Blogs

IP Ownership is Still the Most Overlooked Asset in Indian Tech Startups

Date: November 05, 2025 12:15 IST

As someone who spends a lot of time advising startups across SaaS, mobility, AI, D2C, and creative sectors, I’ve noticed one massive, consistent blind spot: intellectual property (IP). Seriously, it’s the one area founders consistently treat as an annoying checklist item, something they promise to get to “once we grow.”

In my experience, this mindset is frankly dangerous. India’s fiercely competitive, innovation-driven markets demand that startups nail down their IP from day one. Think about it: whether you’re building code, algorithms, packaging designs, a product name, a brand identity, or killer content, your startup is generating IP. Yet, only a tiny fraction actually bothers to secure it properly.

One issue I see time and again is the complete lack of proper IP assignment agreements. So many founders rely on freelancers, interns, or early employees to build core product features, but they never formally document the transfer of ownership. The moment investors ask for proof of ownership during a funding round, the panic sets in. It’s a mess I’ve helped clean up too many times.

It’s the same story with trademark filings. A lot of Indian startups delay filing until they start gaining traction. But in today’s digital, hyper-competitive environment, having someone else secure your brand name, even accidentally can turn into a horribly expensive dispute. For hardware, deeptech, and biotech, the message is simple: the earlier you file your patents, the stronger your defensive position.

The biggest myth I hear founders repeat is that IP protection is too expensive. That’s just not true. Basic steps like solid NDAs, clear contracts, timely trademark applications, and structured development agreements are incredibly affordable. These foundational steps can easily save you lakhs in future litigation costs, forced rebranding, and lost opportunities.

Here’s the final point: IP isn’t just a protective shield. It’s a critical valuation tool. A documented, well-managed IP portfolio instantly boosts investor confidence, gives you leverage in negotiations, and helps you stand out in a ridiculously crowded market.

Ignoring IP is the equivalent of building your entire business on borrowed ground. It’s past time Indian startups started treating IP with the strategic seriousness it deserves.

The Governance Shift commonly seen in Indian Startups and SMEs

Date: November 15, 2025 23:07 IST

Author: Ankita Jha

If there’s one major change I’ve tracked across the Indian startup and SME landscape this past year, it’s this: corporate governance is finally becoming a day-one priority. For the longest time, governance frameworks were strictly the domain of large, established corporates. But now, I’m watching early-stage companies bake it into their DNA.

This transformation isn’t accidental, it’s being mandated from the outside in.

Who is driving this? Investors and lenders. Whether I’m dealing with VCs, angel networks, or even traditional banks, the message is uniform: they are demanding serious transparency. This means pushing for routine board meetings, crystal-clear financials, ironclad delegation of authority, and tight contract management. Frankly, they aren’t willing to bet on chaos anymore.

But let’s be real, we’re not fully there yet.

The biggest hurdles I see always involve founder-led habits. We still have founders mixing personal finances with business accounts, relying on sloppy documentation, or conducting massive business deals over nothing more than a few WhatsApp messages. When these companies finally try to scale, raise a big round, or sign a strategic partnership, these informal practices become massive, deal-breaking roadblocks.

What’s encouraging is the growing awareness around risk management. A couple of years ago, data protection, related-party controls, and vendor due diligence were seen as “big company issues.” Now? I’m seeing even 10-person startups being grilled on these topics.

In my book, this is a supremely healthy development. Good governance doesn’t slam the brakes on growth; it puts the business on rocket fuel. Companies that implement structured internal processes drastically cut down on internal disputes, sidestep irritating regulatory headaches, and build the kind of trust that keeps investors coming back for more.

Looking ahead, I believe governance will be the ultimate differentiator in our ecosystem. The founders who embrace it early won’t just scale; they’ll scale sustainably and with the unshakeable confidence that their business engine is properly tuned.

India’s New Labour Codes Are Finally Here: A Massive Shift for Employees & Employers! (Nov 2025)

Date: November 25, 2025 13:19 IST

Author: Ankita Jha

India’s employment landscape has entered a new era, with the government officially notifying the new Labour Codes and replacing 29 outdated laws. These sweeping reforms promise lasting impacts for compensation, leave, work hours, and workplace protections, reshaping the future of work for 50+ crore employees across all sectors.

Key Reforms You Need to Know

Basic Salary = Minimum 50% of CTC

Employers must structure pay so that basic salary (plus dearness and retaining allowances) makes up at least half of an employee’s total CTC. While take-home salary may reduce due to higher PF contributions, this guarantees much stronger retirement benefits via PF and gratuity, improving long-term financial security for all.

Gratuity for Fixed-Term Employees

For the first time, fixed-term (contract) employees are eligible for gratuity after just one year of continuous service, instead of the previous five-year requirement. Permanent staff still need five years, but contract roles now receive near-parity in retirement and social benefits, benefiting the IT, consulting, media, and project sectors especially.

Faster Earned Leave & Flexible Working Hours

Eligibility for paid leave is now easier: workers need only 180 days to qualify (down from 240), earning 1 day of leave for every 20 days of work. This helps short-tenure, seasonal, and gig workers access time off faster. Working hours remain capped at 48 per week, but can be split into four, five, or six days, with daily maximums reaching up to 12 hours in compressed weeks, all with mandatory double pay for any overtime and recorded employee consent.

Speedy Exit Settlements & Timely Salary Payment

Employers are now legally bound to complete Full & Final settlements within just 2 working days of an employee’s exit, a major improvement on the old 30–60 day window. All monthly wages must be credited by the 7th, closing loopholes and empowering employees to act if there are delays.

Universal Minimum Wage & Workplace Protections

A central “national floor wage” now covers all employees, including gig, platform, and unorganised sector workers ensuring equal pay for equal work, timely salaries, and five-yearly wage reviews. Mandatory appointment letters, annual health check-ups, and expanded night-shift rights for women further modernize worker protections. Interstate migrant workers also gain new portability and support features.

What Does This Mean?

From beefed-up social security and faster leave accrual to fairer pay and streamlined settlements, these reforms demand compliance and readiness from every HR and business leader. As India transitions, employees and employers alike must stay informed to make the most of the new landscape.

Are you ready for the shift?