Veena Gopalakrishnan
Partner
BangalorePractice Area
It has been wonderful to see workplace dynamics evolve, nuanced workforce structures emerge and most importantly, the focus on respect and equity along with productivity. I am passionate about about acknowledging and appreciating diversity and working towards inclusion in all facets of life.
Clients praise Veena Gopalakrishnan’s “exceptional understanding of law, quality of written work and practical advice” as well as her ability to “build relationships.” Another source notes: “She is knowledgeable in the matters I consult her on and delivers on time.”
Chambers & Partners Asia–Pacific (2021)With over 13 years of experience, Veena Gopalakrishnan specialises in employment law. She regularly advises clients on complex issues pertaining to workforce structuring, contentious senior managerial exits, reductions in force, closures, employee transfers, integrations pursuant to corporate transactions and cross–border employee benefits. A significant portion of her practice is focused on assisting employers mitigate the risks of litigation and ensuring compliance with Indian laws.
WORK HIGHLIGHTS
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On (i) Compensation structuring, social security and other employee benefits for local and expat employees (ii) Stock-based and other incentive schemes and the implementation of global incentive schemes and policies in India (iii) Employer obligations
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On (i) Training sessions on labour laws for management and other employees (ii) Streamlining processes and communication strategies to ensure compliance (iii) Compliance with workplace sexual harassment laws (iv) Working with industry bodies such as Bangalore Chambers of Industry and Commerce, CII, National HRD Network on employment laws, policy building, workplace sexual harassment, LGBTQIA inclusion, and diversity and inclusion in the workplace
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On (i) Employee litigation, termination and reductions in force (ii) Disciplinary enforcement
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On (i) Employment documents and policies (ii) Aligning global policies with Indian legal requirements
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On suitable modes of workforce engagement; including alternate forms such as secondment/ deputation, contract for services, etc.
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On (i) Employment law issues pertaining to mergers and acquisitions, employee transfer and post-transaction integration (ii) Organisational strategies, implementation of complex closures and business restructuring
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On (i) Compensation structuring, social security and other employee benefits for local and expat employees (ii) Stock-based and other incentive schemes and the implementation of global incentive schemes and policies in India (iii) Employer obligations
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On (i) Training sessions on labour laws for management and other employees (ii) Streamlining processes and communication strategies to ensure compliance (iii) Compliance with workplace sexual harassment laws (iv) Working with industry bodies such as Bangalore Chambers of Industry and Commerce, CII, National HRD Network on employment laws, policy building, workplace sexual harassment, LGBTQIA inclusion, and diversity and inclusion in the workplace
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On (i) Employee litigation, termination and reductions in force (ii) Disciplinary enforcement
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On (i) Employment documents and policies (ii) Aligning global policies with Indian legal requirements
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On suitable modes of workforce engagement; including alternate forms such as secondment/ deputation, contract for services, etc.
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On (i) Employment law issues pertaining to mergers and acquisitions, employee transfer and post-transaction integration (ii) Organisational strategies, implementation of complex closures and business restructuring
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On (i) Compensation structuring, social security and other employee benefits for local and expat employees (ii) Stock-based and other incentive schemes and the implementation of global incentive schemes and policies in India (iii) Employer obligations
-
On (i) Training sessions on labour laws for management and other employees (ii) Streamlining processes and communication strategies to ensure compliance (iii) Compliance with workplace sexual harassment laws (iv) Working with industry bodies such as Bangalore Chambers of Industry and Commerce, CII, National HRD Network on employment laws, policy building, workplace sexual harassment, LGBTQIA inclusion, and diversity and inclusion in the workplace
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On (i) Employee litigation, termination and reductions in force (ii) Disciplinary enforcement
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On (i) Employment documents and policies (ii) Aligning global policies with Indian legal requirements
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On suitable modes of workforce engagement; including alternate forms such as secondment/ deputation, contract for services, etc.
-
On (i) Employment law issues pertaining to mergers and acquisitions, employee transfer and post-transaction integration (ii) Organisational strategies, implementation of complex closures and business restructuring
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On (i) Compensation structuring, social security and other employee benefits for local and expat employees (ii) Stock-based and other incentive schemes and the implementation of global incentive schemes and policies in India (iii) Employer obligations
-
On (i) Training sessions on labour laws for management and other employees (ii) Streamlining processes and communication strategies to ensure compliance (iii) Compliance with workplace sexual harassment laws (iv) Working with industry bodies such as Bangalore Chambers of Industry and Commerce, CII, National HRD Network on employment laws, policy building, workplace sexual harassment, LGBTQIA inclusion, and diversity and inclusion in the workplace
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On (i) Employee litigation, termination and reductions in force (ii) Disciplinary enforcement
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On (i) Employment documents and policies (ii) Aligning global policies with Indian legal requirements
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On suitable modes of workforce engagement; including alternate forms such as secondment/ deputation, contract for services, etc.
