Labour Law Reporter @LabourReports

2026 LLR WEB 915 (BOMBAY HIGH COURT) Voluntary written admissions of misconduct by a probationer, unshaken in cross-examination, justify termination on loss of confidence without vitiating the action for want of a formal enquiry. UNFAIR LABOUR PRACTICE - Termination of probationer - Admission of misconduct - Loss of confidence - Absence of departmental enquiry - Scope of revisional jurisdiction - Sections 28 and 44 of, and Items 1(a)(b)(c)(g) and 10 of Schedule IV to, the Maharashtra Recognition of Trade Unions and Prevention of Unfair Labour Practices Act, 1971 - The respondent, engaged on probation as a General Worker in the petitioner Temple Trust,... subscribe to read more.....

2026 LLR WEB 913 (BOMBAY HIGH COURT) Recent promotion following scrutiny of service record is a relevant circumstance against compulsory retirement ordered shortly thereafter without cogent material. UNFAIR LABOUR PRACTICE - Compulsory retirement in public interest - Nature of duties - Effect of recent promotion - Self-imposed guidelines - Back wages - Regulation 205 of the B.M.C. Service Regulations, 1989 - Item 9 of Schedule IV, Maharashtra Recognition of Trade Unions and Prevention of Unfair Labour Practices Act, 1971 - The respondent, a Senior Audit and Accounts Assistant performing predominantly clerical duties... subscribe to read more.....

🚨 𝗘𝗠𝗣𝗟𝗢𝗬𝗠𝗘𝗡𝗧 𝗘𝗫𝗖𝗛𝗔𝗡𝗚𝗘𝗦 𝗔𝗥𝗘 𝗡𝗢𝗧 𝗗𝗘𝗔𝗗—𝗧𝗛𝗘𝗬 𝗛𝗔𝗩𝗘 𝗕𝗘𝗘𝗡 𝗥𝗘𝗕𝗨𝗜𝗟𝗧 𝗔𝗦 “𝗖𝗔𝗥𝗘𝗘𝗥 𝗖𝗘𝗡𝗧𝗥𝗘𝗦”! Many employers still believe: ➤ “We recruit through LinkedIn or consultants, so this compliance does not apply.” ➤ “Only government establishments must notify vacancies.” ➤ “Senior or highly paid positions are automatically exempt.” Under Chapter XIII of the 𝗖𝗼𝗱𝗲 𝗼𝗻 𝗦𝗼𝗰𝗶𝗮𝗹 𝗦𝗲𝗰𝘂𝗿𝗶𝘁𝘆, 𝟮𝟬𝟮𝟬, these assumptions may create compliance risk. ━━━━━━━━━━━━━━━━━━━━ ❶ 𝗢𝗟𝗗 𝗟𝗔𝗪 𝗥𝗘𝗣𝗘𝗔𝗟𝗘𝗗 The Employment Exchanges (Compulsory Notification of Vacancies) Act, 1959 has been repealed. Employment Exchanges now operate within the wider framework of 𝗖𝗮𝗿𝗲𝗲𝗿 𝗖𝗲𝗻𝘁𝗿𝗲𝘀—physical offices, authorised institutions and digital portals supporting vacancy information, counselling, job fairs and employment services. ❷ 𝗪𝗛𝗢 𝗠𝗔𝗬 𝗕𝗘 𝗖𝗢𝗩𝗘𝗥𝗘𝗗? ✦ Public-sector establishments are covered. ✦ Private-sector establishments employing 𝟮𝟬 𝗼𝗿 𝗺𝗼𝗿𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀 fall within the statutory framework. ⚠️ 𝗖𝗿𝗶𝘁𝗶𝗰𝗮𝗹 𝗽𝗼𝗶𝗻𝘁: For private establishments, actual reporting applies from the date specified in the notification issued by the appropriate Government. ❸ 𝗪𝗛𝗔𝗧 𝗜𝗦 𝗔 “𝗩𝗔𝗖𝗔𝗡𝗖𝗬”? It may include: ➝ an existing unoccupied post ➝ a newly created post ➝ a trainee or apprentice-linked post ➝ another remunerated unoccupied position Employment lasting less than 90 days, genuine promotions and surplus-staff absorption may be excluded. ❹ 𝗙𝗢𝗥𝗠 𝗫𝗫𝗩—𝗩𝗔𝗖𝗔𝗡𝗖𝗬 𝗥𝗘𝗣𝗢𝗥𝗧𝗜𝗡𝗚 Where applicable: ➼ Regional Career Centre: report at least 𝟭𝟱 𝗱𝗮𝘆𝘀 before the application closing date. ➼ Central Career Centre: report at least 𝟰𝟬 𝗱𝗮𝘆𝘀 before the closing date. ➼ Report the selection result within 𝟯𝟬 𝗱𝗮𝘆𝘀 of selection. ➼ Promptly update any change, cancellation or withdrawal. 𝗥𝗲𝗽𝗼𝗿𝘁𝗶𝗻𝗴 𝗮 𝘃𝗮𝗰𝗮𝗻𝗰𝘆 𝗱𝗼𝗲𝘀 𝗡𝗢𝗧 𝗰𝗼𝗺𝗽𝗲𝗹 𝘁𝗵𝗲 𝗲𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝘁𝗼 𝗵𝗶𝗿𝗲 𝗮 𝗖𝗮𝗿𝗲𝗲𝗿 𝗖𝗲𝗻𝘁𝗿𝗲-𝘀𝗽𝗼𝗻𝘀𝗼𝗿𝗲𝗱 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲. ❺ 𝗙𝗢𝗥𝗠 𝗫𝗫𝗩𝗜—𝗔𝗡𝗡𝗨𝗔𝗟 𝗥𝗘𝗧𝗨𝗥𝗡 Covered employers must maintain manpower and vacancy information and file the Employment Information Return within 30 days after 31 March—ordinarily by 30 April. ❻ 𝗛𝗥 𝗔𝗖𝗧𝗜𝗢𝗡 𝗣𝗟𝗔𝗡 🅐 Map the appropriate Government and Career Centre. 🅑 Verify the commencement notification. 🅒 Build Form XXV into recruitment approval. 🅓 Capture the unique vacancy number in the ATS. 🅔 Reconcile direct, fixed-term, contractual and outsourced manpower. 🅕 Preserve acknowledgements, advertisements and selection records. Failure to submit required reports or information may attract a fine up to ₹50,000. False information and repeat violations may invite more serious consequences. 🔔 Follow LLR for more Legal Insights and updates.

