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Building Trustworthy AI: What Capital Market Participants Should Be Doing Today

Introduction

The regulatory conversation around artificial intelligence in capital markets is moving from identifying risks to considering how those risks can be supervised. IOSCO’s 2026 Supervisory Toolkit for AI Use in Capital Markets is an important development in that progression. The Toolkit is intended to support securities regulators in supervising AI systems used by regulated entities, including through practical supervisory tools covering areas such as governance and risk management, third-party and outsourcing arrangements, disclosure, and recordkeeping and reporting.

For market participants, however, the significance of these developments extends beyond the question of what a regulator may eventually ask during an inspection. The more immediate question is whether firms can explain, document and govern the AI systems already being used across their businesses.

This does not necessarily require a separate AI compliance regime. It requires firms to understand where AI is being deployed, what decisions it influences, who remains accountable for those decisions, and whether existing governance, technology-risk and operational-resilience frameworks can address the associated risks.

This is particularly relevant as AI becomes embedded in business-critical technology environments. An AI inventory can provide not only visibility into where AI is being used, but also help firms identify which AI-enabled processes support critical or time-sensitive operations and what arrangements exist if those systems become unavailable.

 

Start With Visibility: Know Where AI Is Being Used

The first governance challenge may be more basic than model validation or explainability: knowing where AI is actually being used.

AI adoption does not necessarily occur through a single centrally approved project. Different business, technology, compliance and operations teams may adopt tools independently, including externally hosted generative AI applications and AI-enabled products embedded within existing software.

That creates a practical governance question: can an institution identify the AI systems being used across its front, middle and back offices?

An effective internal AI inventory can provide that visibility. It could identify the purpose of each system, the business function in which it is deployed, the data it accesses, whether it influences decisions affecting clients or markets, the relevant technology or service provider, and the controls applied to its use.

This is particularly important because not every AI application presents the same level of risk. A tool used to summarise publicly available documents may require a different control environment from a system that contributes to investment decisions, executes trades, assesses clients or supports market surveillance.

The objective should therefore be risk-based visibility, rather than treating every AI application identically.

IOSCO’s 2025 report notes that firms are developing governance and risk-management frameworks covering areas including AI strategy, model and data risks, third-party risks, accountability and human oversight.

 

Treat AI as a Lifecycle, Not a One-Time Approval

A second consideration is that AI governance cannot end when a system is approved for deployment.

AI systems can change through retraining, changes in data, model updates, modifications by vendors or changes in the way employees use them. Consequently, the relevant question is not simply whether a model was appropriate when it was introduced, but whether it remains appropriate for its intended use.

A lifecycle-based approach can therefore be more effective than a one-time approval process. Before deployment, firms can assess the intended purpose, data sources, performance characteristics and potential impact of the system. During deployment, monitoring can focus on accuracy, reliability, unexpected outputs and changes in performance. Lifecycle governance should also address material model or vendor changes, incidents, system unavailability and the measures required to intervene, suspend an AI-enabled process or revert to an alternative process where necessary.

This becomes particularly important for generative AI. Outputs may appear plausible while containing errors, creating a different type of operational risk from conventional deterministic software.

For capital market participants, this reinforces the importance of maintaining appropriate human oversight for material decisions, alongside defined escalation, intervention and fallback mechanisms. IOSCO identifies human oversight as an important governance principle, noting that AI should augment rather than replace human decision-making and judgement. The objective is not to eliminate human involvement from every AI-enabled process. It is to determine where human judgement remains essential and how that judgement should operate alongside the system, including when the system produces an unexpected output or becomes unavailable.

The objective is not to eliminate human involvement from every AI-enabled process. It is to determine where human judgement remains essential and how that judgement should operate alongside the system.

 

Third-Party AI Requires More Than Vendor Due Diligence

AI governance becomes more complicated when firms do not develop the underlying technology themselves.

Capital market participants may depend on cloud infrastructure, foundation models, specialist AI providers or AI functionality embedded within third-party applications. This can create dependencies that extend beyond traditional outsourcing arrangements and can introduce questions of concentration, substitutability and operational resilience. Where multiple critical processes depend on the same technology provider, cloud infrastructure or underlying model, a disruption or material change at that level may affect several functions simultaneously.

