Author: PRASANNASRI26092001

CRIMINAL LIABLIITY UNDER INFORMATION ACT 2000 – CHALLENGES, GAPS AND ENFORCEMENT IN THE DIGITAL AGE

AUTHOR – HIMANSHI SINGH, STUDENT AT AMITY UNIVERSITY, NOIDA

BEST CITATION – HIMANSHI SINGH, CRIMINAL LIABLIITY UNDER INFORMATION ACT 2000 – CHALLENGES, GAPS AND ENFORCEMENT IN THE DIGITAL AGE, INDIAN JOURNAL OF LEGAL REVIEW (IJLR), 6 (5) OF 2026, PG. 601-615, APIS – 3920 – 0001 & ISSN – 2583-2344.

OBJECTIVES, SCOPE, AND APPLICABILITY OF THE IT ACT, 2000

Objectives of the Information Technology Act, 2000

The facts era Act, 2000 was enacted at a time when India turned into witnessing speedy growth in net utilization and electronic commerce. The absence of a selected criminal framework to govern digital transactions and cyber activities made it vital for the legislature to introduce a comprehensive regulation addressing those emerging issues. The Act, therefore, targets to alter digital communication, ensure felony reality, and offer safeguards in opposition to misuse of virtual technology.10The primary objectives of the Act are discussed under.

GIG WORKERS AND PLATFORM ECONOMY: ARE THEY ADEQUATELY PROTECTED UNDER THE OCCUPATIONAL SAFETY, HEALTH AND WORKING CONDITIONS CODE, 2020: A CRITICAL ANALYSIS

AUTHOR – YUKTHANKITHA K, STUDENT AT THE TAMIL NADU DR. AMBEDKAR LAW UNIVERSITY, SOEL, CHENNAI

BEST CITATION – YUKTHANKITHA K, GIG WORKERS AND PLATFORM ECONOMY: ARE THEY ADEQUATELY PROTECTED UNDER THE OCCUPATIONAL SAFETY, HEALTH AND WORKING CONDITIONS CODE, 2020: A CRITICAL ANALYSIS, INDIAN JOURNAL OF LEGAL REVIEW (IJLR), 6 (5) OF 2026, PG. 585-590, APIS – 3920 – 0001 & ISSN – 2583-2344.

ABSTRACT

The emergence of the gig economy has fundamentally altered the traditional employer–employee relationship, introducing flexible, task-based work mediated through digital platforms. While this transformation has generated employment opportunities and contributed to economic efficiency, it has also created significant regulatory challenges, particularly in relation to occupational safety, health, and working conditions. Gig workers, including ride-hailing drivers, food delivery personnel, and freelance service providers, operate outside conventional employment frameworks and are typically classified as independent contractors. This classification often excludes them from statutory protections available under labour laws.

The Occupational Safety, Health and Working Conditions Code, 2020 (OSH Code) represents a major reform in India’s labour law regime, consolidating various laws related to workplace safety. However, its applicability to gig and platform workers remains ambiguous due to definitional limitations and structural gaps. This research critically examines whether gig workers are adequately protected under the OSH Code, 2020 by analysing statutory provisions, judicial interpretations, and practical realities.

The study reveals that despite the progressive intent of the Code, gig workers remain largely excluded from its scope due to their non-recognition as “workers” under the legal framework. The absence of clear employer accountability, lack of workplace definition, and weak enforcement mechanisms further exacerbate their vulnerability. The paper concludes that comprehensive legislative reforms are necessary to extend occupational safety protections to gig workers and ensure equitable labour standards in the platform economy.

“AN ANALYTICAL STUDY OF MATERNITY BENEFITS AND WOMEN’S RIGHTS IN EMPLOYMENT”

AUTHOR – VARSHA R, STUDENT AT SCHOOL OF EXCELLENCE IN LAW, THE TAMIL NADU DR AMBEDKAR LAW UNIVERSITY

BEST CITATION – VARSHA R, “AN ANALYTICAL STUDY OF MATERNITY BENEFITS AND WOMEN’S RIGHTS IN EMPLOYMENT”, INDIAN JOURNAL OF LEGAL REVIEW (IJLR), 6 (5) OF 2026, PG. 576-584, APIS – 3920 – 0001 & ISSN – 2583-2344.