🚨 𝗔𝗡 𝗜𝗡𝗗𝗨𝗦𝗧𝗥𝗜𝗔𝗟 𝗗𝗜𝗦𝗣𝗨𝗧𝗘 𝗖𝗔𝗡 𝗙𝗔𝗜𝗟 𝗕𝗘𝗙𝗢𝗥𝗘 𝗜𝗧 𝗘𝗩𝗘𝗡 𝗥𝗘𝗔𝗖𝗛𝗘𝗦 𝗧𝗛𝗘 𝗧𝗥𝗜𝗕𝗨𝗡𝗔𝗟. Not because the grievance is weak—but because the right route, right forum or right timeline was missed. Under the 𝗜𝗻𝗱𝘂𝘀𝘁𝗿𝗶𝗮𝗹 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀 𝗖𝗼𝗱𝗲, 𝟮𝟬𝟮𝟬, industrial disputes broadly move through ❷ procedural routes: ❶ 𝗚𝗥𝗜𝗘𝗩𝗔𝗡𝗖𝗘 𝗥𝗘𝗗𝗥𝗘𝗦𝗦𝗔𝗟 𝗖𝗢𝗠𝗠𝗜𝗧𝗧𝗘𝗘 𝗥𝗢𝗨𝗧𝗘 For establishments employing 20 or more workers, this route addresses individual grievances, including disputes relating to: ➤ Discharge ➤ Dismissal ➤ Retrenchment ➤ Termination The Committee considers the grievance and decides it by a 𝗺𝗮𝗷𝗼𝗿𝗶𝘁𝘆 𝘃𝗶𝗲𝘄. Where the grievance remains unresolved—or the worker is aggrieved by the decision— ➝ the dispute may be taken through the Trade Union to the 𝗖𝗼𝗻𝗰𝗶𝗹𝗶𝗮𝘁𝗶𝗼𝗻 𝗢𝗳𝗳𝗶𝗰𝗲𝗿 ↳ generally within 𝟲𝟬 𝗱𝗮𝘆𝘀 from the Committee’s decision. After expiry of 𝟰𝟱 𝗱𝗮𝘆𝘀 from approaching the Conciliation Officer, the worker may proceed to the 𝗧𝗿𝗶𝗯𝘂𝗻𝗮𝗹, subject to the prescribed limitation. ❷ 𝗚𝗘𝗡𝗘𝗥𝗔𝗟 𝗜𝗡𝗗𝗨𝗦𝗧𝗥𝗜𝗔𝗟 𝗗𝗜𝗦𝗣𝗨𝗧𝗘 𝗥𝗢𝗨𝗧𝗘 This route covers: 🅐 Individual industrial disputes 🅑 Collective industrial disputes The dispute must be raised within the prescribed limitation—generally 𝟮 𝘆𝗲𝗮𝗿𝘀 from the date on which it arose. The Conciliation Officer attempts to facilitate settlement. ✦ 𝗜𝗳 𝘀𝗲𝘁𝘁𝗹𝗲𝗺𝗲𝗻𝘁 𝗶𝘀 𝗿𝗲𝗮𝗰𝗵𝗲𝗱: The dispute concludes through the conciliation settlement. ✦ 𝗜𝗳 𝗻𝗼 𝘀𝗲𝘁𝘁𝗹𝗲𝗺𝗲𝗻𝘁 𝗶𝘀 𝗿𝗲𝗮𝗰𝗵𝗲𝗱: A failure report is sent to the Appropriate Government and the concerned parties. ➼ Either party may then approach the 𝗧𝗿𝗶𝗯𝘂𝗻𝗮𝗹 within 𝟵𝟬 𝗱𝗮𝘆𝘀 of receiving the failure report. ⚠️ 𝗧𝗛𝗘 𝗛𝗥 & 𝗜𝗥 𝗟𝗘𝗦𝗦𝗢𝗡 A grievance is not merely an employee-relations issue. It can become a time-bound legal proceeding. Employers should therefore ensure: ➤ A properly constituted Grievance Redressal Committee ➤ Documented hearings and reasoned decisions ➤ Timely communication to the worker ➤ Correct escalation to conciliation ➤ Strict monitoring of limitation periods 𝗣𝗿𝗼𝗰𝗲𝗱𝘂𝗿𝗲 𝗶𝘀 𝗻𝗼𝘁 𝗮 𝗺𝗲𝗿𝗲 𝘁𝗲𝗰𝗵𝗻𝗶𝗰𝗮𝗹𝗶𝘁𝘆. It is the bridge between a workplace grievance and an enforceable legal remedy. 𝗖𝗼𝗻𝘀𝘂𝗹𝘁 𝗟𝗟𝗥 𝗳𝗼𝗿 𝗟𝗮𝗯𝗼𝘂𝗿 𝗖𝗼𝗱𝗲𝘀 𝗶𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻: 📘 𝗦𝘂𝗯𝘀𝗰𝗿𝗶𝗯𝗲 𝘁𝗼 𝗟𝗟𝗥 Print / Digital / eBook / Corporate Plans available. 📩 𝗘𝗺𝗮𝗶𝗹: mailto:[email protected] 📞 𝗖𝗮𝗹𝗹: +91 8468000000 | +91 9891114444 🌐 𝗪𝗲𝗯𝘀𝗶𝘁𝗲: labourlawreporter.com

Damages should be reduced when there is no intentional delay in payment of contribution. The Regional Provident Fund Commissioner-I v. M/s. Bombay Rayon Fashions Limited, 2026 LLR 933 (Karn. HC). labourlawreporter.com/statutoryrequi…

2026 LLR WEB 908 (ANDHRA PRADESH HIGH COURT) Police authorities lack jurisdiction to interfere in internal affairs of a registered trade union, and municipal/revenue endorsements altering a union's recognized status without hearing violate natural justice. TRADE UNIONS - Registered union - Majority union status - Interference by police in internal union affairs - Municipal records - Natural justice - Trade Unions Act, 1926 - The Petitioner Union, registered and affiliated to INTUC since 1975, was allotted land in 1984, constructed its office, and continuously paid municipal taxes in its name - Following representations by non-members, the Tahsildar issued an endorsement leading to alteration of municipal records,... subscribe to read more..... labourlawreporter.com/importantforem…

The Wage Code authorizes deduction subject to 50% of the wages payable for any wage period. The Central Warehousing Corporation Employees Cooperative Society Ltd. v. The Joint Secretary to the Government of India/The Central Registrar of Cooperative Societies & Ors., 2026 LLR 830 (Mad. HC).

Are Incentive Payments “Wages” under the Labour Codes? Yajat Kumar-Advocate, Supreme Court of India.

