Legal & Compliance
Our Policies
People Priorities is committed to operating ethically, transparently and in full compliance with applicable law. Our policies reflect these values.
Last reviewed: June 2026 · Version 1.0
People Priorities is committed to operating ethically, transparently and in full compliance with applicable law. Our policies reflect these values.
Modern Slavery Policy · People Priorities Pty Ltd & People Priorities India Pvt Ltd · Version 1.0, June 2026
People Priorities is committed to acting ethically and with integrity in all our business dealings and relationships. We are opposed to modern slavery in all its forms and are committed to implementing and enforcing effective systems and controls to ensure it does not take place anywhere in our business or supply chain.
Legal Context: The Modern Slavery Act 2018 (Cth) requires entities with annual consolidated revenue of $100M+ to lodge annual statements. People Priorities is below this threshold. However, we adopt this policy voluntarily as a demonstration of our ethical commitment, and because our clients — particularly larger organisations — may require evidence of our modern slavery practices as part of their own compliance obligations.
People Priorities has a zero-tolerance approach to modern slavery. We are committed to:
Modern slavery is a serious crime and a gross violation of human rights. It encompasses a range of exploitative practices including:
| Practice | Description |
|---|---|
| Forced Labour | Work or service extracted under threat of penalty, where the person has not offered themselves voluntarily |
| Human Trafficking | Recruitment, transportation or harbouring of people by means of threat, force or deception for exploitation |
| Debt Bondage | A person forced to work to pay off a debt where the terms are unfair, unreasonable or not clearly defined |
| Deceptive Recruitment | Recruiting workers through false promises regarding the nature or conditions of work |
| Child Labour | Work that deprives children of their childhood, potential and dignity — harmful to their physical and mental development |
| Slavery & Servitude | Exercising powers of ownership over a person, including through debt or contract |
People Priorities operates across two entities:
Our supply chain is primarily service-based and includes professional service providers, technology vendors, payroll platforms, and HR software providers. We do not manufacture physical goods.
Given the nature of our work — particularly our Employer of Record services — we are acutely aware of the risks of labour exploitation in cross-border employment arrangements and take our responsibilities in this area seriously.
We recognise that certain aspects of our operations and supply chain carry higher inherent risk of modern slavery exposure:
To identify and address modern slavery risks, People Priorities commits to the following due diligence measures:
Any employee, contractor, supplier or client who has concerns about potential modern slavery in our operations or supply chain is encouraged to report this immediately to the HR Director at People Priorities.
Reports can be made by email to hello@peoplepriorities.com or directly to the HR Director. All reports will be treated confidentially and investigated promptly. Employees who raise concerns in good faith will not face any adverse consequences.
Modern slavery offences in Australia can also be reported to the Australian Federal Police or the Australian Border Force.
People Priorities will ensure that all employees receive awareness training on modern slavery as part of their induction, and refresher training annually. Employees involved in procurement, recruitment or supply chain management will receive additional targeted training.
This policy will be reviewed annually by the HR Director and updated as required to reflect changes in applicable law, our business operations, or best practice guidance.
Disclaimer: This policy has been prepared by People Priorities based on the Modern Slavery Act 2018 (Cth) and related guidance current as at June 2026. It does not constitute legal advice. People Priorities recommends seeking independent legal advice in relation to specific modern slavery compliance obligations.
Data Protection Policy · People Priorities Pty Ltd & People Priorities India Pvt Ltd · Version 1.0, June 2026
This policy governs how People Priorities collects, processes, stores, transfers and protects personal data in compliance with the Privacy Act 1988 (Cth) and the Australian Privacy Principles (APPs), the Privacy Regulations 2025, and India's Digital Personal Data Protection Act 2023 (DPDP Act).
Scope: This policy applies to all personal data processed by People Priorities — including data relating to employees, clients, candidates, contractors and website visitors. It applies to all staff, contractors and third parties who handle personal data on our behalf. The Privacy Act 1988 (Cth) applies to organisations with annual turnover above AUD $3 million, and to those handling employee records regardless of turnover. People Priorities complies with the APPs as a matter of policy across all operations.