Abstract:

This research examines the intricate relationship between maternity benefits and women’s employment rights in the contemporary workplace. The study analytically explores the legal frameworks, policy implementations, and practical challenges surrounding maternity protection across various jurisdictions. Through a comprehensive review of international labour standards, national legislation, and organizational practices, this research investigates how maternity benefits impact women’s career progression, economic security, and workplace equality. The study addresses critical dimensions including statutory maternity leave provisions, wage compensation during maternity, job security guarantees, breastfeeding accommodations, and protection against pregnancy-based discrimination. It analyses the effectiveness of existing legislative measures in balancing employers’ interests with women’s reproductive rights and economic participation. The research further examines disparities in maternity benefits across different employment sectors, socio-economic groups, and geographical regions. Key findings reveal significant gaps between policy formulation and ground-level implementation, highlighting persistent challenges such as workplace discrimination, inadequate enforcement mechanisms, and limited coverage for informal sector workers. The study also evaluates the role of maternity benefits in promoting gender equality, enhancing women’s labour force participation, and supporting work-life balance. This research contributes to the ongoing discourse on women’s rights by proposing evidence-based recommendations for policymakers, employers, and advocacy groups to strengthen maternity protection frameworks and advance substantive gender equality in employment.

Keywords: Maternity benefits, women’s employment rights, gender equality, labour legislation, workplace discrimination, reproductive rights, work-life balance.

POLICE HARASSMENT AND LEGAL REMEDIES AVAILABLE TO STREET VENDORS

AUTHOR – YUVARANI SANKAR,STUDENT AT SCHOOL OF EXCELLENCE IN LAW, THE TAMIL NADU DR AMBEDKAR LAW UNIVERSITY

BEST CITATION – YUVARANI SANKAR, POLICE HARASSMENT AND LEGAL REMEDIES AVAILABLE TO STREET VENDORS, INDIAN JOURNAL OF LEGAL REVIEW (IJLR), 6 (5) OF 2026, PG. 561-575, APIS – 3920 – 0001 & ISSN – 2583-2344.

ABSTRACT

Vendors form a vital part of the informal economy, especially among marginalized and low-income communities, yet they continue to face persistent police harassment, criminalization, and arbitrary confiscation of goods. Historically, regulatory frameworks in many jurisdictions treated street vending as a punishable offence, creating conditions of structural vulnerability. Although modern legal reforms—such as California Safe Sidewalk Vending Act (SB 946)—have moved towards decriminalizing street vending, the lived realities of vendors reveal continuing patterns of over-policing and exclusion through complex licensing systems.

Police harassment typically manifests in the form of unlawful seizure of goods, intimidation, issuance of fines, and discriminatory enforcement practices, disproportionately affecting immigrant and minority vendors. Such actions raise serious constitutional concerns, particularly in relation to protections against unreasonable searches and seizures under the Fourth Amendment to the United States Constitution and the guarantee of due process and equal protection under the Fourteenth Amendment to the United States Constitution. These practices often amount to what scholars describe as “legal violence,” where enforcement mechanisms themselves become instruments of inequality.

In response, street vendors have access to a range of legal remedies, including administrative claims against unlawful confiscation, civil actions for damages, and constitutional litigation challenging arbitrary state action. Additionally, collective advocacy by organizations such as Public Counsel and the Street Vendor Project has played a significant role in promoting policy reforms and protecting vendors’ rights. These efforts emphasize the need for simplified licensing systems, accountability in enforcement, and rights-based governance.

This study argues that while legal frameworks increasingly recognize the legitimacy of street vending, enforcement practices continue to undermine these protections. Therefore, meaningful reform requires not only legislative change but also institutional accountability, legal awareness among vendors, and sustained advocacy to ensure equitable treatment and protection of livelihood rights.

THE SILENT EXPLOITATION OF LEGAL INTERNS IN INDIA: A STUDY OF UNPAID LABOUR AND LEGAL GAPS

AUTHOR – SHRINITHI KRISHNAN R, STUDENT AT SCHOOL OF EXCELLENCE IN LAW, THE TAMIL NADU DR AMBEDKAR LAW UNIVERSITY

BEST CITATION – SHRINITHI KRISHNAN R, THE SILENT EXPLOITATION OF LEGAL INTERNS IN INDIA: A STUDY OF UNPAID LABOUR AND LEGAL GAPS, INDIAN JOURNAL OF LEGAL REVIEW (IJLR), 6 (5) OF 2026, PG. 555-560, APIS – 3920 – 0001 & ISSN – 2583-2344.