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🚨 𝗟𝗔𝗕𝗢𝗨𝗥 𝗖𝗢𝗗𝗘𝗦 𝟮𝟬𝟮𝟲: 𝗜𝗳 𝘆𝗼𝘂 𝗱𝗼𝗻’𝘁 𝗸𝗻𝗼𝘄 𝘁𝗵𝗲𝘀𝗲 𝟮𝟲 𝗯𝘂𝘇𝘇𝘄𝗼𝗿𝗱𝘀, 𝘆𝗼𝘂𝗿 𝗰𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 𝗿𝗲𝗮𝗱𝗶𝗻𝗲𝘀𝘀 𝗺𝗮𝘆 𝗮𝗹𝗿𝗲𝗮𝗱𝘆 𝗯𝗲 𝗯𝗲𝗵𝗶𝗻𝗱. Labour-law transformation is not merely about replacing old Acts with four Codes. It changes how organisations must think about: ➤ Wages ➤ Workforce documentation ➤ Industrial relations ➤ Occupational safety ➤ Social security ➤ Digital compliance ━━━━━━━━━━━━━━━━━━━━ ❶ 𝗧𝗛𝗘 𝗡𝗘𝗪 𝗪𝗔𝗚𝗘 𝗟𝗔𝗡𝗚𝗨𝗔𝗚𝗘 ✦ 𝗪𝗮𝗴𝗲 𝗗𝗲𝗳𝗶𝗻𝗶𝘁𝗶𝗼𝗻 ✦ 𝗙𝗹𝗼𝗼𝗿 𝗪𝗮𝗴𝗲 ✦ 𝗠𝗶𝗻𝗶𝗺𝘂𝗺 𝗪𝗮𝗴𝗲𝘀 ✦ 𝗧𝗶𝗺𝗲𝗹𝘆 𝗪𝗮𝗴𝗲 𝗣𝗮𝘆𝗺𝗲𝗻𝘁 ✦ 𝗢𝘃𝗲𝗿𝘁𝗶𝗺𝗲 𝗪𝗮𝗴𝗲𝘀 ✦ 𝗕𝗼𝗻𝘂𝘀 𝗘𝗹𝗶𝗴𝗶𝗯𝗶𝗹𝗶𝘁𝘆 ➝ Salary structures, exclusions, statutory calculations and payment timelines will require closer scrutiny. ━━━━━━━━━━━━━━━━━━━━ ❷ 𝗙𝗢𝗥𝗠𝗔𝗟𝗜𝗦𝗔𝗧𝗜𝗢𝗡 𝗜𝗦 𝗡𝗢 𝗟𝗢𝗡𝗚𝗘𝗥 𝗢𝗣𝗧𝗜𝗢𝗡𝗔𝗟 🅐 𝗔𝗽𝗽𝗼𝗶𝗻𝘁𝗺𝗲𝗻𝘁 𝗟𝗲𝘁𝘁𝗲𝗿 🅑 𝗪𝗼𝗿𝗸𝗲𝗿 𝗥𝗲𝗴𝗶𝘀𝘁𝗿𝗮𝘁𝗶𝗼𝗻 🅒 𝗖𝗼𝗺𝗺𝗼𝗻 𝗟𝗶𝗰𝗲𝗻𝗰𝗲 🅓 𝗜𝗻𝘀𝗽𝗲𝗰𝘁𝗼𝗿-𝗰𝘂𝗺-𝗙𝗮𝗰𝗶𝗹𝗶𝘁𝗮𝘁𝗼𝗿 ↳ Compliance is moving from scattered paper records towards traceable, technology-enabled governance. ━━━━━━━━━━━━━━━━━━━━ ❸ 𝗧𝗛𝗘 𝗪𝗢𝗥𝗞𝗙𝗢𝗥𝗖𝗘 𝗜𝗦 𝗕𝗘𝗜𝗡𝗚 𝗥𝗘𝗗𝗘𝗙𝗜𝗡𝗘𝗗 ➼ 𝗙𝗶𝘅𝗲𝗱-𝗧𝗲𝗿𝗺 𝗘𝗺𝗽𝗹𝗼𝘆𝗺𝗲𝗻𝘁 ➼ 𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁 𝗟𝗮𝗯𝗼𝘂𝗿 ➼ 𝗜𝗻𝘁𝗲𝗿-𝗦𝘁𝗮𝘁𝗲 𝗠𝗶𝗴𝗿𝗮𝗻𝘁 𝗪𝗼𝗿𝗸𝗲𝗿 ➼ 𝗚𝗶𝗴 𝗮𝗻𝗱 𝗣𝗹𝗮𝘁𝗳𝗼𝗿𝗺 𝗪𝗼𝗿𝗸𝗲𝗿 ➼ 𝗔𝗴𝗴𝗿𝗲𝗴𝗮𝘁𝗼𝗿 𝗖𝗼𝗻𝘁𝗿𝗶𝗯𝘂𝘁𝗶𝗼𝗻 The traditional employer–employee model is no longer the only centre of social-security policy. ━━━━━━━━━━━━━━━━━━━━ ❹ 𝗜𝗡𝗗𝗨𝗦𝗧𝗥𝗜𝗔𝗟 𝗥𝗘𝗟𝗔𝗧𝗜𝗢𝗡𝗦 𝗪𝗜𝗟𝗟 𝗡𝗘𝗘𝗗 𝗔 𝗡𝗘𝗪 𝗣𝗟𝗔𝗬𝗕𝗢𝗢𝗞 ✦ 𝗡𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗶𝗻𝗴 𝗨𝗻𝗶𝗼𝗻 ✦ 𝗡𝗼𝘁𝗶𝗰𝗲 𝗼𝗳 𝗦𝘁𝗿𝗶𝗸𝗲 ✦ 𝗦𝘁𝗮𝗻𝗱𝗶𝗻𝗴 𝗢𝗿𝗱𝗲𝗿𝘀 ✦ 𝗟𝗮𝘆-𝗼𝗳𝗳 𝗧𝗵𝗿𝗲𝘀𝗵𝗼𝗹𝗱 ✦ 𝗥𝗲𝘀𝗸𝗶𝗹𝗹𝗶𝗻𝗴 𝗙𝘂𝗻𝗱 ✦ 𝗚𝗿𝗶𝗲𝘃𝗮𝗻𝗰𝗲 𝗥𝗲𝗱𝗿𝗲𝘀𝘀𝗮𝗹 𝗖𝗼𝗺𝗺𝗶𝘁𝘁𝗲𝗲 ➠ Policies, standing orders, union recognition and separation processes must work together—not in isolation. ━━━━━━━━━━━━━━━━━━━━ ❺ 𝗪𝗘𝗟𝗙𝗔𝗥𝗘 𝗔𝗡𝗗 𝗦𝗔𝗙𝗘𝗧𝗬 𝗔𝗥𝗘 𝗕𝗢𝗔𝗥𝗗𝗥𝗢𝗢𝗠 𝗜𝗦𝗦𝗨𝗘𝗦 ➤ Women in all establishments and shifts ➤ Annual health examinations ➤ Canteen and welfare thresholds ➤ Gender parity ➤ EPF and ESI continuity 𝗧𝗵𝗲 𝗸𝗲𝘆 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝗳𝗼𝗿 𝟮𝟬𝟮𝟲: “Are our payroll, contracts, standing orders, licences, contractor systems, benefits and HR policies speaking the same legal language?” Because knowing the buzzwords is useful. 𝗧𝗿𝗮𝗻𝘀𝗹𝗮𝘁𝗶𝗻𝗴 𝘁𝗵𝗲𝗺 𝗶𝗻𝘁𝗼 𝗰𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 𝗶𝘀 𝘄𝗵𝗮𝘁 𝗽𝗿𝗼𝘁𝗲𝗰𝘁𝘀 𝘁𝗵𝗲 𝗼𝗿𝗴𝗮𝗻𝗶𝘀𝗮𝘁𝗶𝗼𝗻. ━━━━━━━━━━━━━━━━━━━━ 𝗖𝗼𝗻𝘀𝘂𝗹𝘁 𝗟𝗟𝗥 𝗳𝗼𝗿 𝗟𝗮𝗯𝗼𝘂𝗿 𝗖𝗼𝗱𝗲𝘀 𝗶𝗺𝗽𝗹𝗲𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻: 📘 𝗦𝘂𝗯𝘀𝗰𝗿𝗶𝗯𝗲 𝘁𝗼 𝗟𝗟𝗥 Print / Digital / eBook / Corporate Plans available. 📩 𝗘𝗺𝗮𝗶𝗹: :[email protected] 📞 𝗖𝗮𝗹𝗹: +91 8468000000 | +91 9891114444 🌐 𝗪𝗲𝗯𝘀𝗶𝘁𝗲: labourlawreporter.com

