{"id":356079,"date":"2026-02-14T17:50:05","date_gmt":"2026-02-14T12:20:05","guid":{"rendered":"https:\/\/forumias.com\/blog\/?p=356079"},"modified":"2026-02-14T17:50:05","modified_gmt":"2026-02-14T12:20:05","slug":"labour-codes-explained-pointwise","status":"publish","type":"post","link":"https:\/\/forumias.com\/blog\/labour-codes-explained-pointwise\/","title":{"rendered":"Labour Codes- Explained Pointwise"},"content":{"rendered":"<p>In November 2025, the Government of India implemented all four Labour Codes \u2014 the Code on Wages, the Industrial Relations Code, the Code on Social Security and the Occupational Safety, Health and Working Conditions Code \u2014 with effect from 21 November 2025, <span style=\"color: #ff0000;\">replacing and consolidating 29 existing labour laws<\/span>.<\/p>\n<p>This reform aims to modernise labour governance, improve worker welfare, and align labour practices with emerging workplace trends, paving the way for a future-ready workforce and more resilient industries under the vision of Aatmanirbhar Bharat.<\/p>\n<table style=\"width: 100%; border-collapse: collapse; border-style: solid;\">\n<tbody>\n<tr>\n<td style=\"width: 100%; text-align: center;\"><strong>Table of Content<\/strong><\/td>\n<\/tr>\n<tr>\n<td style=\"width: 100%;\"><a href=\"#h1\">Labour and Constitutional Rights in India<\/a><br \/>\n<a href=\"#h2\">Overview of Labour Codes<\/a><br \/>\n<a href=\"#h3\">Comparison of the Labour Ecosystem Before and After Labour Codes<\/a><br \/>\n<a href=\"#h4\">Benefits of Labour Reforms Across Key Sectors<\/a><br \/>\n<a href=\"#h5\">Challenges with the New Labour Codes<\/a><br \/>\n<a href=\"#h6\">Way Forward<\/a><\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<ul>\n<li>The implementation of India\u2019s labour codes marks a decisive shift towards greater financial inclusion of the workforce by embedding social security, income protection, and long-term financial safeguards into the employment relationship. By consolidating multiple fragmented labour laws, the codes aim not only to modernise labour governance but also to ensure that the gains of economic growth are shared more equitably with workers.<\/li>\n<li>These reforms are fundamentally designed to correct long-standing exclusions and integrate millions of workers into formal systems of financial and social security.<\/li>\n<\/ul>\n<table style=\"border-style: solid; background-color: #f7f7f7;\">\n<tbody>\n<tr>\n<td>\n<h2><span style=\"text-decoration: underline;\">Labour and Constitutional Rights in India<\/span>:<\/h2>\n<p><span style=\"font-weight: 400;\">The <\/span><b>Constitution of India<\/b><span style=\"font-weight: 400;\"> provides several safeguards and rights concerning labour and workers:<\/span><\/p>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Article 19(1)(c):<\/b><span style=\"font-weight: 400;\"> Grants all citizens the <\/span><b>right to form associations or unions<\/b><span style=\"font-weight: 400;\">, enabling collective bargaining and organisation of workers.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Article 23:<\/b><span style=\"font-weight: 400;\"> Prohibits <\/span><b>forced labour<\/b><span style=\"font-weight: 400;\">, making it unconstitutional to compel any person to work against their will.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Article 24:<\/b><span style=\"font-weight: 400;\"> Prohibits <\/span><b>child labour<\/b><span style=\"font-weight: 400;\">, specifically banning the employment of children below <\/span><b>14 years in hazardous occupations or processes<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Article 38(1) &amp; 38(2):<\/b>\n<ol style=\"list-style-type: lower-alpha;\">\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Directs the state to <\/span><b>promote the welfare of the people<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Seeks to <\/span><b>reduce economic inequalities<\/b><span style=\"font-weight: 400;\">, including income disparities.<\/span><\/li>\n<\/ol>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Article 43(A):<\/b><span style=\"font-weight: 400;\"> Provides for <\/span><b>workers\u2019 participation in the management of industrial and other undertakings<\/b><span style=\"font-weight: 400;\">, fostering cooperative industrial relations.