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By Mr. Rajan Verma

Advisor to Ministry of Labour & Employment, Government of India.

recently retired as Chief Labour Commissioner (Central), Government of India.

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The workshop will help you update and be aware of the latest amendments in Code on Wages and Rules there under and set the floor ready for prompt adoption and  implementation to avoid hassles in lega l compliances.


  • Limited coverage employees and employment under existing law whereas broader coverage under code
  • Uniformity in Appropriate government definition Viz a Viz existing labour laws
  • Extensive coverage of equal remuneration part under the code in comparison to existing ER Act 1976
  • Clear concept of components of wages under the code with Uniformity
  • New concept of floor level wages to reduce disparities in rate of minimum wages across the nation under the code
  • Modified mode of payment of bonu s


  • Introduction of fixed term employment under the code and its implications
  • Establishments exempted from the definition of industry and its cosquences
  • New concept of negotiating union and negotiating council under the code
  • Rights of employers to adopt model standing order without going for any certification process under the code
  • Limitation of time limit for raising a industrial dispute under the code
  • Modified definition of strike and also right of strike under the code

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  • Additional responsibilities of employers including principal employers under the code
  • Modified definition of contract labour under the code Viz a Viz existing contract labour laws
  • New concept of core and non core activities under the code instead of permanent and perennial nature of work under existing contract labour law
  • Delinking of registration and license under the code and concept of work specific license has been done away with unlike under the contract labour act
  • More inclusive definition and coverage of migrant workers under the code unlike narrow coverage under ISMW Act 1979
  • Formalization of employment and flexible ceiling on overtime deployment
  • New facilities of encashment of leav e under the code


  • Emergence of gig workers and platform workers have been recognised under the code
  • Responsibilities of employers including PE in ensuring contributions in respect of PF and ESIC both under the code
  • ESIC right to realize capitalized value of expenditure from employer in respect of uninsured employees
  • Relaxation in eligibility criteria for payment of gratuity in respect of fixed term employee and working journalists under the code
  • Social security schemes for unorganised workers and introduction of E-Shram portal
  • Requirements of reporting of vacancies in any employment for the establishment both in public and private sectors under the code

Contract Labour

  • Contract labour system whether imminent for the survival of the organisations/business activities
  • Challenges in view of diversified mandate of WTO and ILO
  • Rights of regularisation of contract labour especially after longer deployment
  • In case of industrial disputes… role and liabilities of principal employers
  • Procedure for registration and license under existing law as well as under proposed labour laws reforms
  • Principal employers accountability in ensuring timely payment of wages and bon us
  • Responsibilities of providing health and welfare facilities to contract labour
  • Area of challenges in identifying core and non core activities for the purpose of deployment of contract labour
  • Case studies of some ideal practices in contract labour management in importa nt sectors/industries
  • Question & Answers

Question & answers

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Sh. Rajan Verma  

Advisor to Ministry of Labour & Employment, Government of India.

  • He has recently retired from the post of Chief Labour Commissioner (Central), Government of India.