🚨 𝗢𝗨𝗧𝗦𝗧𝗔𝗧𝗜𝗢𝗡 𝗗𝗨𝗧𝗬 ≠ 𝗔𝗨𝗧𝗢𝗠𝗔𝗧𝗜𝗖 𝗢𝗩𝗘𝗥𝗧𝗜𝗠𝗘 An employee travels overnight, stays out for 3 days and returns late. Can the entire period be claimed as overtime? ➤ 𝗡𝗼𝘁 𝗻𝗲𝗰𝗲𝘀𝘀𝗮𝗿𝗶𝗹𝘆. Every journey, hotel stay and hour spent away from home is not “working time.” But an employer cannot avoid overtime merely by calling the assignment a “tour” or paying TA/DA. ❶ 𝗧𝗛𝗘 𝗥𝗘𝗔𝗟 𝗧𝗘𝗦𝗧 ✦ Is the person covered as a worker or employee? ✦ Was he merely travelling—or actually working? ✦ Was the work connected with a covered factory or establishment? ✦ Were the daily or weekly limits exceeded? ➝ 𝗧𝗼𝘂𝗿 𝗱𝘂𝗿𝗮𝘁𝗶𝗼𝗻 is not the same as 𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗵𝗼𝘂𝗿𝘀. ❷ 𝗧𝗛𝗘 𝗞𝗘𝗬 𝗖𝗔𝗦𝗘 In 𝗗𝗶𝗿𝗲𝗰𝘁𝗼𝗿 𝗼𝗳 𝗦𝘁𝗼𝗿𝗲𝘀 𝘃. 𝗣.𝗦. 𝗗𝘂𝗯𝗲, the Gujarat High Court rejected a claim based merely on absence from headquarters during an official tour. ➼ “Extra work in a factory is not the same as absence on tour on duty.” Departure time to return time cannot automatically become overtime. ❸ 𝗪𝗛𝗘𝗡 𝗧𝗛𝗘 𝗖𝗟𝗔𝗜𝗠 𝗕𝗘𝗖𝗢𝗠𝗘𝗦 𝗦𝗧𝗥𝗢𝗡𝗚𝗘𝗥 Overtime may arise where actual excess work is proved: 🅐 Installation, repair or commissioning at a customer site 🅑 Emergency or breakdown work after a full shift ➤ Loading, unloading or continuous supervision ➤ Driving or continuously attending machinery or a vehicle ➤ Testing, inspection, reporting or official meetings ➤ Remaining under effective employer control A technician working until 11:00 p.m. at a client site stands differently from an employee sleeping during overnight travel. ❹ 𝗧𝗔/𝗗𝗔 ≠ 𝗢𝗩𝗘𝗥𝗧𝗜𝗠𝗘 TA/DA compensates travel expenses and inconvenience. Overtime compensates 𝗮𝗰𝘁𝘂𝗮𝗹 𝘄𝗼𝗿𝗸 beyond statutory hours. ↳ TA/DA does not create overtime automatically. ↳ It cannot replace genuine statutory overtime. ❺ 𝗦𝗨𝗣𝗥𝗘𝗠𝗘 𝗖𝗢𝗨𝗥𝗧 𝗣𝗥𝗜𝗡𝗖𝗜𝗣𝗟𝗘𝗦 ✦ 𝗬.𝗔. 𝗠𝗮𝗺𝗮𝗿𝗱𝗲: overtime protects workers from excessive strain and is payable at double rate. ✦ 𝗚𝘂𝗷𝗮𝗿𝗮𝘁 𝗠𝗮𝘇𝗱𝗼𝗼𝗿 𝗦𝗮𝗯𝗵𝗮: double-rate overtime is a statutory safeguard; consent or policy cannot dilute it. ✦ 𝗛𝗲𝗮𝘃𝘆 𝗩𝗲𝗵𝗶𝗰𝗹𝗲𝘀 𝗙𝗮𝗰𝘁𝗼𝗿𝘆 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀’ 𝗨𝗻𝗶𝗼𝗻: eligible allowances cannot be arbitrarily excluded. ❻ 𝗡𝗘𝗪 𝗟𝗔𝗕𝗢𝗨𝗥 𝗖𝗢𝗗𝗘𝗦 Under the OSH Code: ➤ Ordinarily, not more than 8 hours a day ➤ Overtime at twice the rate of wages ➤ Daily or weekly basis—whichever is more favourable ➤ Consent cannot waive double wages The Code on Wages may offer wider protection because “employee” is broader than “worker.” ⚖️ 𝗟𝗘𝗚𝗔𝗟 𝗕𝗢𝗧𝗧𝗢𝗠 𝗟𝗜𝗡𝗘 𝗢𝘂𝘁𝘀𝘁𝗮𝘁𝗶𝗼𝗻 𝗱𝘂𝘁𝘆 𝗶𝘀 𝗻𝗼𝘁 𝗮𝘂𝘁𝗼𝗺𝗮𝘁𝗶𝗰𝗮𝗹𝗹𝘆 𝗼𝘃𝗲𝗿𝘁𝗶𝗺𝗲. But where covered work beyond statutory hours is proved, neither a tour allowance, internal policy nor employee consent can ordinarily take away the right to double wages. 📌 Tickets prove travel. 📌 Timesheets, job cards, gate records, emails, GPS and client confirmations prove work.

