Hiring Now: Associates – Transactions & Corporate | Peritum Partners, Chennai

Peritum Partners is currently inviting applications for the position of Associates in its Transactions Team and General Corporate & Advisory Team at its Chennai office. This is a prime opportunity for ambitious lawyers who are passionate about transactional law, corporate advisory, and client-driven practice to join one of India’s fast-emerging law firms.


Organization Overview: Peritum Partners

Founded in 2020, Peritum Partners has quickly established itself as a dynamic full-service law firm in India. With a presence in major practice areas including corporate law, real estate, banking & finance, intellectual property, civil and commercial litigation, the firm is recognized for delivering practical and business-focused legal solutions.

The firm’s strength lies in its collaborative approach, multidisciplinary expertise, and client-first philosophy. Over the last few years, Peritum Partners has been steadily growing in the areas of transactional work and corporate advisory services, building a reputation for precision, reliability, and agility.

For young and mid-level associates, joining Peritum Partners offers the chance to work in a fast-paced, partner-driven environment with high-quality matters and real-time client interaction.


Location

Chennai (On-site, Full-time)
Associates will be required to work from the firm’s Chennai office, providing them with hands-on exposure to transactions, corporate advisory work, and client interactions.


Positions & Vacancies

  • Associate – Transactions Team (3–4+ Years PQE)
  • Associate – General Corporate & Advisory Team (1–2 Years PQE)

This hiring drive reflects the firm’s expansion in transactional law, corporate structuring, and commercial advisory work.


Eligibility Criteria

For the Transactions Team (3–4+ Years PQE):

  • Minimum of 3–4 years of experience in transactional legal work.
  • Proficiency in due diligence and drafting transaction documents.
  • Strong drafting skills with a sound understanding of contract structures.
  • Basic negotiation skills and the ability to liaise with clients.
  • A keen eye for detail and accuracy in transaction execution.

For the General Corporate & Advisory Team (1–2 Years PQE):

  • 1–2 years of experience in corporate legal advisory roles.
  • Strong drafting abilities, particularly in redlining and reviewing commercial contracts.
  • Good command over legal research and advisory drafting.
  • Ability to work effectively in a team-oriented, client-facing environment.

Salary

Not disclosed
The salary will be commensurate with industry standards and based on the candidate’s experience, skill set, and performance.


Key Responsibilities

Selected associates will take on challenging and high-responsibility roles that include:

  • Drafting, reviewing, and negotiating commercial and transactional legal documents.
  • Conducting comprehensive legal due diligence and preparing detailed reports.
  • Advising clients on corporate structuring, compliance, and regulatory matters.
  • Supporting senior lawyers in transaction execution, advisory drafting, and litigation support where necessary.
  • Engaging with clients to understand their business needs and offering tailored legal solutions.
  • Collaborating with colleagues across practice areas to provide holistic advice.

Why Join Peritum Partners?

Peritum Partners offers a work culture where learning, collaboration, and growth are prioritized. Here’s why this opportunity stands out:

  1. Hands-On Learning – Associates will gain exposure to live deals, client meetings, and negotiations from day one.
  2. Diverse Practice Areas – With its full-service model, the firm provides opportunities to work beyond transactions and corporate law, including real estate, banking, and IP.
  3. Mentorship & Growth – Direct access to partners and senior lawyers ensures a steep learning curve and professional development.
  4. Reputation for Excellence – The firm is known for its meticulous approach and client-focused solutions, which associates will contribute to and learn from.
  5. Career Advancement – With a growing practice, associates have clear pathways to senior positions and leadership roles.

Ideal Candidate Profile

Peritum Partners is looking for motivated, detail-oriented, and team-focused lawyers who:

  • Have strong drafting and analytical skills.
  • Are capable of balancing precision with commercial pragmatism.
  • Are proactive, adaptable, and willing to take initiative in matters.
  • Can thrive in a fast-paced, high-performance environment.
  • Aspire to grow in transactional and corporate practice areas.

If you fit this profile, this role could be a perfect match.


About the Work Environment

  • Collaborative culture – Associates work closely with colleagues across practice areas.
  • Client-centric exposure – Direct involvement in client meetings and solution-building.
  • Learning-driven – Regular opportunities to improve through feedback and mentorship.
  • Challenging assignments – Work on transactions and advisory matters that shape businesses and industries.

How to Apply

Interested candidates should send their CVs to:
karthik@peritumpartners.com

(Subject line: Application – Associate (Transactions / General Corporate), Chennai)

Early applications are encouraged as positions will be filled on a rolling basis.


Final Thoughts

This is more than just a job opening—it’s an invitation to join one of the fastest-growing full-service law firms in India. At Peritum Partners, associates will not only develop strong transactional and advisory expertise but also build a long-term career path in corporate law.

If you are a lawyer with 1–4 years of PQE, have a passion for transactions, corporate advisory, and client-focused solutions, and are seeking growth in a challenging yet rewarding environment, then this role is tailored for you.

Don’t miss the opportunity to be part of Peritum Partners’ journey of excellence. Apply today and take the next step in shaping your career in corporate and transactional law.