People Priorities is committed to protecting the personal data of everyone we work with. We process personal data only for legitimate business purposes, and only to the extent necessary for those purposes.
| Jurisdiction | Governing Law |
|---|---|
| Australia | Privacy Act 1988 (Cth) & 13 Australian Privacy Principles (APPs); Privacy Regulations 2025; Notifiable Data Breaches (NDB) Scheme |
| India | Digital Personal Data Protection Act 2023 (DPDP Act); Information Technology Act 2000; IT (Reasonable Security Practices) Rules 2011 |
We process personal data on one or more of the following lawful bases:
| Basis | Examples |
|---|---|
| Contractual Necessity | Processing employee payroll; fulfilling client service agreements |
| Legal Obligation | EPF/ESI contributions; tax reporting; Fair Work Act obligations |
| Legitimate Interests | Business development communications with existing contacts; fraud prevention |
| Consent | Marketing communications to new prospects; optional data collection on website |
Sensitive personal data (health information, biometric data, financial data) is only processed with explicit consent or where strictly required by law.
We use personal data only for the purposes for which it was collected, which may include:
We do not sell, rent or trade personal data to third parties. We do not use personal data for automated decision-making that produces legal or similarly significant effects without human oversight.
People Priorities implements technical and organisational measures proportionate to the risks posed by our processing activities, including:
Employees must not store personal data on personal devices or personal cloud storage accounts. Any data breach or suspected breach must be reported to the HR Director immediately.
We retain personal data only for as long as necessary for the purpose for which it was collected, or as required by law:
| Data Type | Retention Period |
|---|---|
| Employee records (active) | Duration of employment + 7 years |
| Payroll & tax records | 7 years (AU) / 8 years (India) from end of relevant financial year |
| Candidate records (unsuccessful) | 12 months from last contact |
| Client records | Duration of engagement + 7 years |
| Website contact form data | 2 years from date of submission |
| CCTV (if applicable) | 30 days unless required for investigation |
On expiry of the retention period, personal data is securely deleted or anonymised.
Given the nature of our business, personal data is routinely transferred between Australia and India. We ensure such transfers are compliant with the APPs (APP 8 — cross-border disclosure) and the DPDP Act 2023.
Before transferring personal data internationally, we ensure that:
Individuals whose data we hold have the following rights under the Privacy Act 1988 (Cth) and DPDP Act 2023:
| Right | How to Exercise |
|---|---|
| Access | Request a copy of personal data we hold about you |
| Correction | Request correction of inaccurate or incomplete personal data |
| Erasure (DPDP) | Indian data principals may request erasure where data is no longer needed for original purpose |
| Withdraw Consent | Withdraw consent for non-essential processing at any time |
| Complaint | Lodge a complaint with the OAIC (Australia) or Data Protection Board of India (India) |
To exercise any of these rights, contact us at hello@peoplepriorities.com. We will respond within 30 days.
Under the Notifiable Data Breaches (NDB) Scheme (Part IIIC, Privacy Act 1988), we are required to notify the Office of the Australian Information Commissioner (OAIC) and affected individuals of any eligible data breach — that is, a breach that is likely to result in serious harm to individuals whose data is involved.
In the event of a suspected data breach, People Priorities will:
Under the DPDP Act 2023, a personal data breach must also be reported to the Data Protection Board of India. We maintain an incident register for all data security events.
If you have any questions about this policy or wish to exercise your rights, contact our HR Director at hello@peoplepriorities.com.
If you are not satisfied with our response, you may lodge a complaint with:
Disclaimer: This policy reflects the Privacy Act 1988 (Cth) including the Australian Privacy Principles, the Privacy Regulations 2025, and the DPDP Act 2023 as at June 2026. Data protection law is subject to change. People Priorities recommends seeking independent legal advice for specific compliance questions.
Privacy Policy · peoplepriorities.com · Version 1.0, June 2026
This Privacy Policy explains how People Priorities Pty Ltd (ABN pending) and People Priorities India Pvt Ltd collect, use, disclose and protect your personal information when you visit our website or engage our services. We are committed to protecting your privacy in accordance with the Privacy Act 1988 (Cth) and the Australian Privacy Principles (APPs).
People Priorities provides HR consulting, Employer of Record (EOR) services, and workforce solutions to businesses in Australia and globally. Our Indian operations are conducted through People Priorities India Pvt Ltd, registered in Thane, Maharashtra.
