🚨 *BREAKING NEWS: 4 Labour Codes Likely to be Notified by April 2025 – Employers Must Prepare! *🚨 📢 *Major Update on Labour Reforms in India* India is on the brink of a major labour law overhaul as all 36 States and Union Territories (UTs) are expected to complete the pre-publication of Harmonized Draft Rules under the Four Labour Codes by 31st March 2025. Once this process is complete, the Labour Codes may be officially notified by April 2025. 📌 *Current Status of Implementation* As per the latest update: • 31 States/UTs have already pre-published the draft rules under the 4 Labour Codes. • The remaining 5 States/UTs (Meghalaya, Nagaland, West Bengal, Dadra & Nagar Haveli & Daman & Diu, and Lakshadweep) have made satisfactory progress in drafting their rules. • Once all States/UTs complete the pre-publication process, the Government of India is likely to move forward with the final notification and implementation. 📅 *What Does This Mean for Employers?* With the expected notification of the Four Labour Codes in April 2025, all industries, including: ✔️ Manufacturing ✔️ IT & Software ✔️ E-commerce ✔️ Outsourcing & Service Sector ✔️ Small & Medium Enterprises (SMEs) ✔️ Startups ✔️ Retail & Trade Establishments ✔️ Hotels & Hospitality ✔️ Transport & Logistics … must start preparing for full compliance with the new labour laws to avoid any regulatory penalties. ⚖️ *Overview of the 4 Labour Codes* The Four Labour Codes aim to simplify and consolidate 29 existing labour laws into a streamlined compliance framework. Below is a detailed summary of each Code: 1️⃣ Code on Wages, 2019 • Applies to all employees, irrespective of wage ceiling • Ensures minimum wages across all sectors (including unorganised workers) • Mandates timely payment of wages • Defines the components of ‘wages’ for statutory benefits 🔹 Key Impact: Employers will need to restructure salary components to ensure compliance with the new definition of ‘wages’ for PF, gratuity, and bonus calculations. 2️⃣ Industrial Relations Code, 2020 • New provisions for fixed-term employment (FTE) • Simplifies the process of retrenchment & layoffs for large firms • Stronger dispute resolution mechanisms • Stricter rules on strikes & lockouts 🔹 Key Impact: Establishments need to review their HR policies, particularly around contract staffing, termination, and union negotiations. 3️⃣ Code on Social Security, 2020 • Extends social security benefits (PF, ESI, Gratuity) to gig and platform workers • Universal coverage for workers in all industries • Mandates online registrations for compliance reporting • Provisions for unemployment insurance & maternity benefits 🔹 Key Impact: Employers must register all workers, including gig workers and independent contractors, under ESIC, EPFO, and other schemes. 4️⃣ Occupational Safety, Health & Working Conditions (OSH) Code, 2020 • Standardised safety norms across industries • Enhanced working conditions for contract workers • Digital health & safety records for establishments • Mandatory welfare provisions for migrant workers 🔹 Key Impact: Employers need to implement new safety standards, upgrade workplace conditions, and ensure compliance with health norms. ⚠️ *Employers Must Act Now!* Since the 4 Labour Codes are expected to be implemented soon, it is critical for companies to: ✅ Assess current HR policies and employment contracts ✅ Realign salary structures as per the new ‘wage definition’ ✅ Update social security registrations (EPF, ESI, Gratuity, Maternity Benefits) ✅ Ensure compliance with working conditions & safety measures ✅ Prepare for digital record-keeping & online compliance filings Failure to comply after April 2025 may result in penalties, fines, and legal consequences. *🔍 Final Thoughts* With the final notification of these laws expected soon, businesses cannot afford to delay preparations. Employers must take proactive steps now to align their HR, payroll, and compliance processes with the new legal framework. Stay tuned for further updates on this historic labour law reform in India!