<\/span><\/li>\n<\/ol>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h2><a id=\"h2\"><\/a>Overview of Labour Codes<\/h2>\n<table style=\"border-style: solid; border-color: #000000; background-color: #f9faf2;\">\n<tbody>\n<tr>\n<td style=\"text-align: center;\"><b>Labour Codes<\/b><\/td>\n<td style=\"text-align: center;\"><b>Major Acts Subsumed<\/b><\/td>\n<td style=\"text-align: center;\"><b>Key Provisions<\/b><\/td>\n<\/tr>\n<tr>\n<td><b>Code on Wages, 2019<\/b><\/td>\n<td><span style=\"font-weight: 400;\">&#8211; Payment of Wages Act, 1936<\/span><\/p>\n<p><span style=\"font-weight: 400;\">&#8211; Minimum Wages Act, 1948<\/span><\/p>\n<p><span style=\"font-weight: 400;\">&#8211; Payment of Bonus Act, 1965<\/span><\/p>\n<p><span style=\"font-weight: 400;\">&#8211; Equal Remuneration Act, 1976<\/span><\/td>\n<td>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Establishes a <\/span><b>uniform definition of \u2018wages\u2019<\/b><span style=\"font-weight: 400;\"> for all workers.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Mandates <\/span><b>timely payment of wages<\/b><span style=\"font-weight: 400;\"> to every employee.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Introduces a <\/span><b>national minimum wage<\/b><span style=\"font-weight: 400;\">, adjustable by states above the central floor.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ensures <\/span><b>equal remuneration<\/b><span style=\"font-weight: 400;\"> for men and women performing the same or similar work.<\/span><\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<tr>\n<td><b>Industrial Relations Code, 2020<\/b><\/td>\n<td><span style=\"font-weight: 400;\">-Trade Unions Act, 1926<\/span><\/p>\n<p><span style=\"font-weight: 400;\">&#8211; Industrial Employment (Standing Orders) Act, 1946<\/span><\/p>\n<p><span style=\"font-weight: 400;\">&#8211; Industrial Disputes Act, 1947<\/span><\/td>\n<td>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Simplifies <\/span><b>trade union registration and recognition<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Introduces <\/span><b>negotiation unions or councils<\/b><span style=\"font-weight: 400;\"> for dispute resolution.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Sets conditions for strikes, including a 60-day notice period for strikes in public utility services.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Establishes <\/span><b>grievance redressal mechanisms<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Raises threshold for prior government permission for closure, lay-off, or retrenchment from <\/span><b>100 to 300 workers<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Introduces fixed-term employment, providing flexibility for employers while ensuring protection for workers.<\/span><\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<tr>\n<td><b>Code on Social Security, 2020<\/b><\/td>\n<td><span style=\"font-weight: 400;\">&#8211; Employees\u2019 Provident Funds and Miscellaneous Provisions Act, 1952;<br \/>\n<\/span><span style=\"font-weight: 400;\">&#8211; Employees\u2019 State Insurance Act, 1948;<br \/>\n<\/span><span style=\"font-weight: 400;\">&#8211; Maternity Benefit Act, 1961;<br \/>\n<\/span><span style=\"font-weight: 400;\">&#8211; Payment of Gratuity Act, 1972;<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><span style=\"font-weight: 400;\">&#8211; Unorganised Workers Social Security Act, 2008<\/span><\/td>\n<td>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Expands <\/span><b>employee definition<\/b><span style=\"font-weight: 400;\"> to include <\/span><b>gig and platform workers<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Introduces <\/span><b>social security schemes<\/b><span style=\"font-weight: 400;\"> for gig, platform, and unorganised workers.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Mandates creation of a <\/span><b>social security fund<\/b><span style=\"font-weight: 400;\"> for unorganised workers.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Provides <\/span><b>maternity benefits and gratuity<\/b><span style=\"font-weight: 400;\"> to women workers, including those in the unorganised sector.<\/span><\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<tr>\n<td><b>Occupational Safety, Health and Working Conditions (OSHWC) Code, 2020<\/b><\/td>\n<td><span style=\"font-weight: 400;\">-Factories Act, 1948<\/span><\/p>\n<p><span style=\"font-weight: 400;\">-Mines Act, 1952<\/span><\/p>\n<p><span style=\"font-weight: 400;\">-Contract Labour (Regulation and Abolition) Act, 1970<\/span><\/p>\n<p><span style=\"font-weight: 400;\">-Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Act, 1979<\/span><\/td>\n<td>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Ensures <\/span><b>health, safety, and welfare<\/b><span style=\"font-weight: 400;\"> for all workers.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Mandates <\/span><b>annual health check-ups<\/b><span style=\"font-weight: 400;\"> for employees.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Regulates <\/span><b>working hours and conditions<\/b><span style=\"font-weight: 400;\"> for different sectors.