Contact: hello@peoplepriorities.com | peoplepriorities.com
We may collect the following categories of personal information depending on your relationship with us:
We only collect personal information that is reasonably necessary for the conduct of our business. We do not collect sensitive information (health, racial or ethnic origin, religious beliefs, sexual orientation) unless strictly necessary and with your explicit consent.
We use your personal information to:
We will not use your personal information for any purpose that is incompatible with the purpose for which it was collected, without your consent.
We do not sell, rent, or trade your personal information. We may share personal information with:
Any third party with whom we share personal data is required to maintain equivalent data protection standards and to use the data only for the specified purpose.
Our website may use minimal, essential cookies required for the website to function correctly. We do not currently use advertising cookies, tracking pixels, or third-party analytics that collect personal data without your consent.
If we introduce analytics or tracking tools in future, we will update this policy and obtain appropriate consent in accordance with the Privacy Act 1988 and applicable requirements.
Under the Privacy Act 1988 (Cth) and the Australian Privacy Principles, you have the right to:
To exercise any of these rights, email us at hello@peoplepriorities.com. We will respond within 30 days. If you are not satisfied with our response, you may lodge a complaint with the Office of the Australian Information Commissioner (OAIC) at oaic.gov.au or on 1300 363 992.
We take reasonable steps to protect personal information from misuse, interference, loss, unauthorised access, modification or disclosure. Our security measures include encrypted data storage, access controls, secure communication channels, and regular staff training on data handling obligations.
Despite these measures, no method of electronic transmission or storage is completely secure. If you have concerns about the security of information you have provided to us, please contact us immediately.
Our website may contain links to third-party websites, including LinkedIn and other platforms. We are not responsible for the privacy practices of those sites and encourage you to read their privacy policies. This Privacy Policy applies only to People Priorities' website and services.
We may update this Privacy Policy from time to time to reflect changes in our practices or applicable law. Where changes are material, we will notify existing clients by email. The current version is always available at peoplepriorities.com. This policy was last reviewed in June 2026.
For any questions about this Privacy Policy, to exercise your privacy rights, or to make a complaint, please contact:
| Detail | Information |
|---|---|
| Contact Name | HR Director, People Priorities |
| hello@peoplepriorities.com | |
| Website | peoplepriorities.com |
| Response Time | Within 30 days of receipt |
| Complaints (AU) | Office of the Australian Information Commissioner — oaic.gov.au | 1300 363 992 |
Disclaimer: This Privacy Policy has been prepared with reference to the Privacy Act 1988 (Cth), the Australian Privacy Principles and the Privacy Regulations 2025, current as at June 2026. Privacy law is subject to change. This document does not constitute legal advice — please seek independent legal advice for specific privacy compliance questions.
Remote Working Policy · People Priorities India Pvt Ltd · Version 1.0, June 2026
This Policy sets out the terms, conditions, rights and obligations of employees of People Priorities India Pvt Ltd who work remotely from their home offices in India while delivering services to clients based in Australia. It ensures compliance with all applicable Indian labour laws, a productive and safe remote working environment, data security, and consistent standards of conduct.
| Document Type | Remote Working Policy — Version 1.0 |
| Issued By | People Priorities India Pvt Ltd |
| Registered Office | Thane, Maharashtra, India |
| Applicable To | All employees hired in India under People Priorities India Pvt Ltd, working remotely from their home offices and servicing Australian clients |
| Governing Laws | Code on Wages 2019 (w.e.f. Nov 2025) · Code on Social Security 2020 · Maharashtra Shops & Establishments Act 2017 (as amended Oct 2025) · IT Act 2000 · DPDP Act 2023 |
| Approved By | HR Director — People Priorities |
| Effective Date | June 2026 |
| Review Cycle | Annual (or upon material change in applicable law) |
This Policy applies to all full-time, part-time and fixed-term employees of People Priorities India Pvt Ltd whose primary work location is their approved home office. It does not apply to independent contractors or consultants.
Legal Note: Remote work is fully lawful in India. Under the Draft Model Standing Orders (IR Code Rules 2025), work-from-home and virtual workplaces are formally recognised as valid employment arrangements. All statutory employee rights and protections remain unaffected by the remote work location.
