{"id":3379,"date":"2026-10-29T14:41:48","date_gmt":"2026-10-29T09:11:48","guid":{"rendered":"https:\/\/khannaandassociates.com\/blog\/?p=3379"},"modified":"2026-10-29T14:41:51","modified_gmt":"2026-10-29T09:11:51","slug":"fixed-term-vs-permanent-employees-2026","status":"publish","type":"post","link":"https:\/\/khannaandassociates.com\/blog\/fixed-term-vs-permanent-employees-2026\/","title":{"rendered":"Fixed-Term vs Permanent Employees \u2013 Documentation Differences under Industrial Relations Code 2026"},"content":{"rendered":"\n

The debate on fixed-term vs permanent employees<\/strong> has become a boardroom priority for companies hiring in India. Whether you run a startup in Jaipur, a factory in Rajasthan or an overseas company entering the Indian market, the way you paper each worker now decides your legal risk. The Industrial Relations Code, 2020, one of four labour codes the Government of India brought into force in November 2025 (see the Ministry of Labour and Employment<\/a>), formally recognises fixed-term employment nationwide. This guide from Khanna & Associates, a trusted law firm in Jaipur<\/a><\/strong>, explains the documentation differences in plain English. It will help Indian employers and international clients hire with confidence and avoid disputes that cost time and money.<\/p>\n\n\n\n

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