The IMF has highlighted the possibility of increasing concentration of AI systems and models among key providers and market participants. It also notes that accelerated technology adoption can create supervisory challenges where authorities need to understand dependencies and potential concentration risks.

For firms, the practical implication is that procurement should not be the end of the assessment. Contracts, data arrangements, access controls, information-security obligations, incident notification, business continuity and rights to obtain relevant information may all become important considerations depending on the use case.

The critical question is:

“If an AI system becomes unavailable, produces a materially incorrect output, changes materially following a vendor update or becomes compromised, can the firm detect the problem, intervene, switch to an alternative process and remain operational”

These questions connect AI governance directly with existing frameworks for third-party risk, outsourcing, cybersecurity, business continuity and operational resilience.

 

Documentation and Accountability Will Become Increasingly Important

As AI becomes integrated into business-critical processes, the ability to demonstrate how it is being used may become almost as important as the technology itself.

A firm should be able to establish, at an appropriate level of detail, what an AI system is intended to do, who approved its use, what data it relies upon, what controls apply to it, how its performance is monitored, what material changes have occurred and who is responsible for addressing failures or deciding whether an AI-enabled process should continue, be suspended or revert to an alternative process.

This does not mean that every AI system requires extensive technical documentation accessible to every employee. Rather, documentation should be proportionate to the significance of the application and sufficient to support oversight, audit and accountability.

IOSCO’s 2025 analysis identifies accountability, transparency, reliability, security, risk management and human oversight among the principles reflected in governance approaches being adopted by larger financial firms.

This is also where AI governance intersects with existing legal responsibilities. The introduction of an AI system does not, by itself, transfer responsibility from the regulated entity to the technology provider or the model.

The more AI influences consequential decisions, the more important it becomes for firms to maintain a clear chain of accountability.

 

What Should Indian Market Participants Take from This?

India does not currently have a single, dedicated framework governing all uses of AI across securities markets. That, however, does not place AI governance outside the existing regulatory architecture. Rather, AI-related considerations are emerging alongside broader requirements concerning technology governance, cybersecurity, operational resilience and business continuity within the securities-market ecosystem.

SEBI’s May 2026 advisory on advanced AI tools for vulnerability detection illustrates one aspect of this emerging approach. The advisory highlighted the potential use of AI for vulnerability detection and autonomous or agentic mitigation, while also drawing attention to the risks posed by AI-accelerated cyber threats and the need for continuous vulnerability management. This technology-risk focus has subsequently been accompanied by further measures concerning the resilience of market infrastructure.

In August 2026, SEBI introduced an IT Resilience Index for Market Infrastructure Institutions (MIIs), adding a more structured dimension to the assessment of technology resilience. SEBI has also separately addressed the alignment of its cyber incident reporting framework with the FIRE format. In September 2026, SEBI further proposed measures to strengthen Business Continuity Plans and Disaster Recovery arrangements for MIIs. These developments are not AI-specific rules, but they are relevant to AI governance because AI-enabled processes increasingly operate within the same technology infrastructure and dependency chains that firms must keep resilient.

More broadly, SEBI has addressed the use and reporting of AI and machine-learning applications and systems by Market Infrastructure Institutions since 2019. Viewed together, these developments suggest that AI governance for Indian market participants cannot be considered in isolation from the wider technology, cyber-risk and resilience environment in which AI systems operate.

These developments should not be read as evidence of what a future comprehensive AI framework in India will contain. They do, however, demonstrate that technology governance is not an entirely new consideration for Indian securities-market participants.

For firms preparing for the next phase of AI adoption, the practical priority is therefore not to predict the precise form of future AI regulation. It is to establish whether existing governance structures can answer basic questions about AI inventory, accountability, data, third-party dependencies, human oversight, monitoring, incident response, business continuity and recovery. The ability to demonstrate how an AI-enabled process can be controlled during normal operations, and how the firm can intervene or continue critical activities when that process fails or becomes unavailable, may become increasingly important as supervisory expectations around technology resilience develop.

 

Conclusion

Responsible AI adoption in capital markets is increasingly becoming a question of institutional capability. As AI moves from experimentation into critical business processes, firms need sufficient visibility, governance, accountability and resilience to understand how these systems operate, how their dependencies are managed and how risks will be addressed when circumstances change.