ABSTRACT

Internships constitute an essential component of legal education in India, serving as a crucial link between theoretical knowledge and its practical application. They enable law students to gain exposure to court proceedings, develop research and drafting skills, and understand the functioning of the legal system in a real-world context. In this sense, internships are widely regarded as indispensable for professional development and skill enhancement. However, the increasing prevalence of unpaid legal internships has raised significant concerns regarding fairness, equity, and the potential for exploitation within the legal profession. While such internships are often justified as opportunities for experiential learning, the reality frequently reflects a different scenario. In many instances, interns are required to perform substantial and meaningful tasks, including legal research, drafting, and case preparation, which directly contribute to the functioning and productivity of legal offices. Despite this, they are neither compensated nor provided with structured training or adequate supervision. The issue becomes more critical when examined in the context of the Code on Social Security, 2020 and the Occupational Safety, Health and Working Conditions Code, 2020. These legislative frameworks, while comprehensive in scope, do not recognize interns as employees or workers, thereby excluding them from essential labour protections such as minimum wages, social security benefits, and workplace safeguards. This exclusion creates a regulatory vacuum that allows unpaid internships to persist without accountability. This article critically analyzes the nature of unpaid legal internships to determine whether they function as genuine learning platforms or as forms of disguised unpaid labour. It further emphasizes the need for legal and policy reforms to ensure fairness, dignity of labour, and equal access to opportunities within the legal profession.

Keywords: Unpaid Legal Internships, Labour Law, Social Security Code, OSH Code,      Exploitation

WOMEN AND OCCUPATIONAL SAFETY: SPECIAL PROVISIONS UNDER THE OSH CODE, 2020

AUTHOR – AKSHAYA.R, STUDENT AT SCHOOL OF EXCELLENCE IN LAW, THE TAMIL NADU DR AMBEDKAR LAW UNIVERSITY

BEST CITATION – AKSHAYA.R, WOMEN AND OCCUPATIONAL SAFETY: SPECIAL PROVISIONS UNDER THE OSH CODE, 2020, INDIAN JOURNAL OF LEGAL REVIEW (IJLR), 6 (5) OF 2026, PG. 712-717, APIS – 3920 – 0001 & ISSN – 2583-2344.

ABSTRACT

Over the last few decades, the Indian labour force has seen a shift as more women are stepping into fields that were once considered male-only. These jobs can be quite dangerous, such as mining, construction, manufacturing, chemical industries, and other physically demanding areas. Economic changes, better education, and policies that promote gender inclusion have all played a role in this transition. As women are increasingly entering these risky jobs, it’s important to focus on the specific needs and challenges they face. Jobs with hazards involve physical, chemical, and biological risks. For women in these hazardous jobs, these risks can be even greater if there isn’t a strong safety culture, adequate safety equipment, facilities designed for women, and social norms that don’t value women’s work or overlook their safety. That’s why it’s so important to have safety practices that consider gender. This ensures that basic safety and health standards are met and that workplaces are designed to be more inclusive for women. To keep up with these changes and bring together different labour laws, the Government of India created the Occupational Safety, Health and Working Conditions (OSHWC) Code, 2020. This comprehensive law aims to bring together and update workplace safety standards across different industries. This master law combines 13 current labour laws related to occupational safety, health, and working conditions into one set of rules. It applies to workplaces with a certain number of employees in various sectors. What’s great is that the OSHWC Code acknowledges women’s presence in hazardous jobs and provides legal protection for them. It also aims to improve the work environment by setting working hours, night shift rules, and standards for sanitation and hygiene. However, how well the Code works depends on how well it’s enforced and followed across the country. This paper looks closely at the safety of female workers in hazardous jobs, using the OSHWC Code, 2020, as a guide. We’ll explore the Code’s rules, find areas where it could be improved, and compare it to other laws.

“ARTIFICIAL INTELLIGENCE AS A TOOL FOR EVIDENCE AND INVESTIGATION IN INTERNATIONAL CRIMINAL LAW”

AUTHOR – SHILPI KUMARI, ADVOCATE & LLM STUDENT AT AMITY UNIVERSITY PATNA

BEST CITATION – SHILPI KUMARI, “ARTIFICIAL INTELLIGENCE AS A TOOL FOR EVIDENCE AND INVESTIGATION IN INTERNATIONAL CRIMINAL LAW”, INDIAN JOURNAL OF LEGAL REVIEW (IJLR), 6 (5) OF 2026, PG. 543-559, APIS – 3920 – 0001 & ISSN – 2583-2344.

