockquote> So what does this mean for YOU?</blockquote>Earlier, your social security benefits were governed by several separate laws - PF here, Gratuity there, and Bonus somewhere else.Now, all of this sits under one integrated framework. This is huge “clean-up” that makes your &nbsp;Rights easier to understand.The Code now covers:<ul><li>Full-time employees</li><li>Contract employees</li><li>Fixed-term employees</li><li>Gig workers (Swiggy, Uber, Zomato, freelancers on platforms)</li><li>Platform workers</li><li>Unorganised sector workers</li></ul>For the first time ever, India’s growing gig workforce gets formal benefits. That’s historic!Rules to know:1. Better Gratuity Rules The new Code makes gratuity more employee-friendly:<ul><li>More types of leave count as continuous service (medical leave, maternity leave, strike/lockout days).</li><li>Fixed-term employees can earn gratuity after 1 year — not 5 years.</li><li>A digital system will make claiming gratuity faster and trackable. </li></ul>2. Mandatory Appointment Letters Every employee must now receive a formal appointment letter. This means:<ul><li>Clearer job terms</li><li>Clarity on pay, benefits, working hours</li><li>Stronger proof of employment For many parts of corporate India, this ensures transparency across employee groups.</li></ul>3. Timely Payment of Wages <ul><li>Your salary cannot be delayed.</li><li>The new Code places legal responsibility on timely wage payment.</li><li>No ambiguity. No excuses.</li></ul>4. More Safety &amp; Inclusivity Women can officially work night shifts — but only with consent and mandatory safety arrangements. Overall safety standards at workplaces will be more regulated.5. Better Protection for Gig &amp; Platform Workers This is the highlight of the new Code: Companies like Uber, Zomato, Amazon, Rapido must contribute 1–2% of their turnover to a Social Security Fund. This fund will support gig workers through: - Accident cover - Life/disability benefits - Maternity benefits - Old-age protection This is a massive step forward for India’s new-age workforce.6. Digital, Portable Benefits Social security will now move toward a digital ecosystem. This means:<ul><li>Easier access</li><li>Portability if you change jobs/locations</li><li>Smoother record tracking Perfect for today’s mobile workforce! </li></ul><blockquote>In Simple Words: What’s the Benefit for YOU?</blockquote><ul><li>Stronger protection of your financial benefits</li><li>Faster claims, especially PF, ESI, gratuity</li><li>More transparency from employers</li><li>Better safety and inclusiveness</li><li>If you do gig/freelance work, you are finally protected. This reform aims to make India’s workplaces modern, fair, and future-ready — and you’re at the center of it.</li></ul><blockquote>Grey Areas Still Unclear in the Code</blockquote>While the updated provisions are promising, a few points still lack clarity and await formal notification or rules:1. Implementation TimelineAlthough provisions were announced, the actual date of enforcement for several sections is still unclear. This affects gratuity rules, gig worker contributions, and digital systems rollout.2. Gratuity Eligibility for Non-Fixed-Term CategoriesThe law clearly states the 1-year rule applies only to fixed-term employees, but ambiguity remains on:How “fixed-term” will be defined across industries Whether renewal of repeated short-term contracts qualifies as “continuous service” 3. Funding Structure for Gig Worker Social SecurityThe contribution percentages from aggregators/platforms are mentioned, but:How platforms will report earnings? Whether incentives count? How worker identities will be authenticated? …all remain unclear. 4. Employee Database IntegrationThe promise of “one social security account” requires system integration, but no timeline or technical details are shared yet.5. State-Level VariationsSome provisions need state-level rules, and not all states have notified anything yet, leading to interpretation differences.More clarity is expected in the coming notifications.&nbsp;<blockquote>Feel free to hop on the LMW ride again to know more soon!&nbsp;</blockquote>