The emerging international approach does not suggest that AI should be treated as inherently incompatible with financial markets. Instead, it points towards a model in which innovation is accompanied by appropriate governance, risk management, human oversight, transparency and resilience. IOSCO’s latest supervisory work reinforces this direction by giving regulators practical tools to assess how regulated entities govern and oversee their use of AI. At the same time, developments in securities-market technology and operational resilience demonstrate that AI governance is increasingly part of a broader conversation about how financial institutions manage critical technology and third-party dependencies.

For market participants, preparing for this environment does not necessarily mean waiting for a dedicated AI rulebook. It means building the institutional ability to demonstrate that AI is being used deliberately, proportionately and accountably, while ensuring that critical AI-enabled processes can be monitored, challenged, interrupted and, where necessary, supported by appropriate fallback and recovery arrangements. The next question is therefore not simply how firms should govern AI, but how emerging AI supervisory expectations may become integrated with the broader regulatory architecture for technology, cybersecurity and operational resilience in capital markets.

 

Authored by: Anshu Bansal, Partner, and Rashmita Das, Legal Researcher.

Decoding India’s New Labour Codes – A Snapshot

Please click here to download the update as PDF.

The most significant overhaul of employment laws takes effect from November 21, 2025After years of deliberation, India has consolidated 29 of its central level labour laws into four comprehensive Codes (“Labour Codes”).

 

The Dual Goal

For Employers

Harmonised compliance, reduced administrative burden, enhanced ease of doing business, and greater certainty in industrial relations.

For Employees

Extended coverage for minimum wages, expanded social security (including gig workers), and better safety standards.

 

The Four Pillars of Reform

Code on Wages, 2019: Consolidates laws on wages & bonus

  • Extended Coverage for Minimum Wages: Applicable to all employees across all sectors, removing wage ceilings.
  • Unified ‘Wages’ Definition: A single definition impacting calculations such as inter alia gratuity, provident fund contributions, bonus payments and retrenchment compensation, necessitating assessment of financial impact for employers. Faster Settlements: Full and final payments must be made within two working days of exit.

 

Industrial Relations Code, 2020: Consolidates laws on disputes & unions

  • Increased Flexibility: Threshold for prior government approval for retrenchment/lay-offs raised to 300+ workers (providing significant personnel management flexibility).
  • Fixed-Term Equity: Fixed-term employees get same benefits (wages, social security) as permanent workers on a pro-rata basis.
  • Grievance Mechanisms: Mandatory grievance redressal committees for establishments with 20+ workers.
  • Re-skilling Fund: Introduction of employer-financed fund for retrenched workers.

 

Occupational Safety, Health & Working Conditions Code, 2020: Regulates workplace safety & conditions

  • Broader Applicability: Applies to establishments employing 10+ workers.
  • Streamlined Licensing: Contractors can obtain a single, pan-India license. Threshold raised to 50 workers.
  • Contract Labour Restrictions: Prohibited in core activities (with exceptions for intermittent/outsourced work).
  • New Financial Implications: Employers must provide annual free health check-ups and end-of-year leave encashment upon employee demand.

 

Code on Social Security, 2020: Regulates social security schemes

  • Recognition of the Gig Economy: For the first time, gig and platform workers are brought under the social security ambit, impacting aggregators.
  • Setting up of Social Security Fund: Aggregators are required to set up a fund for their gig workers, with a mandated contribution of 1-2% of annual turnover of the aggregator.
  • Pro-Rata Gratuity: Fixed-term employees are eligible for gratuity even without completing five years of service.
  • Decriminalisation: Replaces imprisonment with higher monetary penalties for several offences.

 

Immediate Next Steps for Employers:

Ensure Substantive Compliance

Any substantive provisions that are clear and do not depend on the rules for further implementation should, be complied with on priority. For e.g: evaluating the existing wage structures for computing inter alia provident fund, gratuity, bonus and others.

Financial Impact

Recalculate statutory contributions in light of the new definition of ‘wages’ to assess the potential financial impact.

Re-examine employment contracts, policies and practices

Revise and fine tune employment contracts and internal policies to ensure alignment with the Labour Codes.