Death of employee proceeding to workplace is an accident arising out of and in course of employment under Employees Compensation Act. 2026 LLR WEB 901 (KARNATAKA HIGH COURT) EMPLOYEES COMPENSATION - Section 10 - Course of employment - Proceeding to workplace - Contradictory findings - Attendance register - FIR and police records - Remand - Deceased Electrician died in a road accident while allegedly proceeding towards the factory - Mother filed claim under Section 10 of the Employees Compensation Act - Tribunal dismissed the claim holding deceased was on medical leave, relying on attendance register produced by employer under an interim court order... subscribe to read more.....

🚨 𝗖𝗔𝗡 𝗔𝗡 𝗘𝗠𝗣𝗟𝗢𝗬𝗘𝗥 𝗜𝗡𝗧𝗥𝗢𝗗𝗨𝗖𝗘 𝗡𝗘𝗪 𝗥𝗨𝗟𝗘𝗦 𝗔𝗙𝗧𝗘𝗥 𝗦𝗧𝗔𝗡𝗗𝗜𝗡𝗚 𝗢𝗥𝗗𝗘𝗥𝗦? Many organisations assume: ➠ “We can issue a new HR policy anytime.” ➠ “The appointment letter will override the old rule.” ➠ “A code of conduct is only an internal document.” ⚠️ 𝗧𝗵𝗮𝘁 𝗮𝘀𝘀𝘂𝗺𝗽𝘁𝗶𝗼𝗻 𝗰𝗮𝗻 𝗯𝗲 𝗹𝗲𝗴𝗮𝗹𝗹𝘆 𝗱𝗮𝗻𝗴𝗲𝗿𝗼𝘂𝘀. Once Model Standing Orders apply—or Certified Standing Orders come into force—the employer cannot create a 𝗽𝗮𝗿𝗮𝗹𝗹𝗲𝗹 𝘀𝗲𝘁 𝗼𝗳 𝘀𝗲𝗿𝘃𝗶𝗰𝗲 𝗰𝗼𝗻𝗱𝗶𝘁𝗶𝗼𝗻𝘀 through circulars, handbooks or appointment letters. ━━━━━━━━━━━━━━━━━━━━ ❶ 𝗪𝗛𝗔𝗧 𝗜𝗦 𝗦𝗧𝗜𝗟𝗟 𝗣𝗘𝗥𝗠𝗜𝗦𝗦𝗜𝗕𝗟𝗘? An employer may issue policies that: ✦ explain or implement the Standing Orders; ✦ cover an uncovered operational subject; ✦ prescribe safety, PPE, cybersecurity or administrative procedures; ✦ provide more beneficial facilities; and ✦ remain consistent with existing service conditions. ➤ A biometric attendance process may be introduced. ➤ But a new late-attendance penalty cannot be created if the Standing Orders do not support it. 𝗦𝗮𝗳𝗲 𝗿𝘂𝗹𝗲: 𝗦𝘂𝗽𝗽𝗹𝗲𝗺𝗲𝗻𝘁 𝘁𝗵𝗲 𝗦𝘁𝗮𝗻𝗱𝗶𝗻𝗴 𝗢𝗿𝗱𝗲𝗿𝘀—𝗱𝗼 𝗻𝗼𝘁 𝘀𝘂𝗽𝗽𝗹𝗮𝗻𝘁 𝘁𝗵𝗲𝗺. ━━━━━━━━━━━━━━━━━━━━ ❷ 𝗪𝗛𝗔𝗧 𝗖𝗔𝗡𝗡𝗢𝗧 𝗕𝗘 𝗖𝗛𝗔𝗡𝗚𝗘𝗗 𝗨𝗡𝗜𝗟𝗔𝗧𝗘𝗥𝗔𝗟𝗟𝗬? ➝ worker classification ➝ probation and confirmation ➝ working hours, shifts and attendance ➝ leave and holidays ➝ termination and notice ➝ misconduct, penalties and enquiry procedure ➝ suspension, dismissal and grievance redress A policy cannot silently create a dismissible misconduct, reduce notice, extend probation or impose a punishment not recognised by the Standing Orders. ━━━━━━━━━━━━━━━━━━━━ ❸ 𝗪𝗛𝗔𝗧 𝗜𝗦 𝗧𝗛𝗘 𝗖𝗢𝗥𝗥𝗘𝗖𝗧 𝗥𝗢𝗨𝗧𝗘? Where the proposal alters a Standing Orders subject: ➼ identify the affected clause; ➼ follow 𝗦𝗲𝗰𝘁𝗶𝗼𝗻 𝟯𝟱 of the Industrial Relations Code, 2020; ➼ file the proposed modification with reasons and union details; ➼ undergo consultation and certification; ➼ implement only after it comes into force. Where a Third Schedule condition is affected, 𝗦𝗲𝗰𝘁𝗶𝗼𝗻 𝟰𝟬 may separately require 𝟮𝟭 𝗱𝗮𝘆𝘀’ 𝗻𝗼𝘁𝗶𝗰𝗲. 🅐 Section 35 changes the Standing Orders. 🅑 Section 40 governs specified service-condition changes. A Section 40 notice cannot legalise a policy contradicting the Standing Orders. ━━━━━━━━━━━━━━━━━━━━ ❹ 𝗦𝗨𝗣𝗥𝗘𝗠𝗘 𝗖𝗢𝗨𝗥𝗧 𝗠𝗘𝗦𝗦𝗔𝗚𝗘 ✦ 𝗨𝗻𝗶𝗼𝗻 𝗼𝗳 𝗜𝗻𝗱𝗶𝗮 𝘃. 𝗞. 𝗦𝘂𝗿𝗶 𝗕𝗮𝗯𝘂, 2023 INSC 1033 Appointment orders cannot override Standing Orders. ✦ 𝗕𝗵𝗮𝗿𝗮𝘁𝗶𝘆𝗮 𝗞𝗮𝗺𝗴𝗮𝗿 𝗞𝗮𝗿𝗺𝗮𝗰𝗵𝗮𝗿𝗶 𝗠𝗮𝗵𝗮𝘀𝗮𝗻𝗴𝗵 𝘃. 𝗝𝗲𝘁 𝗔𝗶𝗿𝘄𝗮𝘆𝘀, 2023 INSC 646 Inferior private arrangements cannot override Certified Standing Orders. ━━━━━━━━━━━━━━━━━━━━ 📌 𝗙𝗜𝗡𝗔𝗟 𝗧𝗔𝗞𝗘𝗔𝗪𝗔𝗬 Standing Orders do not freeze management forever. But they remove the power to rewrite statutory service conditions through an HR circular.

