\n
Four
\nLabour Codes (a) Code on Wages, (b) Industrial Relations Code, (c) Social
\nSecurity Code, and (d) Occupational Safety, Health and Working Conditions Code
\nhave come into force from today, i.e. 21st November 2025. These four Codes have
\nsubsumed 29 labour laws. The main change is the subsuming of the Industrial
\nDisputes Act 1947. Absence of disputes implies a harmonious relationship
\nbetween labour and management. Therefore, every industrial relations
\nlegislation necessarily aims at providing conditions congenial to industrial
\npeace. Almost all interruptions are due to industrial disputes. The object of
\nall labour legislation around the world is to ensure fair wages and prevent
\ndisputes. <\/span><\/p>\n\n
From now onward, it will be part of the
\nIndustrial Relations Code. Apart from the Industrial Disputes Act, the other
\ntwo acts which have been subsumed within it are:<\/span> the
\nTrade Union Act <\/span>and the Industrial Employment (Standing Orders). Not many changes
\nhave been made in this code from other labour acts. However, this restructuring
\nensures <\/span>uniformity in working hours, overtime pay, and worker protections<\/span><\/strong>,<\/span><\/b> aligning India\u2019s
\nlabour ecosystem with global standards. Therefore, these changes are bound to
\nimpact <\/span>every category of worker, including corporate
\nemployees, factory workers, gig workers, and those in the unorganised sector.
<\/span>Universal Minimum Wage<\/span><\/strong>
The government will now set a statutory floor wage based on minimum living
\nstandards. States must ensure their minimum wages remain above the statutory
\nfloor wage, creating nationwide uniformity. For the first time, all employees,
\nincluding unorganised-sector workers, are covered. The new wage definition
\nbrings clarity. \u201cWages\u201d will now include basic pay, dearness allowance, and
\nretaining allowance. At least 50% of total compensation must be basic pay,
\npreventing companies from inflating allowances. This change may lead to lower
\ntake-home salaries but higher PF and gratuity benefits, as per labour experts
\nquoted in earlier policy discussions.
<\/span>Gender Equality <\/span><\/strong>
The codes prohibit gender-based wage discrimination, ensuring equal pay for
\nequal work. Timely wage payment rules now apply to all employees earning up to
\nRs 24,000 per month, widening protection.
<\/span>Work Hours and Overtime <\/span><\/strong>
The weekly cap remains 48 hours. Daily limits may be increased, but overtime
\nmust be paid at twice the normal rate. For the first time, work-from-home
\nprovisions are officially recognised, especially for services and IT sectors,
\ngiving companies and employees more flexibility. Gig and platform workers,
\ndrivers, delivery partners, and freelancers will receive social security
\nbenefits.
Aggregators will contribute 1\u20132% of their turnover into a dedicated
\nsocial-security fund.
\u00a0<\/span>Industrial Relations: <\/span><\/strong>The threshold for requiring government approval for lay-offs,
\nretrenchment, and closure has increased from 100 to 300 workers. Employees must now give a 14-day strike notice, preventing sudden flash
\nstrikes. The codes introduce an inspector-cum-facilitator system with
\nweb-based, algorithm-driven inspections, reducing harassment. Compliance, from licenses to registers, is now digitised under the \u201cOne
\nLicense, One Registration\u201d rule.
<\/span>Gratuity for Fixed-Term Employees<\/span><\/strong>
Fixed-term workers will now get gratuity on a pro-rata basis, without needing
\nto complete five years.
<\/span>Factory and Contract Labour<\/span><\/strong>
Factories with 20 workers (with power) and 40 workers (without power) will now
\ncome under the Factory Act.
The Contract Labour Act applies to establishments with 50 or more contract
\nworkers.<\/span><\/p>\n<\/div>\n\u00a0<\/span><\/p>\n\u00a0<\/span><\/b><\/p>\n<\/div>\n\n","protected":false},"excerpt":{"rendered":"Four Labour Codes (a) Code on Wages, (b) Industrial Relations Code, (c) Social Security Code, and (d) Occupational Safety, Health and Working Conditions Code have come into force from today, i.e. 21st November 2025. These four Codes have subsumed 29 labour laws. The main change is the subsuming of the Industrial Disputes Act 1947. Absence […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[30778,17296,18223],"dealstore":[],"offerexpiration":[],"class_list":["post-320286","post","type-post","status-publish","format-standard","hentry","category-uncategorized","tag-codes","tag-implementation","tag-labour"],"yoast_head":"\n
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