Master the New Labour Codes | HR Compliance Workshops in Mumbai, Delhi & Bangalore
A 1-Day Intensive Workshop for HR & Finance Leaders to transition seamlessly from the Old Labour Laws to the actively enforced New Labour Codes. Restructure your payroll, avoid retroactive penalties, and ensure 100% compliance today.
Led by High Court Advocates & Employment Law Partners
Full-Day Classroom Seminar
Course Overview
The New Labour Codes have officially come into effect from 21 November 2025. This watershed regulatory transformation consolidates 29 central labour laws into 4 comprehensive codes: The Code on Wages, The Industrial Relations Code, The Code on Social Security, and The Occupational Safety, Health and Working Conditions (OSH) Code.
Every employer must now urgently redesign their HR policies, compliance frameworks, and operational procedures to align with these new regulations. This intensive full-day B2B seminar provides you with a complete roadmap for a seamless transition, featuring practical implementation strategies and actionable compliance checklists to ensure your organization is fully prepared.
What you will learn
- Master the 4 Labour Codes: Gain a comprehensive understanding of the Wages Code, Industrial Relations Code, Social Security Code, and OSH Code.
- Redesign Salary Structures: Apply practical methodologies for restructuring employee compensation to comply with new wage definitions.
- Update HR Policies: Remodel policies for working hours, leaves, maternity, grievances, and termination using our ready-to-use templates.
- Navigate Fixed-Term Employment: Implement a complete framework for hiring, managing, and transitioning FTE employees.
- Manage Contractor Compliances: Fulfill new registration, licensing, and operational requirements for contract labour.
- Implement Social Security Changes: Calculate revised thresholds for PF, ESI, Bonus, and Gratuity accurately.
- Establish Compliance Systems: Set up mandatory registers, displays, returns, and digital compliance mechanisms.
- Create Transition Roadmap: Formulate a step-by-step action plan with timelines and a strict responsibility matrix.
- Mitigate Legal Risks: Understand penalties, inspector powers, and critical defense strategies.
How we Teach
- Practical Implementation-Focused Approach
- Law-to-Application Mapping
- Salary Restructuring Workshop
- Policy & Documentation Templates
- Case Studies & Real Scenarios
- Interactive Compliance Mapping & 60-Day Transition Action Plan
- Q&A with Practical Clarity & Implementation Toolkit
Organizational Impact
Now that the New Labour Codes are actively enforced (effective since 21 November 2025), retroactive non-compliance poses a severe financial threat. Sending your team to this workshop guarantees your organization can:
- Prevent Financial & Legal Exposure: Avoid steep financial penalties, prosecution risks, and reputational damage during labour inspections.
- Control Payroll Costs: Reduce long-term payroll cost shocks through strategic, legally sound structured salary redesigns.
- Ensure Audit Readiness: Strengthen your inspection preparedness and build a defensible compliance documentation trail.
- Govern Contract Labour: Improve contractor governance and drastically reduce principal employer risk management liabilities.
- Align Cross-Functional Teams: Bring HR, Legal, and Finance under a unified, standardized compliance framework across all business units.
Personal Impact
- Become the Internal Subject Matter Expert: Position yourself as the go-to authority on labour reforms and implementation within your company.
- Elevate Your Strategic Value: Enhance your strategic HR leadership credibility and decision-making ability regarding complex salary restructuring.
- Gain Practical Tools: Walk away equipped with ready-to-use policy templates, checklists, and a concrete 60-day action plan.
- Handle Audits with Confidence: Improve your capability to handle unexpected inspections, compliance audits, and legal risk mitigation.
Who Should Attend
This intensive seminar is designed for professionals responsible for workforce compliance and payroll:
- Leadership: Business Owners & Senior Management.
- HR & Operations: HR Heads, HR Managers, Factory Managers, and Plant Heads.
- Finance & Payroll: CFOs, Finance Controllers, and Payroll & Compensation Managers.
- Legal & Compliance: Compliance Officers, Legal & Corporate Affairs Executives, and Industrial Relations Professionals.