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Introduces a <\/span><b>single licensing mechanism<\/b><span style=\"font-weight: 400;\"> for contractors and employers.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Increases <\/span><b>thresholds for contract labour applicability<\/b><span style=\"font-weight: 400;\"> and prohibits contract labour in core activities, with certain exceptions.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Shifts primary responsibility for welfare facilities from <\/span><b>contractors to principal employers<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<\/ul>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h2><a id=\"h3\"><\/a><strong>Comparison of the Labour Ecosystem Before and After Labour Codes<\/strong><\/h2>\n<table style=\"height: 1140px; width: 100%; border-collapse: collapse; border-style: solid; border-color: #000000; background-color: #e1f6f7;\">\n<tbody>\n<tr style=\"height: 30px; background-color: #e6e1e1;\">\n<td style=\"width: 25.3526%; height: 30px; text-align: center;\"><strong>Parameter<\/strong><\/td>\n<td style=\"width: 35.389%; height: 30px; text-align: center;\"><strong>Pre-Labour Reforms<\/strong><\/td>\n<td style=\"width: 39.2583%; height: 30px; text-align: center;\"><strong>Post-Labour Reforms<\/strong><\/td>\n<\/tr>\n<tr style=\"height: 120px;\">\n<td style=\"width: 25.3526%; height: 120px;\"><strong>Formalisation of Employment<\/strong><\/td>\n<td style=\"width: 35.389%; height: 120px;\">No mandatory appointment letters.<\/td>\n<td style=\"width: 39.2583%; height: 120px;\">Written appointment letters mandatory for all workers, ensuring transparency, job security, and formal employment.<\/td>\n<\/tr>\n<tr style=\"height: 180px;\">\n<td style=\"width: 25.3526%; height: 180px;\"><strong>Social Security Coverage<\/strong><\/td>\n<td style=\"width: 35.389%; height: 180px;\">Limited coverage; many workers, especially in the informal sector, remained outside the social security net.<\/td>\n<td style=\"width: 39.2583%; height: 180px;\">Under the <strong>Code on Social Security, 2020<\/strong>, all workers\u2014including gig and platform workers\u2014are eligible for PF, ESIC, insurance, and other social security benefits.<\/td>\n<\/tr>\n<tr style=\"height: 150px;\">\n<td style=\"width: 25.3526%; height: 150px;\"><strong>Minimum Wages<\/strong><\/td>\n<td style=\"width: 35.389%; height: 150px;\">Minimum wages applied only to scheduled industries\/employments, leaving large segments uncovered<\/td>\n<td style=\"width: 39.2583%; height: 150px;\">Under the Code on Wages, 2019, every worker has a statutory right to minimum wages. Timely payment and wage protection enhance financial security.<\/td>\n<\/tr>\n<tr style=\"height: 150px;\">\n<td style=\"width: 25.3526%; height: 150px;\"><strong>Preventive Healthcare<\/strong><\/td>\n<td style=\"width: 35.389%; height: 150px;\">No legal mandate for employers to provide annual health check-ups<\/td>\n<td style=\"width: 39.2583%; height: 150px;\">Employers are required to provide <strong>free annual health check-ups to workers aged 40+<\/strong>, promoting preventive healthcare and timely diagnosis.<\/td>\n<\/tr>\n<tr>\n<td style=\"width: 25.3526%;\"><strong>Timely Wages<\/strong><\/td>\n<td style=\"width: 35.389%;\">No strict compliance requirement for timely wage payments.<\/td>\n<td style=\"width: 39.2583%;\"><strong>Employers must ensure timely payment of wages<\/strong>, improving financial stability and worker morale while reducing exploitation.<\/td>\n<\/tr>\n<tr style=\"height: 180px;\">\n<td style=\"width: 25.3526%; height: 180px;\"><strong>Women Workforce Participation<\/strong><\/td>\n<td style=\"width: 35.389%; height: 180px;\">Women faced restrictions on night shifts and certain occupations<\/td>\n<td style=\"width: 39.2583%; height: 180px;\">Women are permitted to work in all occupations, including night shifts, with consent and adequate safety measures, enhancing access to high-paying opportunities<\/td>\n<\/tr>\n<tr style=\"height: 180px;\">\n<td style=\"width: 25.3526%; height: 180px;\"><strong>ESIC Coverage<\/strong><\/td>\n<td style=\"width: 35.389%; height: 180px;\">Limited to notified areas; establishments with fewer than 10 workers were largely excluded; hazardous units had non-uniform coverage.<\/td>\n<td style=\"width: 39.2583%; height: 180px;\"><strong>ESIC benefits extended PAN-India:<\/strong> voluntary for establishments with fewer than 10 workers, and mandatory for even one worker in hazardous processes, ensuring wider social protection.