ABSTRACT

Artificial intelligence (AI) is changing how international criminal investigators collect, sort, authenticate, and present evidence. The shift is driven by the digital turn in atrocity documentation: conflicts now generate enormous volumes of user-generated videos, social-media posts, satellite images, geolocation data, intercepted communications, and sensor-derived material. International criminal law (ICL), however, remains anchored in fair-trial guarantees, adversarial testing, and cautious evidentiary assessment. This article examines AI as a practical investigative tool rather than as a substitute decision-maker. It argues that AI is most valuable in five functions: triage of large datasets, pattern detection, linkage analysis, authenticity checks, and courtroom visualization. Drawing on recent ICC practice, open-source investigation standards, and contemporary scholarship, the article shows that AI can strengthen accountability when deployed inside a rigorous legal framework. Yet it also identifies serious risks: bias in training data, black-box outputs, synthetic media, privacy intrusions, chain-of-custody gaps, and unequal technological capacities between prosecution and defense. The central claim is that AI should be used as an assistive layer under strong human oversight. In ICL, the measure of success is not whether AI is impressive, but whether it produces evidence that is reliable, explainable, contestable, and consistent with the rights of the accused and the interests of victims.

MATERNITY LEAVE AND PATERNITY LEAVE BENEFITS IN INDIA

AUTHOR – SOUNDARIYA PANDI S, SCHOOL OF EXCELLENCE IN LAW, TNDALU, CHENNAI

BEST CITATION – SOUNDARIYA PANDI S, MATERNITY LEAVE AND PATERNITY LEAVE BENEFITS IN INDIA, INDIAN JOURNAL OF LEGAL REVIEW (IJLR), 6 (5) OF 2026, PG. 531-542, APIS – 3920 – 0001 & ISSN – 2583-2344.

ABSTRACT

   Maternity and paternity leave policies are crucial components of labour welfare and gender equality in modern India. This study examines the legal framework, benefits, and challenges associated with parental leave, with a primary focus on the Maternity Benefit Act, 1961 and the limited provisions for paternity leave. While maternity leave has significantly improved maternal health, child well-being, and job security for women, the absence of a comprehensive statutory paternity leave policy highlights a persistent gender imbalance in caregiving responsibilities. Drawing on comparative and empirical research, the paper argues that inclusive and gender-neutral parental leave policies can enhance workforce participation, promote shared parenting, and support socio-economic development. It concludes by emphasizing the need for policy reforms to ensure equitable and effective implementation across sectors in India. It also analyzes the impact of parental leave on maternal and child health, workforce participation, gender equality, and societal development, drawing insights from landmark judicial cases, policy analysis, and empirical research. Recommendations include expanding coverage to informal sectors, introducing statutory paternity leave, promoting workplace awareness, and aligning policies with international best practices. A robust and inclusive parental leave framework not only safeguards employees’ rights but also strengthens family welfare, gender equity, and overall social and economic development

KEY WORDS: Maternity Leave, Paternity Leave, Parental Benefits, Gender Equality, Child Development, Employee Welfare

SERVICE WITHOUT ACCESS: A CRITICAL ANALYSIS OF INCOMING CALL RESTRICTIONS IN INDIA’S PREPAID TELECOM REGULATION

AUTHOR – BANALA CHAITANYA* & DR. DUVVURI VENKATA NAGA PRADEEP**

* RESEARCHER AT WOXSEN UNIVERSITY

** ASSOCIATE PROFESSOR, SCHOOL OF LAW, WOXSEN UNIVESITY, HYDERABAD, LL.D. SCHOLAR DSNLU

BEST CITATION – BANALA CHAITANYA & DR. DUVVURI VENKATA NAGA PRADEEP, SERVICE WITHOUT ACCESS: A CRITICAL ANALYSIS OF INCOMING CALL RESTRICTIONS IN INDIA’S PREPAID TELECOM REGULATION, INDIAN JOURNAL OF LEGAL REVIEW (IJLR), 6 (5) OF 2026, PG. 518-530, APIS – 3920 – 0001 & ISSN – 2583-2344.