- External Partners: Labour Consultants, Advisors, and Contract/Vendor Management Teams.
Course Outline
The New Framework
Overview of 4 Labour Codes, Key changes from old laws, Implementation timeline, Sector-specific implications.
Salary Structure Redesign
New wage definitions, Basic pay components, Allowance restructuring, PF, ESI, Gratuity & Bonus impact.
Social Security Compliances
ESIC thresholds, PF/EPF coverage, Bonus calculation updates, Gratuity norms, Universal Social Security provisions.
Working Conditions & Leave Policy
Working hours limits, Overtime regulations, Leave entitlements, Rest intervals, Weekly holidays, Night shift provisions.
Fixed-Term Employment
Definition & scope, Terms of engagement, Gratuity eligibility, Notice period, Conversion to permanent, Documentation requirements.
Contract Labour & Contractors
New licensing norms, Contractor obligations, Principal employer liability, Registration procedures, Wage parity requirements & Inter-State Migrant Workers.
Registration mandates, Journey allowance, Displacement benefits, Accommodation standards, Return journey provisions.
Grievance Redressal Mechanisms
Internal Complaints Committee, Grievance Redressal Committee, Timeline for resolution, Appeal procedures, Documentation protocols.
Registers, Displays & Returns
Mandatory registers under each Code, Display board requirements, Annual returns, Online filing procedures, Digital compliance tools
Penalties & Prosecution
Non-compliance consequences, Penalty structure, Inspector powers, Self-certification options, Dispute resolution
Transition Action Plan – The 3-Phase 60-Day Implementation Roadmap
Phase 1: Assessment & Gap Analysis (Days 0-15)
Conduct a thorough gap analysis of existing policies against the newly enforced codes. This phase focuses on a comprehensive wage structure review and a contractor compliance assessment to identify immediate risk areas.
Phase 2: Redrafting & Restructuring (Days 15-45)
Actively redesign your framework by redrafting policies and restructuring salaries to meet the new definitions. Align all registers and documentation, and roll out transparent employee communication regarding CTC changes.
Phase 3: Audit & Final Alignment (Days 45-60)
Execute a final internal compliance audit to make necessary corrections. Finalize your digital filing alignments and establish a clear responsibility matrix so your team knows exactly who manages ongoing compliance.
Led by Industry Experts & Legal Authorities
This intensive workshop is facilitated by a highly distinguished corporate and employment law Advocate with over 15 years of specialized experience. As a Founding Partner advising top-tier organizations on workforce regulations, the instructor is actively involved in the interpretation and implementation of the New Labour Codes. They bring practical, courtroom-tested insights, regularly representing clients before High Courts, Tribunals, and statutory authorities.
Certificates & Inclusions
- Official Certification: Receive a Certificate of Course Completion to validate your compliance expertise.
- Implementation Toolkit: Comprehensive course material, including policy templates and calculation worksheets.
- Premium Hospitality: Networking lunch and dedicated tea/coffee breaks included throughout the day.
Immediate Assistance & Group Bookings
Have questions about your specific industry or want to inquire about group discounts? Reach out to our program coordinators directly:
Pankita
Vikas
Corporate In-House Training
Have a large HR and Finance team? Standardize your compliance across all locations by training your entire team at once.
Upcoming 2026 New Labour Law Seminars in India
Bangalore Workshop
February 18, 2026 | Holiday Inn | 09:30 AM – 05:00 PM
Mumbai Workshop
February 20, 2026 | Holiday Inn | 09:30 AM – 05:00 PM
Delhi Workshop
February 26, 2026 | Holiday Inn | 09:30 AM – 05:00 PM
Chennai Workshop
March 02, 2026 | Holiday Inn | 09:30 AM – 05:00 PM
Frequently Asked Questions
Yes. Because the New Wage Code alters the definition of “wages,” it directly impacts your Cost-to-Company (CTC) structure, requiring a recalculation of PF, ESIC, Gratuity, and Bonus eligibility.
During our workshop, participants utilize practical salary restructuring worksheets that function as a comprehensive impact calculator. These tools allow organizations to:
- Model the overall financial impact before rolling out changes to employees.