<\/td>\n<\/tr>\n<tr style=\"height: 120px;\">\n<td style=\"width: 25.3526%; height: 120px;\"><strong>Compliance Burden<\/strong><\/td>\n<td style=\"width: 35.389%; height: 120px;\">Multiple registrations, licences, and returns under separate laws<\/td>\n<td style=\"width: 39.2583%; height: 120px;\"><strong>Single registration, PAN-India licence<\/strong>, and unified return reduce compliance burden and simplify processes for businesses.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h2><a id=\"h4\"><\/a><strong>Benefits of Labour Reforms Across Key Sectors<\/strong><\/h2>\n<p><strong>1. Fixed-Term Employees (FTE):<\/strong><\/p>\n<ul>\n<li>FTEs will receive all benefits equal to permanent workers, such as leave, medical benefits and social security.<\/li>\n<li>Gratuity eligibility reduced from five years to one year of continuous service.<\/li>\n<li>Equal wages with permanent employees ensure higher income and better protection.<\/li>\n<li>Encourages direct hiring, reducing excessive contractual dependence.<\/li>\n<\/ul>\n<p data-start=\"568\" data-end=\"602\"><strong>2. Gig &amp; Platform Workers:<\/strong><\/p>\n<ul>\n<li data-start=\"605\" data-end=\"695\">For the first time, <strong data-start=\"625\" data-end=\"694\">\u2018Gig work\u2019, \u2018Platform work\u2019 and \u2018Aggregators\u2019 are legally defined<\/strong>.<\/li>\n<li data-start=\"698\" data-end=\"824\">Aggregators must contribute <strong data-start=\"726\" data-end=\"753\">1\u20132% of annual turnover<\/strong> (capped at 5% of payments made\/payable to workers) for worker welfare.<\/li>\n<li data-start=\"827\" data-end=\"953\"><strong data-start=\"827\" data-end=\"876\">Aadhaar-linked Universal Account Number (UAN)<\/strong> enables fully portable social security benefits across states and migration.<\/li>\n<\/ul>\n<p><strong>3. Contract Workers:<\/strong><\/p>\n<ul>\n<li>Fixed-term employment increases employability, ensuring <strong data-start=\"1042\" data-end=\"1109\">legal and social security benefits equal to permanent employees<\/strong>.<\/li>\n<li data-start=\"1113\" data-end=\"1188\">FTEs become eligible for <strong data-start=\"1138\" data-end=\"1165\">gratuity after one year<\/strong> of continuous service.<\/li>\n<li data-start=\"1191\" data-end=\"1284\"><strong data-start=\"1191\" data-end=\"1214\">Principal employers<\/strong> must provide social security and health benefits to contract workers.<\/li>\n<li data-start=\"1287\" data-end=\"1345\">Workers are entitled to a <strong data-start=\"1313\" data-end=\"1344\">free annual health check-up<\/strong>.<\/li>\n<\/ul>\n<p><strong data-start=\"1352\" data-end=\"1372\">4. Women Workers:<\/strong><\/p>\n<ul>\n<li>Gender discrimination is legally prohibited; <strong data-start=\"1420\" data-end=\"1459\">equal pay for equal work is ensured<\/strong>.<\/li>\n<li data-start=\"1463\" data-end=\"1608\">Women can work <strong data-start=\"1478\" data-end=\"1519\">night shifts and in all types of work<\/strong>, including underground mining and heavy machinery, <strong data-start=\"1571\" data-end=\"1607\">with consent and safety measures<\/strong>.<\/li>\n<li data-start=\"1611\" data-end=\"1683\"><strong data-start=\"1611\" data-end=\"1682\">Mandatory representation of women on grievance redressal committees<\/strong>.<\/li>\n<li data-start=\"1686\" data-end=\"1794\">Family definition expanded to include <strong data-start=\"1724\" data-end=\"1762\">parents-in-law for women employees<\/strong>, increasing dependent coverage.<\/li>\n<\/ul>\n<p><strong data-start=\"1801\" data-end=\"1821\">5. Youth Workers:<\/strong><\/p>\n<ul>\n<li><strong data-start=\"1824\" data-end=\"1851\">Minimum wage guaranteed<\/strong> for all workers.<\/li>\n<li data-start=\"1871\" data-end=\"1961\">Mandatory <strong data-start=\"1881\" data-end=\"1904\">appointment letters<\/strong> ensure formal employment and employment history records.<\/li>\n<li data-start=\"1964\" data-end=\"2036\">Employers must <strong data-start=\"1979\" data-end=\"2010\">pay wages even during leave<\/strong>, preventing exploitation.<\/li>\n<li data-start=\"2039\" data-end=\"2143\">Workers to receive wages as per <strong data-start=\"2071\" data-end=\"2104\">Central Government floor wage<\/strong>, enabling a decent standard of living.<\/li>\n<\/ul>\n<p><strong data-start=\"2150\" data-end=\"2169\">6. MSME Workers:<\/strong><\/p>\n<ul>\n<li>All MSME workers covered under the <strong data-start=\"2207\" data-end=\"2237\">Social Security Code, 2020<\/strong>, based on employee count.<\/li>\n<li data-start=\"2266\" data-end=\"2304\">Minimum wages ensured for all workers.<\/li>\n<li data-start=\"2307\" data-end=\"2399\">Workers get access to <strong data-start=\"2329\" data-end=\"2368\">canteens, drinking water, restrooms<\/strong>, and other welfare facilities.