Abstract

The pace of expansion of mobile telecommunications technologies in India has changed access to financial services and governance systems, as well as daily communication. With a predominantly prepaid market of subscribers, the continuity of telecom services is highly linked with periodic recharges, which raises significant concerns of consumer protection and digital accessibility. This paper discusses the legal and implication of suspending the incoming calls & SMS services after expiry of the validity of the prepaid plan as prescribed under the regulatory framework established by the Telecom Regulatory Authority of India. Through a doctrinal and comparative analysis, the study assesses existing telecom regulations, especially the Telecom Consumer Protection Regulations and identifies some critical gaps in ensuring continuity of service. It emphasises the fact that current policies, although legally compliant, do not consider the changing role of mobile connectivity as basic digital infrastructure. In addition to that, the research also further analyses the economic burden overwhelmed by practices leading to (such as the practice of 28-day recharge) and also looks at the wider impact of service disruption impacting financial inclusion, digital access and social connectivity. A comparative assessment with telecom practices worldwide shows that while there is no jurisdiction that requires indefinite incoming services, more consumer-centric approaches, longer validity periods and/or extended grace mechanisms are applied by several countries. The results indicate that India’s model of regulation favours market flexibility rather than the protection of consumers using the system, leading to institutional disadvantages for prepaid users. The paper concludes by emphasising the need for regulatory reforms that will ensure minimum service continuity, affordability and alignment of telecom policies to those of digital governance. Such measures are needed in order to strengthen consumer rights and to support an inclusive digital participation.

Keywords: Prepaid Telecom Regulation; Consumer Protection; Digital Inclusion; Incoming Call Restrictions; Telecom Policy India

SEXAUL HARASSMENT AT WORKPLACE AND LEGAL SAFEGUARDS

AUTHOR – LOGESHWARI PAUL RAJ, STUDENT AT SCHOOL OF EXCELLENCE IN LAW, TNDALU, CHENNAI

BEST CITATION – LOGESHWARI PAUL RAJ, SEXAUL HARASSMENT AT WORKPLACE AND LEGAL SAFEGUARDS, INDIAN JOURNAL OF LEGAL REVIEW (IJLR), 6 (5) OF 2026, PG. 505-517, APIS – 3920 – 0001 & ISSN – 2583-2344.

ABSTRACT

Sexual harassment at the workplace is a significant socio-legal issue that violates the fundamental rights to equality, dignity, and a safe working environment. It adversely affects not only the physical and psychological well-being of individuals but also organizational efficiency and gender equality in employment. This study critically examines the concept, scope, and legal framework relating to workplace sexual harassment in India, with particular focus on the evolution of law through judicial intervention and legislative enactment.

The research traces the development of legal safeguards from the landmark judgment in Vishaka v. State of Rajasthan, where the Supreme Court of India laid down binding guidelines in the absence of specific legislation, to the enactment of the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013 (POSH Act). The study analyses the statutory provisions of the Act, including the constitution and functioning of Internal Complaints Committees (ICC) and Local Complaints Committees (LCC), procedural mechanisms for complaint redressal, and the nature of remedies and penalties provided under the law.

Further, the research evaluates the constitutional dimensions of workplace sexual harassment with reference to Articles 14, 15, 19, and 21 of the Constitution of India, emphasizing the right to equality, non-discrimination, and the right to life with dignity. It also explores the role of the judiciary in interpreting and expanding the scope of protection through various landmark decisions, thereby strengthening the legal framework.

In addition, the study places Indian law within the broader international context by examining global standards such as the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW) and relevant conventions of the International Labour Organization, which emphasize the elimination of discrimination and violence against women in workplaces.

The research adopts a doctrinal methodology, relying on primary sources such as statutes and case laws, and secondary sources including legal commentaries, journal articles, and reports. It identifies key challenges in the effective implementation of the law, including underreporting due to fear of retaliation, lack of awareness among employees, inadequate functioning of complaint committees, and prevailing social stigma. The study also highlights concerns regarding procedural delays and lack of strict enforcement mechanisms.

The study concludes that although India has established a comprehensive legal framework to address workplace sexual harassment, mere existence of laws is insufficient without effective implementation. It emphasizes the need for increased awareness, gender sensitization, strict compliance by employers, and institutional accountability.

Keywords: Workplace Sexual Harassment, POSH Act, 2013, Fundamental Rights, Gender Equality, Vishaka v. State of Rajasthan.