- Recompute basic wages to comply with the new 50% rule.
- Identify financial risks associated with allowance restructuring.
- Accurately estimate increased employer contributions.
Transitioning to the New Labour Codes requires a structured 60-day roadmap divided into three distinct phases: Assessment, Restructuring, and Final Audit.
Our program equips participants with a ready-to-use framework encompassing:
Phase 1 (Days 0-15): Conducting a gap analysis of existing policies, reviewing wage structures, and assessing contractor compliance.
Phase 2 (Days 15-45): Redrafting HR policies, restructuring salaries, aligning documentation, and rolling out transparent employee communications.
Phase 3 (Days 45-60): Performing a final compliance audit, executing corrections, aligning digital filings, and finalizing the team’s responsibility matrix.
The New Labour Code mandates a standardized wage definition where specified allowances cannot exceed 50% of total remuneration, effectively increasing the baseline “wage” used for all statutory calculations.
This standardization directly impacts long-term payroll costs. Key areas affected include:
- A higher base for Provident Fund (PF) contributions.
- Revised applicability thresholds for ESI.
- Mandatory recalculation of Gratuity liabilities.
- Realignment of Bonus eligibility.
Our training provides detailed “Before vs. After” wage comparisons and cost optimization strategies to manage this financial exposure within legal boundaries.
Under the Code on Wages, the 50% basic salary rule mandates that an employee’s basic pay (along with Dearness Allowance and retaining allowance) must constitute at least 50% of their total gross salary. Consequently, total allowances (like HRA, LTA, special allowances) are capped at 50%. If allowances exceed this limit, the excess amount is automatically deemed as “wages” for the purpose of calculating statutory benefits like PF and gratuity, drastically altering historical payroll structures.
For most private-sector employees, the New Labour Code will likely reduce monthly take-home (in-hand) salary, while significantly increasing their long-term retirement corpus. Because the new 50% basic salary rule forces employers to calculate Provident Fund (PF) and Gratuity on a higher baseline, the mandatory statutory deductions from the employee’s monthly paycheck will increase. Our seminar covers advanced payroll restructuring strategies to manage this transition smoothly.
Historically, employees were only eligible for gratuity after completing 5 continuous years of service. Under the new Code on Social Security, this has fundamentally changed. Fixed-term and contract employees are now eligible for gratuity payouts on a pro-rata basis after just 1 year of service. This eliminates the 5-year waiting period for fixed-term staff, requiring finance teams to immediately recalculate their short-term gratuity liabilities and operational reserves.
Yes, the Occupational Safety, Health and Working Conditions (OSH) Code introduces the flexibility of a 4-day work week. However, the statutory maximum of 48 working hours per week remains unchanged. To implement a 4-day work week, employers must schedule 12-hour daily shifts. If a company opts for standard 8-hour shifts, the traditional 6-day work week applies. Employers must also provide 3 consecutive days of paid leave for those on the 12-hour/4-day schedule.
Under the newly enforced regulations, employers are legally required to clear all Full and Final (F&F) dues within 2 working days (48 hours) of an employee’s resignation, dismissal, or retrenchment. This is a massive shift from the standard corporate practice of settling dues over 30 to 45 days, requiring HR and finance departments to heavily automate their exit and clearance workflows.
With the codes actively enforced since late 2025, the grace period has ended. Non-compliance now attracts severe penalties, including retroactive fines calculated from the enforcement date. Penalties range from ₹50,000 to ₹3,000,000 depending on the violation. Crucially, the codes introduce the concept of “compounding of offenses” and hold senior leadership (Directors, HR Heads) personally liable, with provisions for imprisonment for repeat statutory offenses.
For the first time in Indian corporate history, the Code on Social Security legally recognizes “gig workers” and “platform workers.” Aggregators and employers utilizing freelance or gig labor must now allocate 1% to 2% of their annual turnover (capped at 5% of the amount paid to gig workers) into a government-mandated Social Security Fund, impacting the financial models of companies relying on contract labor.