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Redefining Worker Welfare: Social Security & Labour Reforms in India

Introduction

Redefining worker welfare has become a pressing need in India’s evolving labour landscape. Labour legislation forms the foundation of workforce governance, regulating the rights, responsibilities, and relationships between workers and employers. These laws ensure minimum standards for employment, workplace safety, wages, and dispute resolution. A key pillar of this system is social security, which offers financial and healthcare protection to workers and their families during periods of unemployment, injury, maternity, or old age.

India has a long history of labour legislation, dating back to colonial times. Post-independence, labour became a subject under the concurrent list of the Constitution, allowing both the Centre and States to legislate. Over time, this resulted in a complex web of over 40 central laws. In recent years, the government has consolidated these into four major codes, one of which is the Code on Social Security, 2020.

Understanding Social Security in India

Social security is defined by the International Labour Organization as protection provided by society to ensure access to health care and income security, particularly during critical life events. In India, social security is both a constitutional directive and a legislative commitment.

Dr. B.R. Ambedkar, India’s first Labour Minister, played a foundational role in enacting early social security laws such as the Employees’ State Insurance Act (1948) and the Employees’ Provident Fund Act (1952). These laws were created to support the industrial workforce, ensuring financial protection for workers and their dependents.

Key Social Security Laws Pre-2020

Prior to the introduction of the Code on Social Security, several laws governed social benefits for workers:

  1. Workmen’s Compensation Act, 1923 – Provided compensation to workers injured or disabled during employment.
  2. Employees’ State Insurance Act, 1948 – Covered medical, maternity, and disability benefits.
  3. Maternity Benefit Act, 1961 – Ensured paid maternity leave and benefits to women workers.
  4. Payment of Gratuity Act, 1972 – Offered terminal benefits after five years of continuous service.
  5. Employees’ Provident Fund Act, 1952 – Created a retirement savings system for workers through employer-employee contributions.

Each law had its own procedures, definitions, and applicability, which made compliance difficult and often excluded informal workers.

The Social Security Code, 2020

To simplify and modernize the system, the Code on Social Security, 2020 consolidated nine existing laws. Its goals include expanding coverage, improving compliance, and enabling universal access to social security, particularly for gig workers, platform workers, and those in the unorganised sector.

Key Highlights:

  1. Wider Definitions: Terms like ‘employee’, ‘gig worker’, and ‘platform worker’ have been broadened to include a larger workforce. This brings workers on digital platforms like ride-sharing and food delivery under legal protection.
  2. Uniform Gratuity Provisions: Fixed-term employees are now eligible for gratuity after just one year of service.
  3. Maternity Benefits: The Code reinforces existing maternity laws and recognises biological, adoptive, and commissioning mothers.
  4. Centralised Welfare Boards: New boards and authorities will administer benefits and ensure compliance.
  5. Digitalisation: The government aims to use digital labour identification numbers and Aadhaar-linked databases to streamline benefits and track eligibility.
  6. Penalties and Enforcement: The Code includes stricter penalties for non-compliance, empowering inspector-cum-facilitators to monitor and guide establishments.

Challenges Ahead

Despite its progressive intent, the Code is yet to be implemented. There are practical challenges:

  1. Data Gaps: Registering and tracking gig and informal workers remains a logistical hurdle.
  2. Digital Divide: Many workers lack digital literacy or access, limiting their ability to register or claim benefits.
  3. Awareness and Accessibility: Workers and small employers often lack knowledge about their rights and obligations under the new Code.
  4. Funding and Infrastructure: Without adequate budget allocation and administrative infrastructure, the system may fall short of delivering intended benefits.

Moreover, the onus of implementation has largely shifted to employers, with limited institutional support for workers, particularly in the unorganised sector. While the Code proposes a framework, much depends on its execution, coordination between central and state governments, and sustained efforts to build awareness among stakeholders.

Conclusion

India’s shift toward consolidating labour laws through the Social Security Code, 2020 marks an important step in modernising labour welfare. By including previously excluded segments like gig and platform workers, the law aims to reflect the realities of a changing workforce. However, until the law is brought into force and backed by strong implementation mechanisms, its impact will remain on paper.

Effective enforcement, robust digital infrastructure, and continuous awareness campaigns are key to ensuring that social security becomes a right accessible to all Indian workers, not just a promise in legislation.

REFERENCES:

STATUTES

  1. The Workmen’s Compensation Act 1923
  2. The Employee’s State Insurance Act 1948
  3. The Maternity Benefit Act 1961
  4. The Payment of Gratuity Act 1972
  5. The Employee’s Provident Fund and Miscellaneous Provisions Act 1952

BOOKS

  1. Mishra S.N., Labour and Industrial Laws (29th edn. Central Law Publications, 2021)
  2. Srivastava C Suresh, Industrial Relations and Labour Laws (8th edn. Vikas Publishing House Private Ltd., 2021)
  3. Singh Avatar., Introduction to Labour and Industrial Laws (4th edn. Lexis Nexis, 2016)

ONLINE ARTICLES

  1. Arora Ishita, “Social Security of Labour Laws in India”, (2023) < Social Security of Labour in India by Ishita Arora:: SSRN > accessed 10 January 2024
  2. S Saranaya, V Pradeeksha, “Labour Laws and Social Security in India”, (2023) < 10163.pdf (ijfmr.com)> accessed 10 January 2024

Akshata Patole ( University of Mumbai – 4th year )

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