<\/li>\n<li data-start=\"2402\" data-end=\"2470\">Provides <strong data-start=\"2411\" data-end=\"2469\">standard working hours, paid leave and double overtime<\/strong>.<\/li>\n<li data-start=\"2473\" data-end=\"2510\"><strong data-start=\"2473\" data-end=\"2509\">Timely wage payment is mandatory<\/strong>.<\/li>\n<\/ul>\n<p><strong data-start=\"2517\" data-end=\"2545\">7. Beedi &amp; Cigar Workers:<\/strong><\/p>\n<ul>\n<li>Minimum wages guaranteed.<\/li>\n<li data-start=\"2576\" data-end=\"2643\">Working hours fixed at <strong data-start=\"2599\" data-end=\"2642\">8\u201312 hours a day; 48 hours per week cap<\/strong>.<\/li>\n<li data-start=\"2646\" data-end=\"2716\">Overtime is <strong data-start=\"2658\" data-end=\"2671\">voluntary<\/strong> and paid at <strong data-start=\"2684\" data-end=\"2715\">double the normal wage rate<\/strong>.<\/li>\n<li data-start=\"2719\" data-end=\"2747\">Timely wage payment ensured.<\/li>\n<li data-start=\"2750\" data-end=\"2820\">Workers become <strong data-start=\"2765\" data-end=\"2819\">eligible for bonus after 30 days of work in a year<\/strong>.<\/li>\n<\/ul>\n<p><strong data-start=\"2827\" data-end=\"2852\">8. Plantation Workers:<\/strong><\/p>\n<ul>\n<li>Covered under the <strong data-start=\"2873\" data-end=\"2912\">OSHWC Code and Social Security Code<\/strong>.<\/li>\n<li data-start=\"2916\" data-end=\"2999\">Codes apply to plantations with <strong data-start=\"2948\" data-end=\"2998\">more than 10 workers or on 5+ hectares of land<\/strong>.<\/li>\n<li data-start=\"3002\" data-end=\"3067\"><strong data-start=\"3002\" data-end=\"3031\">Mandatory safety training<\/strong> for handling and storing chemicals.<\/li>\n<li data-start=\"3070\" data-end=\"3144\"><strong data-start=\"3070\" data-end=\"3100\">Protective gear compulsory<\/strong> to prevent accidents and chemical exposure.<\/li>\n<li data-start=\"3147\" data-end=\"3249\">Workers and families receive <strong data-start=\"3176\" data-end=\"3207\">full ESI medical facilities<\/strong>, and <strong data-start=\"3213\" data-end=\"3248\">education benefits for children<\/strong>.<\/li>\n<\/ul>\n<p><strong data-start=\"3256\" data-end=\"3299\">9. Audio-Visual &amp; Digital Media Workers:<\/strong><\/p>\n<ul>\n<li>Workers such as journalists, dubbing artists and stunt persons get <strong data-start=\"3369\" data-end=\"3402\">full social security benefits<\/strong>.<\/li>\n<li data-start=\"3406\" data-end=\"3473\"><strong data-start=\"3406\" data-end=\"3439\">Mandatory appointment letters<\/strong>, defining wages and entitlements.<\/li>\n<li data-start=\"3476\" data-end=\"3505\">Timely wage payment enforced.<\/li>\n<li data-start=\"3508\" data-end=\"3581\">Overtime requires consent and is paid at <strong data-start=\"3549\" data-end=\"3580\">double the normal wage rate<\/strong>.<\/li>\n<\/ul>\n<p><strong data-start=\"3588\" data-end=\"3608\">10. Mine Workers:<\/strong><\/p>\n<ul>\n<li>The Social Security Code treats <strong data-start=\"3643\" data-end=\"3696\">certain commuting accidents as employment-related<\/strong>, under specific conditions.<\/li>\n<li data-start=\"3727\" data-end=\"3800\">Central Government will notify <strong data-start=\"3758\" data-end=\"3799\">uniform occupational safety standards<\/strong>.<\/li>\n<li data-start=\"3803\" data-end=\"3848\">Workers get <strong data-start=\"3815\" data-end=\"3847\">free annual health check-ups<\/strong>.<\/li>\n<li data-start=\"3851\" data-end=\"3946\">Working hours limited to <strong data-start=\"3876\" data-end=\"3917\">8\u201312 hours per day, 48 hours per week<\/strong>, ensuring work-life balance.<\/li>\n<\/ul>\n<p><strong data-start=\"3953\" data-end=\"3987\">11. Hazardous Industry Workers:<\/strong><\/p>\n<ul>\n<li><strong data-start=\"3990\" data-end=\"4022\">Free annual health check-ups<\/strong> for all workers.<\/li>\n<li data-start=\"4042\" data-end=\"4101\">National safety standards framed by the Central Government.<\/li>\n<li data-start=\"4104\" data-end=\"4242\">Women can work in hazardous sectors, including underground mining and heavy machinery, <strong data-start=\"4191\" data-end=\"4241\">with equal opportunities and safety safeguards<\/strong>.<\/li>\n<li data-start=\"4245\" data-end=\"4354\"><strong data-start=\"4245\" data-end=\"4299\">Mandatory safety committee at every hazardous site<\/strong> for workplace monitoring and chemical handling safety.<\/li>\n<\/ul>\n<p><strong data-start=\"4361\" data-end=\"4384\">12. Textile Workers:<\/strong><\/p>\n<ul>\n<li>All migrant textile workers (direct, contract-based, self-migrated) get <strong data-start=\"4459\" data-end=\"4512\">equal wages, welfare benefits and PDS portability<\/strong>.