Labour Law Compliance under the New Labour Codes
Wages and Minimum Wage Compliance (Code on Wages, 2019)
With effect from 21 November 2025, the Code on Wages, 2019 replaced the Minimum Wages Act, the Payment of Wages Act, the Payment of Bonus Act and the Equal Remuneration Act. Every employer must pay at least the minimum wage notified by the appropriate Government, which cannot fall below the national floor wage, and must apply the uniform definition of wages, under which excluded allowances above 50 percent of total remuneration are added back to wages. We map your salary structures to the new definition, track State minimum wage revisions, and maintain wage registers and wage slips in the prescribed form.
Provident Fund, now governed by the Code on Social Security, 2020, is a statutory social security scheme ensuring long-term savings for employees. We help businesses register under the Employees’ Provident Fund Organisation (EPFO), manage employee enrollments, calculate monthly contributions, and file returns through the EPFO portal. Our services also include assistance with UAN generation, employee grievances, and audit preparation. With accurate record-keeping and timely remittances, we ensure you meet your obligations and avoid penalties under the EPF Act.
Provident Fund (PF) Compliance
Employee State Insurance (ESI)
The ESI scheme, now governed by the Code on Social Security, 2020, provides medical benefits to employees earning below a specified wage ceiling. We assist with ESI registration, employee enrolment, monthly contribution filings, and ongoing compliance with the Employees’ State Insurance Act. Our team maintains necessary registers and records, manages IP numbers for insured employees, and ensures remittances through the ESIC portal. We also support in preparing for ESIC inspections and handling any non-compliance notices, safeguarding both your workforce and business reputation.
Applicable to most commercial establishments, the S&E Act governs working hours, leave policies, wage payment, and record maintenance. We facilitate registration, renewal, and amendment filings under the applicable state Act. Our team helps you maintain statutory registers such as attendance, wages, holidays, and leave records. We also provide advisory on aligning internal HR policies with state labour rules. This ensures your business remains compliant and ready for visits or inquiries by the Labour Department.
Shops & Establishment (S&E) Act Compliance
Contract Labour Compliance (OSH Code, 2020)
Contract labour is now regulated by the Occupational Safety, Health and Working Conditions Code, 2020, which replaced the Contract Labour (Regulation and Abolition) Act, 1970 from 21 November 2025. The contract labour provisions apply where a contractor engages 50 or more contract workers, contractors can hold a single licence for work across States, the use of contract labour in core activities is restricted subject to exceptions, and the principal employer remains responsible for wages if the contractor defaults. We register principal employers, obtain contractor licences and audit contractors on wages, PF, ESI and registers.
Gratuity, bonus and maternity benefit obligations now sit in the Code on Social Security, 2020 and the Code on Wages, 2019. We ensure gratuity provisioning and payment, including gratuity for fixed-term employees after one year of continuous service, bonus computation and payment within the statutory time, and maternity benefit and creche compliance, so that exits and audits do not throw up liabilities.
Gratuity, Bonus & Maternity Benefits Compliance
Payment of
Wages & Working Conditions
Under the Code on Wages, 2019, the OSH Code, 2020 and the State Shops and Establishments Acts, timely wage disbursal and appropriate working conditions are mandatory. We support businesses in structuring wages, maintaining pay registers, implementing lawful deductions, and complying with wage disbursement timelines. We also help businesses maintain conditions related to work hours, rest days, and overtime as per applicable labour laws. This reduces the chances of wage-related disputes and ensures compliance during inspections.
We provide end-to-end payroll processing with a strong focus on statutory compliance. Our services include salary structuring, payslip generation, TDS, PF, ESI, and Professional Tax deductions, and payroll register maintenance. We ensure accurate calculations, timely tax payments, and filing of statutory returns. Our team also helps businesses implement software tools, standard operating procedures (SOPs), and audit-ready payroll documentation to reduce errors and legal complications.
Payroll Structuring & Statutory Deductions
Industrial Relations Code
All four Labour Codes came into force on 21 November 2025, consolidating 29 central labour laws, and the Central rules followed on 8 May 2026. The Industrial Relations Code brings standing orders to establishments with 300 or more workers, requires a grievance redressal committee where there are 20 or more, and raises the threshold for prior permission for lay-off, retrenchment and closure to 300 workers. We run transition reviews covering salary structures, appointment letters, standing orders, HR policies, registrations, contractor arrangements and gratuity, and we support web-based inspections and compounding where the Codes allow it.