The legal reforms in the Human Resource Management (HRM) in employment protection, pension, wage laws, social security requirements and workforce compliance stipulations have become the major performance determinants, and the financial structure of modern economies. (Akbar, 2025) Previously perceived as regulatory interventions or welfare based interventions, these reforms have long since become considered financially material, and have both direct and indirect impacts on corporate cash flows, balance sheets, risk exposure and market values. The increasing labour costs, the presence of long-term employee benefits, and compliance costs all have more bearing on the decision-making process of managers, capital allocation, and the competitiveness of the firm (Bustamante, 2017).