<\/li>\n<li data-start=\"4516\" data-end=\"4594\">Workers can claim dues up to <strong data-start=\"4545\" data-end=\"4565\">three years back<\/strong>, easing dispute settlements.<\/li>\n<li data-start=\"4597\" data-end=\"4647\">Overtime wages must be <strong data-start=\"4620\" data-end=\"4646\">double the normal rate<\/strong>.<\/li>\n<\/ul>\n<p><strong data-start=\"4654\" data-end=\"4679\">13. IT &amp; ITES Workers:<\/strong><\/p>\n<ul>\n<li>Salary must be released <strong data-start=\"4706\" data-end=\"4735\">by the 7th of every month<\/strong>.<\/li>\n<li data-start=\"4739\" data-end=\"4810\"><strong data-start=\"4739\" data-end=\"4767\">Equal pay for equal work<\/strong>, with strengthened participation of women.<\/li>\n<li data-start=\"4813\" data-end=\"4880\">Women allowed night shifts with opportunities to earn higher wages.<\/li>\n<li data-start=\"4883\" data-end=\"4980\">Mechanisms established for <strong data-start=\"4910\" data-end=\"4979\">timely resolution of harassment, discrimination and wage disputes<\/strong>.<\/li>\n<li data-start=\"4983\" data-end=\"5075\">Social security ensured through <strong data-start=\"5015\" data-end=\"5074\">fixed-term employment and mandatory appointment letters<\/strong>.<\/li>\n<\/ul>\n<p><strong data-start=\"5082\" data-end=\"5102\">14. Dock Workers:<\/strong><\/p>\n<ul>\n<li data-start=\"5105\" data-end=\"5174\">All dock workers receive <strong data-start=\"5130\" data-end=\"5173\">formal legal recognition and protection<\/strong>.<\/li>\n<li data-start=\"5177\" data-end=\"5246\">Appointment letters mandatory, guaranteeing social security benefits.<\/li>\n<li data-start=\"5249\" data-end=\"5348\">Provident fund, pension and insurance benefits apply to <strong data-start=\"5305\" data-end=\"5339\">contract and temporary workers<\/strong> as well.<\/li>\n<li data-start=\"5351\" data-end=\"5463\"><strong data-start=\"5351\" data-end=\"5394\">Annual employer-funded health check-ups<\/strong> and medical facilities, sanitation and washing areas made mandatory.<\/li>\n<\/ul>\n<p><strong data-start=\"5470\" data-end=\"5499\">15. Export Sector Workers:<\/strong><\/p>\n<ul>\n<li>Fixed-term export workers to receive <strong data-start=\"5539\" data-end=\"5589\">gratuity, PF and full social security benefits<\/strong>.<\/li>\n<li data-start=\"5593\" data-end=\"5653\">Annual leave available after <strong data-start=\"5622\" data-end=\"5652\">180 days of work in a year<\/strong>.<\/li>\n<li data-start=\"5656\" data-end=\"5750\">Right to <strong data-start=\"5665\" data-end=\"5749\">timely wage payment, no unauthorized deductions and no wage ceiling restrictions<\/strong>.<\/li>\n<li data-start=\"5753\" data-end=\"5898\">Women allowed <strong data-start=\"5767\" data-end=\"5796\">night shifts with consent<\/strong>, including guaranteed safety protocols\u2014transport, double overtime wages, CCTV, security arrangements.<\/li>\n<\/ul>\n<h2><a id=\"h5\"><\/a><strong>Challenges with the New Labour Codes:<\/strong><\/h2>\n<ol>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Uneven implementation across States:<\/b>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Labour is in the Concurrent List, so states frame their own rules.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">By mid-2025, <\/span><b>30+ states\/UTs had published draft rules<\/b><span style=\"font-weight: 400;\">, but some (e.g., West Bengal, Meghalaya) were still lagging (Ministry of Labour).<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">This has created a patchwork of protections \u2192 workers in Karnataka may enjoy better safeguards than those in Assam.<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Excessive delegation of Powers:<\/b>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Key provisions like the <\/span><b>definition of \u201cwages\u201d<\/b><span style=\"font-weight: 400;\"> or <\/span><b>thresholds for retrenchment<\/b><span style=\"font-weight: 400;\"> are left to government notifications.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">This reduces parliamentary oversight and opens scope for arbitrary decisions.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">The <\/span><b>Standing Committee on Labour (2023)<\/b><span style=\"font-weight: 400;\"> flagged this as a major concern.<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Inadequate Protection for Gig &amp; Informal Workers:<\/b>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Despite <\/span><b>30+ crore unorganised workers registered on e-Shram<\/b><span style=\"font-weight: 400;\">, benefits are still unclear.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Positive efforts by State govts: <\/span>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><b>Karnataka\u2019s 2025 law<\/b><span style=\"font-weight: 400;\"> mandating platform firms to contribute to a welfare fund.