A major and transformative development in India’s regulatory landscape has occurred. The Central Government has issued official notifications bringing all four Labour Codes into effect: the Code on Wages, 2019, the Industrial Relations Code, 2020, the Code on Social Security, 2020, and the Occupational Safety, Health and Working Conditions Code, 2020.
The provisions of all four Codes are now operational with effect from November 21, 2025.
This landmark decision replaces 29 existing central labour laws, fundamentally changing your compliance obligations across all aspects of employment, from wages and social security to industrial relations and workplace safety.
The key implications of these Codes include:
| Code on Wages, 2019 | Industrial Relations Code, 2020 | Social Security Code, 2020 | Occupational Safety, Health & Working Conditions Code, 2020 |
| Implemented from: 21 November 2025 | Implemented from: 21 November 2025 | Implemented from: 21 November 2025 | Implemented from: 21 November 2025 |
| Key Objectives | Key Objectives | Key Objectives | Key Objectives |
| Universalize minimum wages | Consolidate laws on layoffs, strikes, unions & dispute resolution | Bring EPF, ESI, Gratuity, Maternity, Gig/platform workers under one structure | Standardize safety, welfare, working hours & workplace conditions |
| Standard definitions (especially wages) | Faster conciliation and tribunal framework | Expand universal social protection coverage | Reduce multiple licenses → single registration & single return |
| Ensure timely wage payments and reduce litigation | Promote fixed-term employment | ||
| Provisions Notified | Provisions Notified | Provisions Notified | Provisions Notified |
| As per notification, the following provisions are enforced: | The entire Code is notified for implementation. | Sections 1–14 | The entire Code is notified for implementation. |
| Sections 1–41 | Section 15(1)–(2) | ||
| Section 42(4)–(9) | Section 16(1)(c) | ||
| Sections 43–66 | Sections 17–141 | ||
| Section 67(1), 67(2)(a–r & u–zc), 67(3)–(5) | Section 143 (with notified exclusion) | ||
| Sections 68–69 (with specific exclusions) | Sections 144–163 Section 164(1) (Items 1,2,4–9) + 164(2)(a),(c), & 164(3) | ||
| For practical purposes, this means almost the entire operational part of the Wages Code is in force, with only a small carve‑out under section 69 linked to an earlier notification. | (Effectively, almost the whole Code is operational, with only limited carve‑outs where earlier notifications reserve specific items.) | ||
| Core Compliance Requirements | Core Compliance Requirements | Core Compliance Requirements | Core Compliance Requirements |
| National Floor Wage applicability | Standing Orders mandatory for establishments with ≥300 workers | PF/ESI contribution under new “Wage” definition | Standard working hours: 8–12 hours/day, 48 hours/week |
| Uniform definition of Wages for PF, Bonus, Gratuity, etc. | Single Negotiating Union for collective bargaining | Mandatory registration of gig/platform workers | Free annual health check-up for employees aged 40+ |
| Mandatory appointment letters | Strikes require 14 days’ notice | Gratuity eligibility = 1 year for Fixed Term Employees | Mandatory safety committee (≥500 workers) |
| Timely payment of wages: | Fixed-term employees entitled to all benefits of permanent employees | Employer contributions via National Social Security Account Number | Permission for women to work night shifts with consent + safety measures |
| Monthly by 7th of next month | Framework for retrenchment, closure & lay-off | Coverage of contractual workers under principal employer liability | Mandatory welfare facilities: canteen, restrooms, creche (where applicable) |
| Overtime: ≥2x regular wages | |||
| Equal pay for equal work |
Key Takeaways and Next Steps
- The full implementation of these Codes requires necessary action to update your HR policies, payroll systems, and compliance mechanisms.
- We anticipate the Labour Code Central Rules necessary for the administration of these Codes to be officially issued and enforced in the coming days. The provisions of the Codes that do not require explicit rules are already in force.
- Since labour is a concurrent subject, the finalization of the Labour Code State Rules remains a critical requirement for complete execution. While most state governments have already undertaken preliminary rule changes, we await final notifications.
- The Press Release and Compiled 4 Labour Codes, along with the previous partial notifications, are combined and enclosed for your easier reference.