New Labour Codes 2025

Workers/Employees

i. Receive at least minimum wages applicable to skill & region.

ii. Confirm wages are national floor wage.

iii. Check wage slip received monthly.

iv. Ensure overtime rate which shall not be less than twice the normal rate of wages.

v. Fixed-term employees receive parity in wages & benefits, and gratuity after 1 year.

vi. Right to Equal Remuneration (no gender-based discrimination in wages & recruitment).

vii. Right to Claim Unpaid Wages / Wrongful Deductions / Bonus.

viii. Eligible for bonus 8.33%-20% if below wage ceiling.

i. Covered under EPF if establishment $\ge$ 20 employees (or voluntary).

ii. Covered under ESIC if applicable, check if hazardous occupation.

iii. Gig/platform workers registered on National Database.

iv. Migrant workers registered for benefit portability.

i. Eligible for bonus 8.33%-20% if below wage ceiling

ii. Maternity benefits (women workers):

a) 26 weeks paid leave.

b) Nursing breaks.

c) ₹3,500 medical bonus (if facilities not provided).

d) Work-from-home option after childbirth (if agreed).

i. Access to safe workplace & protective equipment.

ii. Annual health check-up provided.

iii. Crèche facility if establishment has $\ge$ 50 workers.

iv. Safety committee present (if thresholds met).

v. Right to report accidents including commuting accidents.

vi. Women are allowed to work between 6 AM to 7 PM subject to conditions. The Government may also prohibit women from working in certain establishments that could pose danger to their safety and health.

i. 14 days' notice before participating in a strike.

ii. Protected from discrimination based on gender/trans identity.

iii. Representation in Grievance Redressal Committees (women proportionate to workforce).

Employers

i. Ensure "Wages" = minimum 50% of total CTC (cap on exclusions).

ii. Pay wages within statutory timelines: a) Daily: end of shift; b) Weekly: before weekly holiday; c) Fortnightly: within 2 days; d) Monthly: within 7 days; e) Termination dues: within 2 days.

iii. Issue wage slips every month.

iv. Ensure payment to piece-rate workers meets minimum time rate.

i. Prepare Standing Orders if workforce $\ge$ 300.

ii. Union recognition: if 51% membership $\rightarrow$ negotiate with that union.

iii. Maintain digital registers, single annual return, e-records.

iv. Use Inspector-cum-Facilitator mechanism for cooperative compliance.

v. File for single registration & 5-year unified licence.

vi. Maintain registers of wages, deductions, fines, overtime, and bonus, in formats prescribed by rules.

vii. Provide wage slips and records electronically, where applicable.

viii. Display or provide notices wherever required (e.g., wage rates, working hours, payment dates).

i. Register employees under EPFO & ESIC as applicable. Register any person before taking him into employment. Registration shall be completed on an online portal (to be specified) through Aadhaar.

ii. Ensure ESIC for hazardous occupations regardless of establishment size.

iii. Ensure EPF inquiries completed within 2 years (limitation).

iv. Provide contribution details transparently to workers.

v. Fails to provide insurance to its employee, he shall be liable to pay the exact amount of benefit to the employee is as if the negligence or failure did not occur.

vi. Maintain records and register the details, electronically or otherwise, the number of employees, wages, number of days and hours worked, number of leaves, deductions, any accidents or bodily injuries, cess paid, vacancies and other details.

i. Conduct risk assessments, exposure monitoring & medical exams.

ii. Provide free annual health check-ups.

iii. Set up crèche if 50 workers.

iv. Establish Safety Committee if thresholds met: a) Factories 500; b) BOCW 250; c) Mines 100.

v. Provide protective equipment, safety protocols, emergency drills.

vi. Provide uniform and adequate measures by employers for the welfare of employees. It includes hygienic work environment with ventilation, temperature and humidity, sufficient space, drinking water.

vii. Ensure suitable and hygienic facilities for washrooms, medical examinations, creches, first-aid boxes, sitting arrangements, canteens, locker rooms etc.

viii. Ensure there is an ambulance room in every factory, mine and construction site employing 500 workers or more; and welfare officer in every factory, mine or plantation employing 250 workers or more.

i. Ensure contract labour threshold compliance (now 50).

ii. Provide welfare facilities & ensure unpaid wages of contractors are settled.

iii. Register & support migrant workers for benefit portability.

iv. Ensure journey allowance for inter-state migrant workers.

v. Verify that contractors follow minimum wage, payment deadlines, permitted deductions, and bonus rules.

vi. Employers can later recover amounts from the contractor but cannot delay payments to workers.

i. No gender or transgender discrimination in employment or wages.

ii. Women allowed night work with safeguards (transport, security).

iii. Ensure women representation in advisory & grievance committees.

iv. Equal opportunity in hiring, wage rates, and bonus entitlement for men, women, and transgender persons if applicable under rules.

v. Provide maternity benefits (26 weeks).

i. Respond to improvement notices within 30 days.

ii. Compounding procedures (50%-75% of fine) for minor offence. s.

iii. Maintain documentation for time-bound dispute mechanisms.

iv. Ensure compensation payment from 50% of fines where applicable.

Contractors

Registration & Licensing

i. Register under the OSHWC Code if employing 50 contract workers.

ii. Obtain required contractor licence (now digitised & centralised).

iii. Maintain single annual return digitally.

i. Pay wages at minimum wage or above.

ii. Ensure wages comply with the 50% wage structure rule.

iii. Provide wage slip or passbook to contract workers.

iv. Ensure timely wage payment; employer is liable if contractor defaults.

v. Deposit EPF/ESIC contributions for eligible contract labour.

i. Provide PPE, safety training & adherence to employer's safety rules.

ii. Ensure contract workers are included in workplace safety committees where applicable.

iii. Report accidents immediately (including commuting accidents).

i. Register all migrant workers on portals.

ii. Provide journey allowance & ensure portability of benefits.

iii. Provide boarding, lodging & helpline awareness.

Worker Rights & Inclusion

i. No discrimination based on gender or transgender identity.

ii. Provide equal wages for equal work.

iii. Ensure maternity, overtime & leave benefits are honoured if applicable.

Documentation & Transparency

i. Maintain records of deployment, attendance, wages, EPF/ESIC.

ii. Share documentation with principal employer for audits. Comply with inspections via inspector-cum-facilitator.

The Code specifies penalties for offences committed by an employer, such as

(i) paying less than the due wages, or

(ii) for contravening any provision of the Code.

Penalties vary depending on the nature of offence, with the maximum penalty being imprisonment for 3 months along with a fine of up to INR 1,00,000.