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><b>Maharashtra <\/b>mapping 10 lakh gig workers.<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><b>Telangana study<\/b><span style=\"font-weight: 400;\"> found gig workers earn ~\u20b920,000\/month but face long hours &amp; high commissions.<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Union Budget 2025\u201326 extended <\/span><b>PM-JAY health coverage<\/b><span style=\"font-weight: 400;\"> to gig workers, but a comprehensive national framework is missing.<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Weakening of collective bargaining:<\/b>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">The <\/span><b>Industrial Relations Code<\/b><span style=\"font-weight: 400;\"> requires <\/span><b>75% approval for strikes<\/b><span style=\"font-weight: 400;\">, nearly impossible in large firms.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">In 2024, trade unions held <\/span><b>nationwide protests in Delhi, Lucknow, and Kolkata<\/b><span style=\"font-weight: 400;\">, calling this provision \u201canti-labour.\u201d<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Reduced Job Security:<\/b>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Retrenchment\/closure threshold raised from <\/span><b>100 to 300 workers<\/b><span style=\"font-weight: 400;\">.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Critics say this tilts towards \u201cEase of Doing Business\u201d over worker security.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Example: <\/span><b>Gurugram auto-component firms (2024)<\/b><span style=\"font-weight: 400;\"> downsized without government approval due to the new threshold.<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Precarious Fixed-Term Contracts:<\/b>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Employers use fixed-term contracts to avoid permanency.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><b>The Supreme Court (2024)<\/b><span style=\"font-weight: 400;\"> criticised exploitative contract renewals.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><b>Telangana HC (2025)<\/b><span style=\"font-weight: 400;\"> ordered regularisation of ad hoc staff, calling repeated contracts \u201cunfair labour practice.\u201d<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Broad exemptions diluting protections:<\/b>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Governments can exempt industries in \u201cpublic interest,\u201d a vague term prone to misuse.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">This could let factories bypass rules on wages, safety, and working hours.<\/span><\/li>\n<\/ul>\n<\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><b>Low awareness &amp; compliance (MSMEs and Informal Sector):<\/b>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Many MSMEs struggle with digital compliance.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><b>CII\u2019s 2024 survey<\/b><span style=\"font-weight: 400;\">: only 46% of small firms were fully aware of labour code requirements.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"2\"><span style=\"font-weight: 400;\">Informal workers remain under-informed about e-Shram benefits.<\/span><\/li>\n<\/ul>\n<\/li>\n<\/ol>\n<h2><a id=\"h6\"><\/a><strong>Way Forward:<\/strong><\/h2>\n<ol>\n<li><b>Uniform Implementation Across States: <\/b><span style=\"font-weight: 400;\">Establish a national benchmark framework for minimum wages, occupational safety, and social security. <\/span><b>For Example<\/b><span style=\"font-weight: 400;\">&#8211; A <\/span><b>GST Council\u2013like institutional mechanism<\/b><span style=\"font-weight: 400;\"> for labour could promote inter-state harmonisation while preserving federal flexibility.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li><b>Strengthening Legislative Oversight: <\/b><span style=\"font-weight: 400;\">Ensure <\/span><b>greater legislative clarity<\/b><span style=\"font-weight: 400;\"> by embedding critical definitions (e.g., \u201cwages,\u201d retrenchment thresholds) within the Codes themselves.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li><b>Comprehensive Social Security for Gig &amp; Informal Workers: <\/b><span style=\"font-weight: 400;\">Draft a <\/span><b>National Gig and Platform Workers Policy<\/b><span style=\"font-weight: 400;\"> mandating aggregator contributions to welfare funds. The <\/span><b>e-Shram portal<\/b><span style=\"font-weight: 400;\"> should be integrated with <\/span><b>DBT-enabled schemes<\/b><span style=\"font-weight: 400;\"> covering health (PM-JAY), pensions (PM-SYM), and accident insurance for effective last-mile delivery.