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Labour Law & Codes Advisory

India's 4 Labour Codes Are Coming. Are You Ready?

India's Central Government has consolidated 29 labour laws into 4 Labour Codes — Code on Wages 2019, Industrial Relations Code 2020, Social Security Code 2020, and OSH & Working Conditions Code 2020. West Bengal has notified rules for all four. When these come into full force, your payroll structure, leave policy, retrenchment procedures, and EPF calculations will change fundamentally. CompliCore is India's first mover on Labour Code transition advisory.

300+
Businesses Advised on Labour Laws
30
Years Labour Law Expertise
4
Labour Codes Fully Covered
100+
Wage Structure Reviews Completed
Get Readiness Report Call +91 7278382506
Labour codes advisory — CompliCore Advisory
4
Labour
Codes

300+

Businesses Advised on Labour Laws

30

Years Labour Law Expertise

4

Labour Codes Fully Covered

100+

Wage Structure Reviews Completed

Understanding the 4 Labour Codes

The Biggest Restructuring of Indian Labour Law Since Independence

The 4 Labour Codes represent the most significant restructuring of India's labour law framework since Independence. The Central Government has consolidated 29 central labour statutes into these four Codes — simplifying the legal framework but simultaneously introducing significant new obligations that businesses must prepare for well in advance.

The Code on Wages 2019 (CW) consolidates the Minimum Wages Act 1948, Payment of Wages Act 1936, Equal Remuneration Act 1976, and Payment of Bonus Act 1965. Its most impactful provision is the introduction of a "floor wage" for basic pay at 50% of total CTC — a rule that will compel most Indian businesses to restructure salary components and face a significant increase in EPF contributions. West Bengal's October 2024 revised minimum wages (unskilled: ₹249/day in non-scheduled employment) will be subsumed into the CW framework.

The Industrial Relations Code 2020 (IRC) consolidates the Industrial Disputes Act, Trade Unions Act, and Industrial Employment (Standing Orders) Act. It introduces new fixed-term employment as a statutory category, changes Standing Order applicability (now 300+ workers), and revises retrenchment and layoff procedures, including new thresholds and notice requirements.

Labour Code Impact Assessment — Business View
Code on Wages 2019
HIGH IMPACT
Basic wage must be ≥50% of gross CTC. EPF contributions will increase for most allowance-heavy salary structures. Bonus calculation base changes. Minimum wage compliance under unified national floor.
Industrial Relations Code 2020
MEDIUM IMPACT
Standing Orders now apply to 300+ worker establishments (previously 100+). Fixed-term employment added as statutory category. Retrenchment thresholds revised. Conciliation process changes.
Social Security Code 2020
HIGH IMPACT
EPF and ESIC coverage expanded to gig and platform workers. Gratuity continuous service definition revised. Maternity benefit changes. New unorganised worker fund obligations.
OSH Code 2020
HIGH IMPACT
Factory threshold changes — 10 workers with power, 20 without. New Safety Officer thresholds. Annual health record obligations. Revised working hours and leave provisions.
Our Services

Labour Code Advisory Services

From impact assessment to full compliance transition — CompliCore provides end-to-end Labour Code advisory organised around your specific business needs, not just by statute.

All 4 Labour Codes

Labour Code Impact Assessment

A personalised, written analysis of how all 4 Labour Codes will specifically affect your business — based on your current headcount, salary structure, leave policy, statutory deductions, and industry sector.

  • Payroll analysis — identify basic wage gap vs. 50% CTC floor requirement
  • EPF contribution increase modelling — projected additional monthly cost
  • Leave policy gap analysis vs. Code on Wages and OSH Code provisions
  • Social security coverage gap — gig/contract worker obligations under SSC
  • Retrenchment procedure review vs. IRC 2020 revised thresholds
  • Factory compliance applicability check under OSH Code 2020
  • Written impact report with business risk rating within 5 working days
Code on Wages 2019

Wage Structure Restructuring

Redesign of your salary structure to ensure basic wage meets the ≥50% of CTC floor mandated by the Code on Wages 2019 — while minimising the EPF impact and protecting employee net take-home pay.

  • Full salary component analysis — Basic, HRA, DA, Special Allowance, LTA, etc.
  • Restructuring model to bring basic wage ≥50% with minimum EPF increase
  • Before vs. after comparison — employer cost, employee net take-home
  • EPF, ESIC, Bonus, and Gratuity calculation impact for each model
  • West Bengal minimum wage compliance verification (October 2024 revised rates)
  • Employee communication templates and management briefing materials
  • Revised payroll processing guidelines for Finance and HR teams
Industrial Relations Code 2020

Industrial Relations Code Advisory

Analysis of all significant changes under the Industrial Relations Code 2020 — and how they affect your standing orders, employment terms, retrenchment processes, and dispute resolution procedures.

  • Standing Orders applicability review (now 300+ workers; previously 100+)
  • Model Standing Order review and amendment for IRC 2020 compliance
  • Fixed-term employment provisions — new statutory category, benefits, documentation
  • Retrenchment and layoff procedure changes — revised notice, compensation, thresholds
  • Revised conciliation and arbitration framework — internal procedures review
  • Works Committee applicability and constitution requirements
  • Worker Re-skilling Fund contribution obligations under IRC 2020
Social Security Code 2020

Social Security Code Transition

Manage the complex compliance and structural changes introduced by the Social Security Code 2020 — which expands EPF and ESIC coverage, revises gratuity rules, and creates new obligations for platform and gig worker engagements.