All employees are employed by People Priorities India Pvt Ltd, registered in Thane, Maharashtra. The following state-level laws apply in addition to central legislation:
Cross-State Note: If an employee's home office is located in a state other than Maharashtra, the labour laws of that state will apply. This affects minimum wages, professional tax rates, and Shops Act entitlements.
Under the Labour Codes 2025, basic salary plus Dearness Allowance must constitute at least 50% of total CTC.
| Parameter | Statutory Limit (Maharashtra S&E Act 2017, as amended Oct 2025) |
|---|---|
| Maximum daily hours | 10 hours (excluding breaks) |
| Weekly hours cap | 48 hours per week |
| Daily spread-over | 12 hours maximum |
| Continuous work without break | 6 hours maximum; minimum 30-minute rest interval required |
| Weekly rest day | 1 day off per week (mandatory) |
| Overtime limit | 144 hours per quarter; paid at 2x standard wage rate |
| Overtime consent | Overtime is not mandatory for employees |
Given the IST/AEST time difference, employees may work morning shifts (6:30 AM–3:30 PM IST) or standard shifts (9:00 AM–6:00 PM IST). All shift arrangements are confirmed in writing and cannot be altered without reasonable notice and the employee's written consent.
Night Shift (Women Employees): Women employees may work between 9:30 PM and 7:30 AM IST only with written consent. The Company must provide adequate safety measures and transport reimbursement.
| Leave Type | Entitlement | Notes |
|---|---|---|
| Earned / Privilege Leave | 18 days per year | After 240 days worked; min. 3 months service |
| Casual Leave | 8 days per year | Credited quarterly; lapses if unused; not encashable |
| Sick / Medical Leave | Min. 7 days (per contract) | Certificate required beyond 2 consecutive days |
| Public Holidays | As notified by Maharashtra Govt | List provided at start of year |
| Maternity Leave | 26 weeks (first 2 children) | 12 weeks for 3rd child onwards; 10+ employees |
Statutory Contributions: EPF (12%/12% employee/employer), ESI (0.75%/3.25%), Professional Tax (up to ₹2,500/year), Gratuity (15 days wages per completed year), TDS (per IT Act slabs), Labour Welfare Fund (₹12/₹24 per month).
The employee's home office address in their employment contract is the approved work location. Changes require 14 days' written notice to HR and Company approval.
The Company will provide a Company-owned laptop, licensed software (including VPN), and headset. A monthly connectivity allowance may be provided as agreed in the employment contract.
Employees must comply with the IT Act 2000 and DPDP Act 2023. Obligations include:
All client information, business strategies, pricing, HR data and internal communications are strictly confidential. Confidentiality obligations survive the termination of employment.
Remote employees are held to the same performance standards as office-based employees, managed through clear KPIs, fortnightly check-ins and formal performance reviews. Employees must:
| Notice Period | As per contract; minimum 30 days. Payment in lieu of notice is permitted. |
| Full & Final Settlement | Within 2 working days of last working day (Code on Wages 2019) |
| Gratuity | After 5 continuous years (1 year for fixed-term under Labour Codes 2025) |
| Return of Equipment | All Company equipment returned by last working day |
| Access Revocation | All system access revoked on last working day |
| Relieving Letter | Issued within 5 working days of full and final settlement |
Employees may raise grievances directly with their manager, in writing to HR, or escalate to the HR Director if unresolved within 10 working days. All grievances acknowledged within 3 working days.
The POSH Act 2013 applies fully to remote workplaces, including virtual interactions, video calls, emails and messaging platforms. An Internal Complaints Committee (ICC) has been constituted. Annual POSH awareness training is mandatory.
Acknowledgement Required: All employees are required to sign and return the Employee Acknowledgement Form upon commencement of employment and upon each material update to this Policy. The form captures: full name, employee ID, designation, home office address, state of residence, and signature with date.
Disclaimer: This policy reflects Indian labour laws current as at June 2026, including the four Labour Codes (in force November 2025) and the Maharashtra S&E Amendment Ordinance (October 2025). This document does not constitute legal advice. People Priorities recommends review by a qualified Indian employment lawyer admitted to practice in Maharashtra before formal adoption.