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li><b>Reviving Collective Bargaining Rights: <\/b><span style=\"font-weight: 400;\">Rationalise the <\/span><b>strike approval threshold<\/b><span style=\"font-weight: 400;\"> (from 75% to around 51%) to make it practical while ensuring industrial peace. Promote <\/span><b>tripartite consultations<\/b><span style=\"font-weight: 400;\"> (Government\u2013Employers\u2013Workers) for dispute resolution.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li><b>Balancing Flexibility with Worker Security: <\/b><span style=\"font-weight: 400;\">Couple greater flexibility for firms with mandatory unemployment insurance and reskilling programmes for retrenched workers. This would align with global best practices in labour transition support.<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li><b>Regulating Fixed-Term Contracts: <\/b><span style=\"font-weight: 400;\">Introduce a <\/span><b>cap on contract renewals<\/b><span style=\"font-weight: 400;\"> (e.g., 2\u20133 cycles). Beyond this, workers should either be granted permanency or strengthened social security entitlements to avoid \u201cpermanent temporariness.\u201d<\/span><span style=\"font-weight: 400;\"><br \/>\n<\/span><\/li>\n<li><b>Restricting Exemptions: <\/b><span style=\"font-weight: 400;\">Narrow down the scope of <\/span><b>\u201c<\/b><span style=\"font-weight: 400;\">public interest\u201d exemptions. Make them time-bound, criteria-based, and subject to judicial or legislative review to prevent misuse.<\/span><\/li>\n<li><span style=\"font-weight: 400;\"><b>Improving Awareness and Compliance: <\/b>Launch <b>multilingual awareness campaigns, labour helplines, and simplified digital compliance portals<\/b>. Special digital support cells for MSMEs should be set up to ease compliance without imposing excessive costs.<\/span><\/li>\n<\/ol>\n<p><strong>Conclusion:<\/strong> The true success of the labour codes will lie not in resistance or rhetoric, but in ensuring their effective implementation so that every worker becomes an active participant in India\u2019s growth story.<\/p>\n<table style=\"width: 100%; border-collapse: collapse; border-style: solid;\">\n<tbody>\n<tr>\n<td style=\"width: 100%;\"><strong>Read more: <a href=\"https:\/\/www.thehindu.com\/opinion\/op-ed\/the-labour-codes-redefine-wages-empower-the-worker\/article70629559.ece#:~:text=The%20reform%20of%20a%20definition&amp;text=Establishments%20which%20used%20to%20pay,least%2050%25%20of%20the%20remuneration.\" target=\"_blank\" rel=\"noopener\">The Hindu<\/a><\/strong><br \/>\n<strong>UPSC Syllabus- GS 2 &amp; GS 3-<\/strong> Social Sector Initiatives &amp; Labour Reforms<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n","protected":false},"excerpt":{"rendered":"<p>In November 2025, the Government of India implemented all four Labour Codes \u2014 the Code on Wages, the Industrial Relations Code, the Code on Social Security and the Occupational Safety, Health and Working Conditions Code \u2014 with effect from 21 November 2025, replacing and consolidating 29 existing labour laws. This reform aims to modernise labour&hellip; <a class=\"more-link\" href=\"https:\/\/forumias.com\/blog\/labour-codes-explained-pointwise\/\">Continue reading <span class=\"screen-reader-text\">Labour Codes- Explained Pointwise<\/span><\/a><\/p>\n","protected":false},"author":10391,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"jetpack_post_was_ever_published":false,"footnotes":""},"categories":[130],"tags":[],"class_list":["post-356079","post","type-post","status-publish","format-standard","hentry","category-7-pm","entry"],"jetpack_featured_media_url":"","views":"","jetpack_sharing_enabled":true,"_links":{"self":[{"href":"https:\/\/forumias.com\/blog\/wp-json\/wp\/v2\/posts\/356079","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/forumias.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/forumias.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/forumias.com\/blog\/wp-json\/wp\/v2\/users\/10391"}],"replies":[{"embeddable":true,"href":"https:\/\/forumias.com\/blog\/wp-json\/wp\/v2\/comments?post=356079"}],"version-history":[{"count":0,"href":"https:\/\/forumias.com\/blog\/wp-json\/wp\/v2\/posts\/356079\/revisions"}],"wp:attachment":[{"href":"https:\/\/forumias.com\/blog\/wp-json\/wp\/v2\/media?parent=356079"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/forumias.com\/blog\/wp-json\/wp\/v2\/categories?post=356079"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/forumias.com\/blog\/wp-json\/wp\/v2\/tags?post=356079"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}