🚨 𝗖𝗮𝗻 𝗔 𝗨𝗻𝗶𝗼𝗻 𝗙𝗼𝗿𝗰𝗲 𝗔𝗻 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝗧𝗼 𝗧𝗿𝗲𝗮𝘁 𝗜𝘁𝘀 𝗟𝗲𝗮𝗱𝗲𝗿 𝗔𝘀 𝗔 𝗣𝗿𝗼𝘁𝗲𝗰𝘁𝗲𝗱 𝗪𝗼𝗿𝗸𝗺𝗮𝗻? Many unions believe: “𝗪𝗲 𝗵𝗮𝘃𝗲 𝗻𝗼𝗺𝗶𝗻𝗮𝘁𝗲𝗱 𝗵𝗶𝗺.” “𝗛𝗲 𝗶𝘀 𝗼𝘂𝗿 𝗼𝗳𝗳𝗶𝗰𝗲-𝗯𝗲𝗮𝗿𝗲𝗿.” “𝗧𝗵𝗲 𝗺𝗮𝗻𝗮𝗴𝗲𝗺𝗲𝗻𝘁 𝗺𝘂𝘀𝘁 𝗮𝗰𝗰𝗲𝗽𝘁 𝗵𝗶𝗺 𝗮𝘀 𝗽𝗿𝗼𝘁𝗲𝗰𝘁𝗲𝗱.” But the law says something more balanced. Under 𝗦𝗲𝗰𝘁𝗶𝗼𝗻 𝟵𝟬 𝗼𝗳 𝘁𝗵𝗲 𝗜𝗻𝗱𝘂𝘀𝘁𝗿𝗶𝗮𝗹 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀 𝗖𝗼𝗱𝗲, 𝟮𝟬𝟮𝟬, a “protected worker” is not just any union representative. He must be: 🛡️ an executive member or office-bearer of a registered trade union 🛡️ connected with the industrial establishment 🛡️ recognised as a protected worker under the rules A union nomination may start the process. But it does not automatically create protected status. 𝗪𝗵𝘆 𝗧𝗵𝗶𝘀 𝗣𝗿𝗼𝘁𝗲𝗰𝘁𝗶𝗼𝗻 𝗘𝘅𝗶𝘀𝘁𝘀 Union leaders often stand between workers and management during disputes. They raise demands. They question decisions. They negotiate wages, transfers, disciplinary actions and service conditions. So the law gives them a shield against victimisation. During pending conciliation or tribunal proceedings, an employer cannot alter service conditions, discharge, dismiss or punish a recognised protected worker concerned in the dispute without express written permission from the authority. But this protection has a purpose: 𝗧𝗼 𝗽𝗿𝗲𝘃𝗲𝗻𝘁 𝘃𝗶𝗰𝘁𝗶𝗺𝗶𝘀𝗮𝘁𝗶𝗼𝗻. Not to create immunity from misconduct. 𝗧𝗵𝗲 𝗤𝘂𝗼𝘁𝗮 𝗥𝘂𝗹𝗲 The Code fixes the number of protected workers: 📌 𝟭% 𝗼𝗳 𝘁𝗼𝘁𝗮𝗹 𝘄𝗼𝗿𝗸𝗲𝗿𝘀 📌 𝗠𝗶𝗻𝗶𝗺𝘂𝗺: 𝟱 📌 𝗠𝗮𝘅𝗶𝗺𝘂𝗺: 𝟭𝟬𝟬 If multiple unions exist, the quota is distributed proportionately based on membership strength. 𝗧𝗵𝗲 𝗥𝘂𝗹𝗲 𝟯𝟵 𝗣𝗿𝗼𝗰𝗲𝘀𝘀 Under the Central Rules: 📌 union sends names before 30 April 📌 employer responds within 15 days 📌 recognition generally lasts 12 months 📌 disputes go to the labour authority 𝗦𝘂𝗽𝗿𝗲𝗺𝗲 𝗖𝗼𝘂𝗿𝘁 𝗩𝗶𝗲𝘄 ⚖️ 𝗣.𝗛. 𝗞𝗮𝗹𝘆𝗮𝗻𝗶 𝘃. 𝗔𝗶𝗿 𝗙𝗿𝗮𝗻𝗰𝗲 The Supreme Court held that protected-workman status requires a positive act of recognition. 𝗪𝗵𝗲𝗻 𝗖𝗮𝗻 𝗧𝗵𝗲 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿 𝗦𝗮𝘆 𝗡𝗼? ⚖️ 𝗛𝗟𝗟 𝗟𝗶𝗳𝗲𝗰𝗮𝗿𝗲 𝗟𝘁𝗱. 𝘃. 𝗛𝗶𝗻𝗱𝘂𝘀𝘁𝗮𝗻 𝗟𝗮𝘁𝗲𝘅 𝗟𝗮𝗯𝗼𝘂𝗿 𝗨𝗻𝗶𝗼𝗻 A union cannot use protected status as a pre-emptive shield for an employee already facing disciplinary proceedings. ⚖️ 𝗩𝗼𝗹𝘁𝗮𝘀 𝗟𝘁𝗱. 𝘃. 𝗩𝗼𝗹𝘁𝗮𝘀 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲𝘀’ 𝗨𝗻𝗶𝗼𝗻 The employer can scrutinise whether nominees are genuine office-bearers and whether the statutory requirements are satisfied. 𝗧𝗵𝗲 𝗕𝗶𝗴 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆 For employers: 𝗗𝗼 𝗻𝗼𝘁 𝘃𝗶𝗰𝘁𝗶𝗺𝗶𝘀𝗲 𝘂𝗻𝗶𝗼𝗻 𝗹𝗲𝗮𝗱𝗲𝗿𝘀. But also: 𝗗𝗼 𝗻𝗼𝘁 𝗺𝗲𝗰𝗵𝗮𝗻𝗶𝗰𝗮𝗹𝗹𝘆 𝗴𝗿𝗮𝗻𝘁 𝗽𝗿𝗼𝘁𝗲𝗰𝘁𝗶𝗼𝗻 𝘄𝗵𝗲𝗿𝗲 𝘁𝗵𝗲 𝗹𝗮𝘄 𝗽𝗲𝗿𝗺𝗶𝘁𝘀 𝘀𝗰𝗿𝘂𝘁𝗶𝗻𝘆. 𝗧𝗵𝗲 𝗹𝗮𝘄 𝗽𝗿𝗼𝘁𝗲𝗰𝘁𝘀 𝘂𝗻𝗶𝗼𝗻 𝗱𝗲𝗺𝗼𝗰𝗿𝗮𝗰𝘆. 𝗜𝘁 𝗱𝗼𝗲𝘀 𝗻𝗼𝘁 𝗽𝗿𝗼𝘁𝗲𝗰𝘁 𝗺𝗶𝘀𝗰𝗼𝗻𝗱𝘂𝗰𝘁.