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On (i) Employment law issues pertaining to mergers and acquisitions, employee transfer and post-transaction integration (ii) Organisational strategies, implementation of complex closures and business restructuring
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On (i) Compensation structuring, social security and other employee benefits for local and expat employees (ii) Stock-based and other incentive schemes and the implementation of global incentive schemes and policies in India (iii) Employer obligations
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On (i) Training sessions on labour laws for management and other employees (ii) Streamlining processes and communication strategies to ensure compliance (iii) Compliance with workplace sexual harassment laws (iv) Working with industry bodies such as Bangalore Chambers of Industry and Commerce, CII, National HRD Network on employment laws, policy building, workplace sexual harassment, LGBTQIA inclusion, and diversity and inclusion in the workplace
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On (i) Employee litigation, termination and reductions in force (ii) Disciplinary enforcement
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On (i) Employment documents and policies (ii) Aligning global policies with Indian legal requirements
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On suitable modes of workforce engagement; including alternate forms such as secondment/ deputation, contract for services, etc.
-
On (i) Employment law issues pertaining to mergers and acquisitions, employee transfer and post-transaction integration (ii) Organisational strategies, implementation of complex closures and business restructuring
-
On (i) Compensation structuring, social security and other employee benefits for local and expat employees (ii) Stock-based and other incentive schemes and the implementation of global incentive schemes and policies in India (iii) Employer obligations
-
On (i) Training sessions on labour laws for management and other employees (ii) Streamlining processes and communication strategies to ensure compliance (iii) Compliance with workplace sexual harassment laws (iv) Working with industry bodies such as Bangalore Chambers of Industry and Commerce, CII, National HRD Network on employment laws, policy building, workplace sexual harassment, LGBTQIA inclusion, and diversity and inclusion in the workplace
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On (i) Employee litigation, termination and reductions in force (ii) Disciplinary enforcement
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On (i) Employment documents and policies (ii) Aligning global policies with Indian legal requirements
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On suitable modes of workforce engagement; including alternate forms such as secondment/ deputation, contract for services, etc.
-
On (i) Employment law issues pertaining to mergers and acquisitions, employee transfer and post-transaction integration (ii) Organisational strategies, implementation of complex closures and business restructuring
-
On (i) Compensation structuring, social security and other employee benefits for local and expat employees (ii) Stock-based and other incentive schemes and the implementation of global incentive schemes and policies in India (iii) Employer obligations
-
On (i) Training sessions on labour laws for management and other employees (ii) Streamlining processes and communication strategies to ensure compliance (iii) Compliance with workplace sexual harassment laws (iv) Working with industry bodies such as Bangalore Chambers of Industry and Commerce, CII, National HRD Network on employment laws, policy building, workplace sexual harassment, LGBTQIA inclusion, and diversity and inclusion in the workplace
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On (i) Employee litigation, termination and reductions in force (ii) Disciplinary enforcement
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On (i) Employment documents and policies (ii) Aligning global policies with Indian legal requirements
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On suitable modes of workforce engagement; including alternate forms such as secondment/ deputation, contract for services, etc.
-
On (i) Employment law issues pertaining to mergers and acquisitions, employee transfer and post-transaction integration (ii) Organisational strategies, implementation of complex closures and business restructuring
-
On (i) Compensation structuring, social security and other employee benefits for local and expat employees (ii) Stock-based and other incentive schemes and the implementation of global incentive schemes and policies in India (iii) Employer obligations
-
On (i) Training sessions on labour laws for management and other employees (ii) Streamlining processes and communication strategies to ensure compliance (iii) Compliance with workplace sexual harassment laws (iv) Working with industry bodies such as Bangalore Chambers of Industry and Commerce, CII, National HRD Network on employment laws, policy building, workplace sexual harassment, LGBTQIA inclusion, and diversity and inclusion in the workplace
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On (i) Employee litigation, termination and reductions in force (ii) Disciplinary enforcement
-
On (i) Employment documents and policies (ii) Aligning global policies with Indian legal requirements
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On suitable modes of workforce engagement; including alternate forms such as secondment/ deputation, contract for services, etc.
