HR MIT : Mit's Human Resource Insights

The 2026 Income Tax Revolution: What Has Actually Changed Since 1 April 2026 (October 2026 Update) When I first wrote about this topic the new Income-tax Act, 2025 was still a few months away. It is now mid-October 2026 and the Act has been in force for more than six months. That means we no longer have to guess what the transition will feel like. This update looks at what actually changed and what stayed the same. It also covers what HR and payroll teams should be doing right now. Where We Stand Today The Income-tax Act, 2025 came into force on 1 April 2026 and replaced the Income-tax Act, 1961. The Central Board of Direct Taxes notified the Income-tax Rules, 2026 in March 2026 along with a new set of forms. The Act applies to income earned from Tax Year 2026-27 onwards. Anything that relates to earlier periods continues under the 1961 Act through the transitional provisions. In plain terms, the year you are living through now is Tax Year 2026-27 and it runs under the new law. The...

The 2026 Income Tax Overhaul: What the Final Rules Actually Changed (October 2026 Update) When I first wrote this article the new rules were still in draft. It is now mid-October 2026. The Income-tax Act, 2025 has been in force since 1 April 2026 and the Income-tax Rules, 2026 were notified in March. That lets me do something I could not do before: check what survived into the final rules and what I described as new when it was not. This update does both. Some of what I listed earlier was a genuine change. Some was already law. Let me separate them. Where Things Stand The perquisite valuation rules now sit in Rule 15 of the Income-tax Rules, 2026 which replaces Rule 3 of the old 1962 Rules. The Act itself does not introduce new taxes or change tax rates. What changed is mostly the rupee limits that had been frozen for decades and the way benefits are valued. Tax Year 2026-27 is the first year under these rules so payroll and HR teams are working with them right now. What Really Cha...

Milk unions and dairy cooperatives are unique institutions. We do not simply run a business. We work on the principle of member ownership and collective welfare. Yet managing a large workforce across round the clock milk procurement and processing plants and logistics means friction at work is inevitable. In a cooperative, an employee is often also a member of the local community. When something goes wrong, it can become personal very quickly. A transparent procedure for grievances and discipline is not only about compliance. It is what keeps the cooperative spirit from souring. What Grievances Look Like in a Milk Union A grievance is any dissatisfaction an employee feels about their work. In dairy the complaints usually come from the practical pressures of a high speed perishable business. Duty rosters in plants and chilling centers cause arguments about shifts. Leave gets denied in the high volume procurement months. Transfers between collection routes or units spark disputes. Concer...

Over the last few years, HR technology has quietly crossed an important line. Earlier, AI tools were assistive. They helped recruiters screen resumes or suggest candidates or automate emails. In 2026, many organizations have begun to deploy AI agents that can take actions themselves: sourcing candidates and conducting interviews and working inside internal HR systems. That shift from tools to agents changes how regulators and organizations think about risk. The question is no longer whether the software is accurate. It is who answers for its decisions when it acts on its own. Singapore's updated Model AI Governance Framework for agentic AI points in this direction and so do many other policy efforts. The common theme is that organizations must clearly define and control what an AI agent is allowed to do. For HR that means something simple. An AI recruitment agent should be governed almost like an employee inside the organization. This article gives HR and Legal and IT teams a pract...