Code on Social Security - Cutting the Chase for Busy Corporate Folks

The Government of India notified the commencement of all four Labour Codes - Code on Wages (2019), Industrial Relations Code (2020), Code on Social Security (2020), and Occupational Safety, Health &amp; Working Conditions Code (2020) - with effect from 21 November 2025.Below is a structured breakdown of the Code on Social Security, along with the exact laws consolidated under each Code:<blockquote>I. Codes and the Laws Merged into Them</blockquote>1. Code on Social Security, 2020 (CSS)The CSS consolidates the following nine Central labour laws:<ol><li>The Employees’ Provident Funds and Miscellaneous Provisions Act, 1952</li><li>The Employees’ State Insurance Act, 1948</li><li>The Employees’ Compensation Act, 1923</li><li>The Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959</li><li>The Maternity Benefit Act, 1961</li><li>The Payment of Gratuity Act, 1972</li><li>The Cine Workers Welfare Fund Act, 1981</li><li>The Building and Other Construction Workers Cess Act, 1996</li><li>The Unorganized Workers’ Social Security Act, 2008 </li></ol>All of these now sit under one integrated social security framework.2. Code on Wages, 2019Merged four laws:1. Minimum Wages Act, 1948 2. Payment of Wages Act, 1936 3. Payment of Bonus Act, 1965 4. Equal Remuneration Act, 19763. Industrial Relations Code, 2020Merged three laws:1. Trade Unions Act, 1926 2. Industrial Employment (Standing Orders) Act, 1946 3. Industrial Disputes Act, 19474. Occupational Safety, Health and Working Conditions Code, 2020 (OSH)Merged 13 laws:<ol><li>Factories Act, 1948</li><li>Mines Act, 1952</li><li>Dock Workers Act, 1986</li><li>Building and Other Construction Workers Act, 1996</li><li>Contract Labour (Regulation and Abolition) Act, 1970</li><li>Inter-State Migrant Workmen Act, 1979</li><li>Working Journalists Act, 1955</li><li>Motor Transport Workers Act, 1961</li><li>Sales Promotion Employees Act, 1976</li><li>Beedi and Cigar Workers Act, 1966</li><li>Cine Workers and Cinema Theatre Workers Act, 1981</li><li>Plantation Labour Act, 1951</li><li>Working Journalists and Newspaper Employees Act, 1955</li></ol><blockquote>II. Key Technical Highlights of the Social Security Code (CSS)</blockquote>1. Expanded ApplicabilityThe CSS creates a widened coverage net for:<ul><li>Gig workers</li><li>Platform workers</li><li>Unorganised workers</li><li>Fixed-term employees This requires HR teams to re-evaluate engagement models and extend compliance systems.</li></ul>2. Gig &amp; Platform Worker GovernanceAggregator companies must contribute 1–2% of annual turnover to a Social Security Fund, capped relative to payouts.Benefits include:<ul><li>Life &amp; disability cover</li><li>Accident insurance</li><li>Health/maternity protection</li><li>Old-age support</li></ul>3. Re-Defined “Continuous Service” for GratuityThe definition now includes:<ul><li>Sickness</li><li>Accident</li><li>Leave</li><li>Absence due to strike/lockout</li><li>Maternity benefit leave</li><li>Fixed-term employees become eligible for pro-rata gratuity after 1 year. </li></ul>4. Digitisation &amp; PortabilityThe Code enables:<ul><li>Online registration of all workers</li><li>Aadhaar-linked benefit delivery</li><li>Digital gratuity &amp; ESI processes This requires HR teams to align payroll systems and employee data architecture.</li></ul>5. Appointment Letters MandatoryUnder the combined codes, all employees must receive:<ul><li>Appointment letters</li><li>Defined terms of employment</li><li>Clarity on wages, benefits, working conditions </li></ul>6. Inspector-cum-Facilitator RegimeCompliance moves from a punitive inspection model to a facilitation + inspection hybrid. 7. Penalties &amp; ProsecutionNon-compliance may result in:<ul><li>Monetary penalties</li><li>Compounding of certain offences</li><li>Prosecution for repeated/serious violations HR must update risk registers accordingly.</li></ul>8. Partial Implementation &amp; Pending State RulesWhile the Codes are in force centrally, some state rules are not yet notified. Compliance teams must track state-level publications for OSH and IR Code operationalisation.<blockquote>Prepardeness Required from HR Professionals</blockquote><ul><li>Revising policies</li><li>Updating employee handbooks</li><li>Aligning payroll with the new wage definition</li><li>Reviewing contractor compliance</li><li>Preparing SOPs for digital social security</li></ul>

Little More..to Workland

Recent blog posts

The tale of Two Worlds: “Live to Work” & “Work to Live”

Code on Social Security - Cutting the Chase for Busy Corp...

Mapping the Social Security Code for HR: What Changed and...