-
On (i) Employment law issues pertaining to mergers and acquisitions, employee transfer and post-transaction integration (ii) Organisational strategies, implementation of complex closures and business restructuring
-
On (i) Compensation structuring, social security and other employee benefits for local and expat employees (ii) Stock-based and other incentive schemes and the implementation of global incentive schemes and policies in India (iii) Employer obligations
-
On (i) Training sessions on labour laws for management and other employees (ii) Streamlining processes and communication strategies to ensure compliance (iii) Compliance with workplace sexual harassment laws (iv) Working with industry bodies such as Bangalore Chambers of Industry and Commerce, CII, National HRD Network on employment laws, policy building, workplace sexual harassment, LGBTQIA inclusion, and diversity and inclusion in the workplace
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On (i) Employee litigation, termination and reductions in force (ii) Disciplinary enforcement
-
On (i) Employment documents and policies (ii) Aligning global policies with Indian legal requirements
-
On suitable modes of workforce engagement; including alternate forms such as secondment/ deputation, contract for services, etc.
-
On (i) Employment law issues pertaining to mergers and acquisitions, employee transfer and post-transaction integration (ii) Organisational strategies, implementation of complex closures and business restructuring
-
On (i) Compensation structuring, social security and other employee benefits for local and expat employees (ii) Stock-based and other incentive schemes and the implementation of global incentive schemes and policies in India (iii) Employer obligations
-
On (i) Training sessions on labour laws for management and other employees (ii) Streamlining processes and communication strategies to ensure compliance (iii) Compliance with workplace sexual harassment laws (iv) Working with industry bodies such as Bangalore Chambers of Industry and Commerce, CII, National HRD Network on employment laws, policy building, workplace sexual harassment, LGBTQIA inclusion, and diversity and inclusion in the workplace
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On (i) Employee litigation, termination and reductions in force (ii) Disciplinary enforcement
-
On (i) Employment documents and policies (ii) Aligning global policies with Indian legal requirements
-
On suitable modes of workforce engagement; including alternate forms such as secondment/ deputation, contract for services, etc.
-
On (i) Employment law issues pertaining to mergers and acquisitions, employee transfer and post-transaction integration (ii) Organisational strategies, implementation of complex closures and business restructuring
-
On (i) Compensation structuring, social security and other employee benefits for local and expat employees (ii) Stock-based and other incentive schemes and the implementation of global incentive schemes and policies in India (iii) Employer obligations
-
On (i) Training sessions on labour laws for management and other employees (ii) Streamlining processes and communication strategies to ensure compliance (iii) Compliance with workplace sexual harassment laws (iv) Working with industry bodies such as Bangalore Chambers of Industry and Commerce, CII, National HRD Network on employment laws, policy building, workplace sexual harassment, LGBTQIA inclusion, and diversity and inclusion in the workplace
-
On (i) Employee litigation, termination and reductions in force (ii) Disciplinary enforcement
-
On (i) Employment documents and policies (ii) Aligning global policies with Indian legal requirements
-
On suitable modes of workforce engagement; including alternate forms such as secondment/ deputation, contract for services, etc.
-
On (i) Employment law issues pertaining to mergers and acquisitions, employee transfer and post-transaction integration (ii) Organisational strategies, implementation of complex closures and business restructuring
RECENT RECOGNITION
2021
2020
2019
Asian Legal Business
Recognised as one of ‘India’s Rising Stars’
Chambers & Partners Asia-Pacific
‘Up and Coming’ Employment Lawyer
Legal 500 Asia Pacific
Recommended for Labour & Employment
Lexology
Exclusive winner of the Client Choice Award for Employment and Benefits for India, presented by the International Law Office, in partnership with Lexology
Lexology
Exclusive winner of the Client Choice Award for Employment and Benefits for India, presented by the International Law Office, in partnership with Lexology
RECENT RECOGNITION
Asian Legal Business
Recognised as one of ‘India’s Rising Stars’
Chambers & Partners Asia-Pacific
‘Up and Coming’ Employment Lawyer
Legal 500 Asia Pacific
Recommended for Labour & Employment
Lexology
Exclusive winner of the Client Choice Award for Employment and Benefits for India, presented by the International Law Office, in partnership with Lexology
Lexology
Exclusive winner of the Client Choice Award for Employment and Benefits for India, presented by the International Law Office, in partnership with Lexology