Advisory · India

Family Business & Succession.

Most of India's enterprise is family-owned — and the hardest transition is the one between generations. We help families separate ownership from management, plan succession, and put a governance structure in place that keeps both the business and the family intact.

Confidential consultation All capabilities
What we do

Protecting the business and the family.

Succession Planning

Orderly transition of leadership and ownership to the next generation, with clear roles, timelines and contingencies.

Family Constitution

A family charter that sets values, decision rights, entry/exit rules and dispute mechanisms before they are tested.

Ownership Structuring

Holding structures, trusts and shareholding arrangements — designed with our legal and tax teams for FEMA and estate efficiency.

Governance & Boards

Family councils, professional boards and the separation of family, ownership and management responsibilities.

Next-Gen Transition

Preparing and inducting the next generation, and structuring roles for non-family professional leadership.

Estate & Wealth Planning

Wills, succession documents and wealth-transfer planning coordinated with legal counsel for a clean handover.

Our approach

Discreet, neutral, lasting.

Absolute confidentiality. Family matters are sensitive; everything we discuss is private and handled with discretion.
A neutral facilitator. We hold the balance between generations and branches, focusing on what keeps the enterprise strong.
Documents that hold. Our legal and tax teams turn the plan into instruments that work under Indian law.
Common questions

Family business FAQ.

When is the right time to plan succession?
Well before it feels urgent. The best transitions are planned years ahead, while the current leader is active and able to mentor — which avoids disputes and value loss during a crisis.
What is a family constitution and is it legally binding?
A family constitution sets the family's shared values, governance and rules for the business. While the charter itself is largely a moral compact, we translate its key elements into legally binding instruments — shareholder agreements, trusts and wills — where enforceability matters.
Can you keep things neutral between family members?
Yes. We act for the enterprise and the family as a whole, facilitating difficult conversations impartially rather than taking sides between generations or branches.

Planning the next generation?

Confidential line, Hyderabad HQ: +91 94922 01497

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Common questions

Family business succession FAQ.

When should succession planning start?
Years before any transition — structures, capability development and family alignment each need time, and unplanned succession is the single biggest destroyer of Indian family-business value.
What does a succession engagement involve?
Family-governance design (councils, constitutions), ownership structuring through trusts and holding companies, next-generation role design, and the tax and legal execution — one integrated programme.
How do you handle family disagreement?
Structured facilitation with documented agreements at each step — and where consensus fails, mechanisms (buyouts, role separation) that protect both relationships and the business.