2026 LLR WEB 896 (KARNATAKA HIGH COURT) Actual wages proved by documentary evidence prevail over Central Government minimum wage notification for computing compensation. EMPLOYEES COMPENSATION - Death of workman - Computation of wages - Central Government notification - Actual wages proved by documentary evidence - Employees Compensation Act, 1923, Section 4(1)(a) and Section 4(1B) - The deceased workman, employed as a driver, died in a road accident during the course of employment - His dependants claimed compensation; the Tribunal restricted monthly wages to Rs. 8,000/-... subscribe to read more.....

2026 LLR WEB 894 (KARNATAKA HIGH COURT) Medical evidence establishing grievous brain injury to a workman sustained during employment justifies assessment of 90% physical disability. EMPLOYEES' COMPENSATION - Physical disability - Quantum of compensation - Section 4 of the Employees' Compensation Act, 1923 - Workman employed as driver sustained grievous injuries to the brain in a road accident while driving the employer's vehicle on employer's instruction - Commissioner assessed 90% physical disability and awarded compensation applying wages of Rs.8,000/- per month and multiplier factor of 216.91 - Claimant appealed for enhancement; insurer appealed against the award... subscribe to read more.....

🚨 𝗟𝗔𝗕𝗢𝗨𝗥 𝗖𝗢𝗗𝗘𝗦 𝗔𝗟𝗘𝗥𝗧: 𝗧𝗵𝗲 𝗗𝗶𝘀𝗰𝘂𝘀𝘀𝗶𝗼𝗻 𝗛𝗮𝘀 𝗡𝗼𝘄 𝗠𝗼𝘃𝗲𝗱 𝗙𝗿𝗼𝗺 “𝗪𝗵𝗮𝘁 𝗪𝗶𝗹𝗹 𝗖𝗵𝗮𝗻𝗴𝗲?” 𝗧𝗼 “𝗔𝗿𝗲 𝗪𝗲 𝗥𝗲𝗮𝗱𝘆?” Most employers are still asking: 👉 “Will salary structures change?” 👉 “Will appointment letters become mandatory?” 👉 “Do we need Standing Orders now?” 👉 “What happens to contract labour, women working at night, gig workers and fixed-term employees?” But the real question is sharper: ⚠️ 𝗜𝘀 𝘆𝗼𝘂𝗿 𝗛𝗥, 𝗣𝗮𝘆𝗿𝗼𝗹𝗹, 𝗟𝗲𝗴𝗮𝗹 𝗮𝗻𝗱 𝗖𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 𝘁𝗲𝗮𝗺 𝗿𝗲𝗮𝗱𝘆 𝘄𝗶𝘁𝗵 𝗮 𝗰𝗼𝗱𝗲-𝗯𝗮𝘀𝗲𝗱 𝗰𝗵𝗲𝗰𝗸𝗹𝗶𝘀𝘁? ━━━━━━━━━━━━━━━━━━━━ ❶ 𝗖𝗼𝗱𝗲 𝗼𝗻 𝗪𝗮𝗴𝗲𝘀, 𝟮𝟬𝟭𝟵 ➤ The 50% wage definition rule is the hottest payroll discussion. ➤ Excluded allowances beyond the statutory limit may get added back into wages. ➤ Overtime, wage slips, registers, deductions and timely payment will need closer review. ↳ 𝗛𝗥 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆: Salary structures cannot be treated as only a CTC design exercise anymore. ━━━━━━━━━━━━━━━━━━━━ ❷ 𝗜𝗻𝗱𝘂𝘀𝘁𝗿𝗶𝗮𝗹 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀 𝗖𝗼𝗱𝗲, 𝟮𝟬𝟮𝟬 ➤ GRC for 20+ workers. ➤ Works Committee discussion at 100+. ➤ Standing Orders at 300+ workers. ➤ Negotiating Union with 51% support. ➤ Strike / lockout discipline becomes more structured. ↳ 𝗛𝗥 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆: Employee relations will need documentation, process discipline and stronger internal governance. ━━━━━━━━━━━━━━━━━━━━ ❸ 𝗢𝗦𝗛 & 𝗪𝗖 𝗖𝗼𝗱𝗲, 𝟮𝟬𝟮𝟬 ➤ Appointment letter to every employee. ➤ Registration for establishments with 10+ employees. ➤ Health check-ups and safety systems. ➤ Women working at night with consent and safeguards. ➤ Contract labour provisions at 50+. ➤ Inter-State migrant worker compliance at 10+. ↳ 𝗛𝗥 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆: Safety is no longer only a factory-floor topic. It is a boardroom compliance issue. ━━━━━━━━━━━━━━━━━━━━ ❹ 𝗖𝗼𝗱𝗲 𝗼𝗻 𝗦𝗼𝗰𝗶𝗮𝗹 𝗦𝗲𝗰𝘂𝗿𝗶𝘁𝘆, 𝟮𝟬𝟮𝟬 ➤ EPF coverage discussions. ➤ ESI expansion for certain establishments. ➤ Fixed-term employee gratuity after 1 year. ➤ 26 weeks maternity benefit. ➤ Crèche at 50+ employees. ➤ Gig and platform workers formally recognised. ↳ 𝗛𝗥 𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆: Workforce cost planning must include traditional employees, fixed-term employees, contract labour and platform-linked workers. ━━━━━━━━━━━━━━━━━━━━ 🅐 𝗪𝗵𝗮𝘁 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗿𝘀 𝗦𝗵𝗼𝘂𝗹𝗱 𝗗𝗼 𝗡𝗼𝘄 ✦ Review salary structures ✦ Audit wage components ✦ Update appointment letters ✦ Prepare Standing Orders where applicable ✦ Strengthen contractor compliance ✦ Revisit women-shift safety protocols ✦ Check maternity and crèche readiness ✦ Align registers, wage slips and annual returns 🅑 𝗧𝗵𝗲 𝗕𝗶𝗴 𝗠𝗲𝘀𝘀𝗮𝗴𝗲 The Labour Codes are not just a legal reform. They are a 𝗰𝗼𝗺𝗽𝗹𝗶𝗮𝗻𝗰𝗲 𝗿𝗲𝘀𝗲𝘁 for every employer. ➠ Payroll will change. ➠ Documentation will change. ➠ Contractor controls will change. ➠ Employee relations will change. ➠ Social security planning will change.