Exit processes should be streamlined to ensure compliance with separation pay-out timelines and other related requirements.

Compliance Audit

Conduct a compliance audit to identify areas where record-keeping, reporting or display requirements will change (e.g: registers, returns, notices). However, rules may need to be awaited for further clarity.

Stakeholder Communication and Training

Develop and execute a structured communication plan for employees, HR, payroll and management teams to create awareness and avoid disruption.

 

The co-authors are:

Preetha Soman
Partner

Aishwarya Maria Manjooran
Senior Associate

Sneha Mohanty
Associate

 

 

Labour Codes Summary | November 2025

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Key Changes under India’s New Labour Codes (Enforced on November 21, 2025)

As employment, unemployment and allied fields such as conditions of work, factories, trade union, labour welfare, workman compensation, employer’s liability and social security fall in the Concurrent List of the Indian Constitution, both Central Government and State Governments in India can make laws on employment.

The Central Government has consolidated 29 Central labour legislations on wages, industrial relations, social security and occupational safety, welfare and working conditions into four Labour Codes namely, the Code on Wages, 2019 (“Wages Code”); the Code on Social Security, 2020 (“SS Code”); the Occupational Safety, Health and Working Conditions Code, 2020 (“OSH Code”); and the Industrial Relations Code, 2020 (“IR Code”) and enforced them with effect from November 21, 2025. The Central and State-specific rules under the Labour Codes are expected to be enforced in the coming 45 days.

This facilitates implementation by removing extraneous provisions, providing uniform definitions across legislations, reducing overlapping enforcement authorities, reporting and filing requirements, and thereby reduces the overall compliance requirements and costs for employers. Further, it promotes transparency and accountability in the enforcement of labour laws.

The Wages Code amalgamates 4 existing Central labour laws on wages, namely, the Payment of Wages Act, 1936; the Minimum Wages Act, 1948; the Payment of Bonus Act, 1965; and the Equal Remuneration Act, 1976.

The SS Code amalgamates 9 existing Central labour laws relating to social security, namely, the Employees’ Provident Funds and Miscellaneous Provisions Act, 1952; the Employees’ State Insurance Act, 1948; the Maternity Benefit Act, 1961; the Building and Other Construction Workers Cess Act, 1996; the Payment of Gratuity Act, 1972; the Employment Exchange (Compulsory Notification of Vacancies) Act, 1959; the Cine Workers Welfare Fund Act, 1981; the Unorganized Workers’ Social Security Act, 2008; and the Employees Compensation Act, 1923.

The OSH Code amalgamates 13 existing Central labour laws on safety, welfare and working conditions, namely, the Factories Act, 1948; the Plantations Labour Act, 1951; the Mines Act, 1952; the Working Journalists and other Newspaper Employees (Conditions of Service) and Miscellaneous Provisions Act, 1955; the Working Journalists (Fixation of Rates of Wages) Act, 1958; the Motor Transport Workers Act, 1961; the Beedi and Cigar Workers (Conditions of Employment) Act, 1966; the Contract Labour (Regulation and Abolition) Act, 1970; the Sales Promotion Employees (Conditions of Service) Act, 1976; the Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979; the Cine-Workers and Cinema Theatre Workers (Regulation of Employment) Act, 1981; the Dock Workers (Safety, Health and Welfare) Act, 1986; and the Building and Other Construction Workers (Regulation of Employment and Conditions of Service) Act, 1996.

The IR Code amalgamates 3 existing Central labour laws on industrial relations, namely, the Trade Unions Act, 1926; the Industrial Employment (Standing Orders) Act, 1946; and the Industrial Disputes Act, 1947.

In this blog, we have broadly summarized the key changes introduced by the 4 Labour Codes in short bullet points for ease of understanding.