  • EPF coverage expansion analysis — aggregator and platform worker obligations
  • ESIC threshold compliance review under SSC 2020 revised applicability rules
  • Gratuity calculation changes — revised "continuous service" definition impact
  • Maternity benefit changes — enhanced provisions under SSC 2020
  • Social Security Fund for unorganised workers — contribution analysis and obligations
  • Cess Fund and Building & Other Construction Workers' social security obligations
  • Monthly returns and contribution format updates for SSC 2020 regime
All 4 Labour Codes

Employment Contract & HR Policy Review

Review and complete rewrite of your appointment letters, employment contracts, and HR policies to align with the 4 Labour Codes — with West Bengal-specific provisions (Professional Tax, LWF, S&E Act) integrated throughout.

  • Appointment letter template redesign — aligned to Code on Wages salary structure
  • Employment contract review and update for IRC 2020 fixed-term employment
  • Leave policy review — Code on Wages and OSH Code annual/earned leave provisions
  • Working hours and overtime policy — OSH Code 2020 compliant
  • Termination and disciplinary policy — IRC 2020 compliant procedures
  • West Bengal Professional Tax, LWF, and S&E Act integration in all documents
  • HR Manual update — full rewrite with 4 Labour Code compliance integrated
All 4 Labour Codes

Compliance Transition Roadmap

A structured 12-month phased implementation plan for full Labour Code compliance — from wage restructuring to register format updates — with monthly progress tracking and advisory retainer support throughout.

  • Month 1–3: Impact assessment, wage restructuring modelling, and stakeholder briefings
  • Month 4–6: Standing Order amendment, employment contract update, HR policy revision
  • Month 7–9: EPF/ESIC system updates, payroll system reconfiguration, register format changes
  • Month 10–12: Return format updates, compliance testing, team training
  • Monthly advisory retainer — ongoing guidance as Code operationalisation progresses
  • Regulatory update service — notifications when Central/WB rules are amended
  • Written compliance status report delivered at end of each phase
How We Work

Our Labour Code Transition Process

A structured 5-stage advisory methodology that takes you from current-state analysis to full Labour Code compliance — without disrupting your operations or workforce.

1
Current State Analysis & Gap Mapping

Review current payroll structure, leave policy, employment contracts, statutory deductions, and social security coverage. Map gaps against all 4 Labour Code requirements using our proprietary assessment framework.

2
Labour Code Impact Report

Deliver a detailed written impact report covering financial exposure (EPF increase), HR policy changes required, standing order amendments needed, and social security obligation changes — with risk rating per Code.

3
Wage & Policy Restructuring

Redesign salary structure for CW 2019 compliance. Draft revised Standing Orders. Update employment contracts and HR policies for IRC 2020. Restructure social security coverage for SSC 2020 compliance.

4
Implementation & Documentation

Support HR and Finance teams through implementation. Update payroll software parameters. Revise register formats. Train HR team on new compliance requirements. Issue revised appointment letters and contracts.

5
Ongoing Monitoring & Advisory Retainer

Monthly advisory retainer service — tracking Code operationalisation, rule amendments, and WB state notifications. Quarterly compliance review. Regulatory update alerts. Representation during labour inspections.

Why CompliCore

Why Businesses Choose CompliCore for Labour Code Advisory

Three competitive advantages that no general labour consultant can match — built on 30 years of practice under the very laws the Codes are now replacing.

First-Mover Advantage

CompliCore began Labour Code transition advisory in 2022 — before most compliance firms had even read the full text of the Codes. Our 300+ clients across West Bengal are already structured for the new regime: salary components restructured, employment contracts updated, Standing Orders reviewed, and social security coverage mapped for SSC 2020. When the Codes come into force, our clients will face zero disruption — while their competitors scramble to catch up. We do not offer Labour Code "readiness checks." We deliver full transition — and we have already started yours.

30 Years of Labour Law Depth

Our founders started Dey Associate in 1994 — practicing under all 29 labour laws that the Codes are now consolidating: the Factories Act, Minimum Wages Act, Payment of Wages Act, Payment of Bonus Act, EPF Act, ESIC Act, Gratuity Act, Industrial Disputes Act, and more. We understand the nuance of what changes and what stays the same better than any firm entering this space. We know which provisions of the Factories Act map exactly to OSH Code equivalents. We know which Minimum Wage categories in West Bengal will shift under the Code on Wages framework. That depth cannot be replicated.

Legal + Compliance Integration

Labour Code compliance requires both legal drafting and compliance management — and most firms offer only one. CompliCore's in-house legal team drafts revised Standing Orders, employment contracts, HR policies, and appointment letters that are compliant with all 4 Labour Codes and West Bengal state rules. Our compliance team simultaneously handles all filing, returns, and register maintenance under the existing statutes during the transition. One firm, complete solution — no coordination risk between a separate lawyer and a separate compliance consultant. From wage restructuring to final returns filing, CompliCore owns the full scope.

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