Legal Notices & Corporate Advisory

In some cases—like cheque bounce (Section 138), contractual breaches, or specific civil suits—a legal notice is a mandatory prerequisite. Our team ensures notices are compliant and strategically worded to preserve your right to sue.

While not mandatory, it is strongly recommended to respond to legal notices with legal counsel to avoid self-incrimination, admissions, or legal risks. Aristo Legal helps draft precise, legally sound responses that protect your interests.

Having clear founder agreements, shareholder agreements, and exit clauses in place is key. In case of conflict, we assist in sending notices, facilitating settlements, or initiating legal recourse if necessary.

A valid show cause notice must mention the alleged misconduct, factual background, legal breach, and a deadline for response. We help HR teams draft such notices to meet labour law standards and reduce wrongful termination risk.

Yes. We help companies conduct legally compliant internal investigations related to harassment, misconduct, or whistleblower allegations. This includes structuring the inquiry process and documenting findings for IC or board review.

We help send cease-and-desist notices, defamation notices, and takedown requests to individuals or platforms. Where needed, we escalate the matter to civil or criminal court for reputation protection.

Yes, foreign companies operating in India or contracting with Indian parties can issue notices under Indian law, provided jurisdiction and governing law clauses support it. We advise MNCs on cross-border compliance and enforceability.

Common errors include vague language, missing facts, incorrect legal provisions, or failing to include a call to action. At Aristo Legal, we ensure that every notice is factually strong, legally sound, and strategically structured.

Ignoring a legal notice can lead to court proceedings, reputational damage, and weaker legal defence. We help companies issue strong responses that buy time, propose settlement, or refute baseless claims.

We provide retainer-based corporate legal advisory, covering contract reviews, HR compliance, board advisory, shareholder alignment, due diligence, and legal risk mitigation—ensuring your business remains compliant and litigation-ready at all times.

Start by conducting a Data Audit to map all personal data you collect, store, and share (especially from customers, employees, vendors). Then:

• Draft a Privacy Policy tailored to Indian law

• Build a Consent Management System

• Update contracts with DPDP-compliant clauses

• Nominate a Grievance Officer and designate internal compliance roles

We assist in executing this end-to-end through a DPDP Compliance Pack.

You must:

• Execute a Data Protection Consent + Notice with all Indian employees

• Localise your Employee Data Policy for India

• Include a lawful purpose and retention clause

• Review global HR tech tools for Indian data compliance

• Update your internal training and SOPs to align with Indian law

We provide a DPDP-compliant Employee Privacy Toolkit with everything ready to roll out.

You should enter into a Data Processing Agreement (DPA) or add a DPDP clause in your Master Services Agreement (MSA) if:

• You process data on behalf of the client

• You act as a data fiduciary using third-party processors The DPA must define responsibilities, cross-border data handling, breach notification, and deletion protocols. We draft watertight, India-ready DPAs.

Key clauses to include:

• Compliance with Indian privacy laws (DPDP, IT Act, etc.)

• Indemnity for data breaches or non-compliance

• Data breach notification timelines (within 72 hours or less)

• Audit and inspection rights for clients or partners

• Retention and deletion obligations post-termination

We tailor these to your vendor, client, or partner agreements for risk coverage.

Consent must be free, specific, informed, and unambiguous. You should:

• Use granular opt-ins, not default “I agree” checkboxes

• Log timestamped records of consent

• Allow easy withdrawal of consent

• Update your Privacy Notice to reflect processing purposes

We offer templated Consent Language + Privacy Notices for HR, websites, and platforms.

Yes. Each data subject category requires a tailored Privacy Notice:

• Employee Privacy Policy (for HR data)

• Customer-facing Privacy Policy (for platforms/websites)

• Vendor/partner data clauses in MSAs or NDAs

We draft customised, DPDP-ready policies for each audience and review existing ones for compliance gaps.

Yes, but only to countries approved by the Indian government (a whitelist is expected). Until then, include in your contracts:

• Cross-border transfer clauses

• Data localisation fallback options

• Appropriate security representations from third parties

You must ensure that these vendors:

• Sign a Data Processing Agreement (DPA)

• Host data in permitted geographies

• Have security certifications (ISO 27001, SOC2, etc.)

• Allow audits if requested

We review third-party tools for legal risk and prepare SaaS onboarding templates to mitigate liability.

Include a clause specifying that Indian law governs and that disputes be resolved in Indian courts or arbitration centers (like Mumbai, Bangalore, or Delhi). For MNCs, this helps centralise data-related disputes and ensures the DPDP Act applies.

You must:

• Draft a Data Breach Response Policy

• Appoint a Grievance Officer or internal breach response team

• Train your staff on breach escalation

• Set protocols for notifying the Data Protection Board and affected individuals

We provide a ready-to-implement incident response SOP aligned with the DPDP Act.