 

The Code on Wages, 2019

  • “Establishment” defined to mean ‘any place where industry, trade, business, manufacture or occupation is carried on’.
  • Code applies to all establishments for purposes of minimum wages, payment of wages and equal remuneration.
  • Code defines both “worker” and “employee” with former being a subset of the latter.
  • “Employees” to include managerial and supervisory employees.
  • Supervisory staff exercising managerial functions or receiving wages up to INR 15,000 per month to qualify as “worker”.
  • “Wages” to be considered as 50% of total monthly wages for purposes of calculation of employee benefits leading to increased employee costs.
  • Central Government to fix Floor Wage.
  • State Governments to fix Minimum Wage at or above Floor Wage.
  • Minimum Wages likely to be fixed for “workers” and not all “employees”.
  • Employees whose Minimum Wage is not fixed may not be entitled to Overtime Wages.
  • State Governments to fix wage ceiling for statutory bonus.
  • Clawback of Joining/ Retention bonuses and Notice Pay likely to be illegal.
  • Code mandates payment of wages within 2 working days from date of dismissal, retrenchment or resignation.
  • Principal Employer to pay Contractor’s fee in advance for timely disbursement of wages to Contract Labour.
  • Failure by Contractor to pay minimum bonus to contract employees would trigger Principal Employer’s liability.
  • Limitation period for filing of claims by employees enhanced to 3 years.
  • Code to have overriding effect over other laws in force or awards, settlements, agreements or service contracts.

 

The Code on Social Security, 2020

  • “Employee” definition widened to cover maximum employees and workers including Contract Labour and distinguish them basis wage ceiling and employments for eligibility to various social security benefits.
  • “Establishment” defined to include a place where any industry, trade or business, manufacture or occupation is carried on, a factory, a motor-transport undertaking, and newspaper establishment.
  • Establishments required to obtain a registration unless already registered under any former Central labour law.
  • Establishments having employees less than prescribed threshold for Employees’ Provident Fund and Employees’ State Insurance coverage given option of voluntary coverage and subsequently opting out of such voluntary coverage.
  • Revised definition of “wages” may result in lesser take-home salary for employees and higher employer contributions towards social security of employees.
  • Formal recognition of non-traditional paid work arrangements with Gig and Platform Workers.
  • Code provides for registration of gig workers, a specific social security fund for them and formulation of social security schemes related to life and disability cover, health and maternity benefits, old age protection, education, housing, provident fund, etc. tailored to specific needs of gig workers.
  • Code stipulates coverage of gig workers and their families under Employees’ State Insurance framework.
  • “Aggregators” (defined as digital intermediaries or marketplaces for buyers or users of services to connect with sellers or service providers and classified into several categories) mandated to contribute towards social security fund for gig workers @ 1-2% of their annual turnover but not exceeding 5% of annual amount paid or payable by them to their gig workers.
  • Qualifying period of 5 years of continuous service for gratuity maintained for regular employees but reduced to 3 years for working journalists.
  • Fixed-term employees also entitled to receive gratuity on a pro-rata basis.
  • Limitation period of 5 years prescribed for recovery of past Employees’ Provident Fund and Employees’ State Insurance Fund dues from employers.

 

The Code on Occupational Safety, Health and Working Conditions, 2020

  • All establishments (except mines, ports and docks) employing 10 or more workers required to be registered.
  • Employers restricted from employing any employee if establishment is unregistered or its registration is cancelled.
  • Applicability threshold for factories revised to comprise manufacturing processes undertaken by up to 20 workers with aid of power and 40 workers without aid of power – smaller manufacturing units likely to be unregulated by factory-specific provisions.
  • Factories given option to obtain a common license for factory, beedi and cigar work and contract worker engagement (or any combination thereof) or a single license for any of them.
  • More workers included within Contract Labour with inclusion of inter-State migrant workers and revision of “wage ceiling” of supervisory workers to INR 18,000 per month under “worker” definition.
  • Applicability threshold for regulating Contract Labour engagement increased from 20 to 50 Contract Labour.
  • No separate Principal Employer registration needed for establishments engaging Contract Labour.
  • Single Contractor Licence de-linked from Principal Employer with 5 years validity possible if prescribed qualifications/ criteria are met else ‘work-specific contractor licence’ renewable as prescribed obtainable.
  • Contractor’s responsibility for provision of welfare facilities, such as canteen, restrooms, drinking water and first aid to Contract Labour engaged in Principal Employer’s establishment now becomes sole responsibility of Principal Employer without recourse to recovery of costs from Contractor.
  • Mandatory for contractors to issue a letter of appointment and an experience certificate to every Contract Labour.
  • Engagement of Contract Labour in core activities of an establishment permitted only in few circumstances.
  • Central Government to have overriding power to regulate general safety and health of persons residing in India during an epidemic, pandemic or disaster.