2026 LLR WEB 892 (JHARKHAND HIGH COURT) Non-implementation of industrial award raises disputed facts not amenable to quashing under Section 482 Cr.P.C. INDUSTRIAL DISPUTES - Non-implementation of award - Section 29 read with Sections 18 and 32 of the Industrial Disputes Act, 1947 - Cognizance - Section 482 Cr.P.C. - Quashing - BCCL management, including its CMD and senior officers, were prosecuted for non-implementation of a regularisation award passed by the Central Government Industrial Tribunal - Cognizance was taken by the Chief Judicial Magistrate under Section 29... subscribe to read more.....

2026 LLR WEB 887 (CALCUTTA HIGH COURT) Subsequent cancellation of a trade union's registration does not extinguish a validly referred industrial dispute, though the deregistered union loses its right to participate further in tribunal proceedings. INDUSTRIAL DISPUTE - Trade union - Cancellation of registration - Section 2(qq) and Section 36 of the Industrial Disputes Act, 1947 - Trade Unions Act, 1926 - Registered trade union - Deregistration pendente lite - Locus standi - Functus officio - Survival of reference - A charter of demands was referred by the appropriate Government for adjudication on the basis of a dispute raised by two registered trade unions; in the course of proceedings,... subscribe to read more.....

🚨 𝗖𝗢𝗗𝗘 𝗢𝗡 𝗪𝗔𝗚𝗘𝗦 𝗔𝗟𝗘𝗥𝗧: 𝗢𝗻𝗲 𝗖𝗵𝗲𝗰𝗸𝗹𝗶𝘀𝘁 𝗘𝘃𝗲𝗿𝘆 𝗛𝗥 / 𝗣𝗮𝘆𝗿𝗼𝗹𝗹 / 𝗟𝗲𝗴𝗮𝗹 𝗧𝗲𝗮𝗺 𝗦𝗵𝗼𝘂𝗹𝗱 𝗞𝗲𝗲𝗽 𝗥𝗲𝗮𝗱𝘆! Under the Code on Wages, 2019 read with the Code on Wages (Central) Rules, 2026, payroll compliance is no longer just a monthly salary activity. It is a documented legal process. ━━━━━━━━━━━━━━━━━━━━ ➠ 𝗪𝗵𝗮𝘁 𝗱𝗼𝗲𝘀 𝘁𝗵𝗶𝘀 𝗰𝗵𝗲𝗰𝗸𝗹𝗶𝘀𝘁 𝗰𝗼𝘃𝗲𝗿? ❶ 𝗘𝗾𝘂𝗮𝗹𝗶𝘁𝘆 & 𝗪𝗮𝗴𝗲 𝗕𝗮𝘀𝗶𝗰𝘀 ↳ No gender discrimination in wages for same or similar work. ↳ No discrimination on sex in recruitment or employment conditions, except where legally restricted. ↳ Wages may be paid in cash, cheque, bank credit or electronic mode. ❷ 𝗠𝗶𝗻𝗶𝗺𝘂𝗺 𝗪𝗮𝗴𝗲𝘀 & 𝗙𝗹𝗼𝗼𝗿 𝗪𝗮𝗴𝗲 ↳ No employee can be paid below the notified minimum wage. ↳ Daily rate ÷ 8 = hourly rate. ↳ Classification may be based on skill level and geographical area. ↳ VDA revision to be done before 1 April and 1 October every year. ↳ Floor wage is ordinarily revised within 5 years. ❸ 𝗪𝗼𝗿𝗸𝗶𝗻𝗴 𝗛𝗼𝘂𝗿𝘀, 𝗥𝗲𝘀𝘁 𝗗𝗮𝘆 & 𝗢𝘃𝗲𝗿𝘁𝗶𝗺𝗲 ↳ Normal working day: 8 hours for daily-rated employees. ↳ Weekly working hours must not exceed 48. ↳ One rest day every week. ↳ Overtime must be at least twice the normal rate of wages. ↳ Night shift “day” and “rest day” are counted from shift-end time. ❹ 𝗪𝗮𝗴𝗲 𝗣𝗲𝗿𝗶𝗼𝗱 & 𝗣𝗮𝘆𝗺𝗲𝗻𝘁 𝗧𝗶𝗺𝗲𝗹𝗶𝗻𝗲𝘀 ↳ Wage period may be daily, weekly, fortnightly or monthly. ↳ No wage period can exceed one month. ↳ Monthly wages must be paid before the 7th of the succeeding month. ↳ On removal, dismissal, retrenchment, resignation or closure-related unemployment, wages must be paid within 2 working days. ❺ 𝗗𝗲𝗱𝘂𝗰𝘁𝗶𝗼𝗻𝘀, 𝗙𝗶𝗻𝗲𝘀 & 𝗥𝗲𝗰𝗼𝘃𝗲𝗿𝗶𝗲𝘀 ↳ Only authorised deductions are permitted. ↳ Total deductions cannot exceed 50% of wages in a wage period. ↳ Excess deductions must be carried forward. ↳ Fines require approved acts/omissions and 7 days’ opportunity to show cause. ❻ 𝗕𝗼𝗻𝘂𝘀 ↳ Eligible employees must have worked at least 30 days in the accounting year. ↳ Minimum bonus: 8.33% of wages or ₹100, whichever is higher. ↳ Maximum bonus: 20% of wages. ↳ Bonus must be credited to bank account within 8 months from close of accounting year. ↳ Contractor default may shift minimum bonus liability to the proprietor after confirmation. ❼ 𝗖𝗹𝗮𝗶𝗺𝘀, 𝗔𝗽𝗽𝗲𝗮𝗹 & 𝗨𝗻𝗱𝗶𝘀𝗯𝘂𝗿𝘀𝗲𝗱 𝗗𝘂𝗲𝘀 ↳ Group claims can be filed for same wage period or discrimination. ↳ Appeal may be filed within 90 days. ↳ Employer appeal requires deposit of claim amount. ↳ Nomination details must be kept updated. ❽ 𝗥𝗲𝗰𝗼𝗿𝗱𝘀, 𝗥𝗲𝘁𝘂𝗿𝗻𝘀 & 𝗘𝗻𝗳𝗼𝗿𝗰𝗲𝗺𝗲𝗻𝘁 ↳ Maintain Employee Register, Wage Register and Attendance-cum-Muster Roll. ↳ Preserve registers for 5 years. ↳ Issue wage slip on or before payment of wages. ↳ Underpayment can attract fines and repeat offences may lead to imprisonment. ━━━━━━━━━━━━━━━━━━━━ 📌 𝗞𝗲𝗲𝗽 𝘁𝗵𝗶𝘀 𝗰𝗵𝗲𝗰𝗸𝗹𝗶𝘀𝘁 𝗵𝗮𝗻𝗱𝘆.