Labour Law Compliance

Labour Code 2026: What Factory Owners Must Update Before It’s Too Late

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For most factory owners, daily operations demand constant attention. Production targets, workforce management, supply chain coordination, and client commitments often take priority. Compliance, although important, is usually treated as a background function—something that needs to be managed but not constantly re-evaluated. However, the upcoming implementation of India’s labour codes is set to change that mindset […]

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Migrant Workmen Compliance: How One Miss Can Lead to Legal Trouble

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In many factories and industrial units, a significant portion of the workforce comes from different states. These workers play a critical role in maintaining productivity, meeting deadlines, and supporting business growth. At first glance, everything seems normal. Workers are hired, assigned tasks, and paid wages. Operations continue smoothly, and there are no visible issues. But

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Contract Labour Compliance in India: Why Principal Employers Face Risk Even with Vendors

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Contract labour is widely used across manufacturing, warehousing, construction, logistics, and service industries in India. While engaging contractors offers flexibility, it also introduces significant compliance risk. In recent years, labour authorities have increasingly held principal employers accountable for violations committed by contractors.In 2026, contract labour compliance is under sharper scrutiny due to digitized inspections, wage

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Labour Law Inspections Are Increasing in 2026: Are Your Records Inspection-Ready?

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Labour law inspections across Maharashtra are becoming more frequent, structured, and data-driven in 2026. With digitization of records, inter-department data sharing, and stricter enforcement in MIDCs and commercial establishments, businesses can no longer rely on reactive compliance. Today, inspection readiness is not about last-minute paperwork—it is about maintaining consistent, legally aligned records at all times.Many

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Government Proposes Increasing EPF Wage Ceiling from ₹15,000 to ₹25,000

Government Announcement, News /

New Delhi:The Ministry of Labour and Employment has proposed increasing the EPF wage ceiling from ₹15,000 to ₹25,000 per month.Once implemented: More employees will be covered Contributions will increase Pension and retirement savings will improve Employees earning up to ₹25,000 (Basic + DA) will be mandatorily covered under EPF. This proposed revision reflects the changing

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Overtime Can Only Be Done With Employee Consent and Must Be Paid at Double Rate

Government Announcement, News /

New Delhi:Overtime work in India has now been made fully voluntary and financially protected under the new labour law.Any extra work beyond regular hours: Requires the employee’s consent Must be paid at double the normal wage This protection now applies to office employees, service workers, and all categories of staff — not just factory workers.The

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Gig Workers and Contract Staff Brought Under India’s Social Security System

India, News /

New Delhi:India has taken a major step towards workforce inclusion by extending social security coverage to gig workers, platform workers, freelancers and contract employees.These workers will now be eligible for: Insurance Medical benefits Pension schemes Accident coverage This change benefits millions working in food delivery, ride-hailing, logistics, freelancing and digital platforms.

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Flexible Working Hours and 4-Day Workweek Legally Permitted Under New Labour Law

India, News /

New Delhi:India’s new labour framework introduces flexibility in how employees can work their weekly hours, allowing businesses to implement four-day workweeks and other flexible schedules.Under the new rules, employees may work: 4 days × 12 hours 5 days × about 9.5 hours 6 days × 8 hours As long as the total does not exceed

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Employers Must Settle Full & Final Dues Within 2 Working Days After Exit

Government Announcement, News /

New Delhi:One of the most significant worker-friendly reforms under the new labour regime is the introduction of a strict timeline for Full and Final (FnF) settlements.Companies are now legally required to clear all dues within two working days of an employee’s last working day. This includes: Salary Leave encashment Bonus Incentives Gratuity Any other pending

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