LABOUR CODE & STATUTORY COMPLIANCE

Understanding the changing statutory framework is essential for every business organisation.

India's Code on Wages, 2019, along with the other comprehensive labour codes, officially took effect on November 21, 2025.

This code combines four older laws into one system.

Each business establishment in the country, once this code has been notified, needs to comply with its provisions.

Key Areas of Compliance

Let us look at some of the salient issues here (this is NOT a comprehensive list).

Basic Salary, Wages, Minimum Wages & Total Earnings

Understanding definitions, scope and statutory obligations

Definitions, scope and impact.

Employers’ interests and statutory obligations.

Provident Fund (EPF) Compliance

Coverage, computation, documentation and statutory obligations

Coverage, enrolment and documentation.

PF computation based on correct definition and interpretations of the new Labour Code.

Employers’ interests, statutory obligations and procedural nuances.

Deposit of deducted amount(s).

Contractors’ PF compliance obligations.

Nominations and documentation of same.

Claims and withdrawals.

Registers and information sharing.

Inspections & Disputes.

ESI Compliance

Scope, coverage, contributions and documentation

Scope, Coverage and impact.

Gross Earnings & Basic wages, Rates.

Deposit and Documentation.

Exemptions and Alternatives.

Why Businesses Need to Act Now

Business organisations need to urgently focus on these issues and ensure compliance.

There may be substantial costs involved for the management. Thus, it is important to study all the factors involved.

Where Does Your Organisation Stand Today?

For moving ahead on this subject, management first needs to understand where the organisation stands today vis a vis being compliant or falling short on these provisions.

This Is Where People Power Can Help

This is where People Power can help you to optimise your decisions.

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