 

The Industrial Relations Code, 2020

  • “Industry” definition revised to mean any systemic activity between employer and workers for production, supply or distribution of goods or services for satisfying human wants or wishes that are not merely spiritual or religious, irrespective of whether activity is pursued with a profit motive or has capital investment.
  • Institutions run by organizations engaged in charitable, social or philanthropic service and sovereign activities of the government and domestic service specifically excluded from “Industry” definition with power to Central Government to exclude any other activity.
  • Supervisory employees earning wages up to INR 18,000 per month brought within “worker” definition and thus made eligible for, amongst others, receipt of retrenchment compensation.
  • Grievance Redressal Committee (GRC) to comprise of maximum 10 members instead of 6 with adequate representation of women workers.
  • Limitation period of 1 year prescribed for presenting grievances to GRC.
  • A grievance that remains unresolved by GRC and GRC’s decisions made subject to conciliation proceedings.
  • ‘Industrial Establishment or Undertaking’ defined to mean an establishment where an industry is carried on.
  • Applicability threshold for Certified Standing Orders (CSOs) increased from 100 to 300 or more workers thereby removing CSO requirement for new smaller industrial establishments – industrial establishments having CSOs need to continue with CSOs provided they are not inconsistent with Code.
  • Unless a specific or conditional exemption is granted, Information Technology (IT)/ Information Technology-enabled Services (ITeS) units would need to have CSOs.
  • Fixed-term workers of establishments that need to have CSOs become eligible to fixed-term worker benefits, including gratuity, if they render service for 1 year.
  • Definition of “Strike” expanded to include concerted or mass casual leave by 50% or more workers on a given day.
  • Workers of all industrial establishments required to give 60 days’ advance notice of strike and prohibited from proceeding on strike in first 14 days of such notice. Similar requirements prescribed for employers in relation to lock-outs. The intent is to deter workers and employers from indulging in arbitrary strikes and lock-outs.
  • ‘Negotiating Union/ Council’ to be recognized as ‘Sole Negotiating Body’ for negotiations with employer of industrial establishment on prescribed matters.
  • A registered trade union that is the only trade union in an establishment or has a membership of minimum 51% workers needs to be recognized as ‘Sole Negotiating Body’ of such establishment.
  • In case of multiple trade unions without a single trade union commanding majority, a ‘Negotiating Council’ needs to be constituted by representatives of all major trade unions having at least 20% workers as members to function as ‘Sole Negotiating Body’.
  • To protect interest of workers, a time limit of 90 days’ is introduced for completion of investigation/ inquiry into misconduct by a worker that involves his suspension.
  • Employers need to contribute 15 days’ last drawn wages of each retrenched worker to Worker Re-skilling Fund as an added cost towards retrenched workers.
  • Retrenched workers entitled to receive an amount equivalent to 15 days of their last drawn wages from the Worker Re-skilling Fund within 45 days of retrenchment.

 

As an immediate step, all employers need to modify their existing employment agreements to align them with the new legal requirements. Contractors need to issue appointment letters and experience certificates to their contract employees. Businesses in the services sector need to have CSOs in place and modify all their existing contracts and agreements accordingly or obtain an exemption from the CSO requirement. Managerial employees at senior levels who are currently exempt under some of the existing laws need to be covered under the Labour Codes. Restructuring of employee compensation needs to be undertaken at all levels and the way various employee benefits are computed needs to change. Apart from all this, due to the new operational compliances, new licenses/registrations may be needed, GRC may need to be constituted/ reconstituted, additional occupational health, safety and other welfare measures may need to be undertaken, and almost all workplace policies may need to be modified.

The enforcement of the 4 Labour Codes signals a business-friendly ecosystem in India which will aid in achieving a win-win for corporates and their workforce, boost investors’ confidence and not only attract new foreign players to India but also encourage existing players to expand their Indian operations. Balancing interests of employers and workers will go a long way in enhancing workforce participation as India moves towards achieving its goal of Viksit Bharat 2047.

 

The co-authors for this blog are:

Minu Dwivedi
Partner

Prashaant Malaviya
Associate

Ritwik Ghosh
Junior Associate

Shruti Rana
Intern