India's four Labour Codes explained
India's four Labour Codes are the Code on Wages, 2019, the Industrial Relations Code, 2020, the Code on Social Security, 2020 and the Occupational Safety, Health and Working Conditions Code, 2020. They took effect on 21 November 2025, replacing 29 earlier central labour laws. Here the Labour Codes are explained: what each code covers and where to check details.
At a glance
- In force since: 21 November 2025 (Press Information Bureau, PIB).
- What changed: 29 central labour laws were merged into four codes.
- Who it affects: employers, employees, fixed-term and contract staff, gig and platform workers, and inter-state migrant workers.
- Still to watch: detailed rules, and state rules where the state government is the appropriate government.
The four codes and the laws they replace
| Code | Replaces | Main subjects |
|---|---|---|
| Code on Wages, 2019 | 4 laws, including the Payment of Wages Act, 1936, the Minimum Wages Act, 1948 and the Payment of Bonus Act, 1965 | Minimum wages, wage payment, deductions, bonus, equal pay |
| Industrial Relations Code, 2020 | 3 laws, including the Industrial Disputes Act, 1947 | Fixed-term employment, trade unions, standing orders, retrenchment, strikes |
| Code on Social Security, 2020 | 9 laws, including the EPF Act, 1952, the ESI Act, 1948 and the Payment of Gratuity Act, 1972 | Provident fund, ESI, gratuity, maternity benefit, gig and platform workers |
| OSH Code, 2020 | 13 laws, including the Factories Act, 1948 and the Contract Labour Act, 1970 | Safety, working hours, leave, appointment letters, migrant and contract workers |
The Code on Wages was notified on 8 August 2019 and the other three on 29 September 2020, then brought into effect together on 21 November 2025 (PIB).
What the Ministry says changed
The Ministry of Labour and Employment lists these headline changes:
- Appointment letters for all workers.
- A statutory right to minimum wages for all workers, not only scheduled employments.
- Free annual health check-ups for workers aged 40 and above.
- Social security for gig and platform workers, defined for the first time.
- Gratuity for fixed-term employees after one year of continuous service.
- ESIC coverage across the country, not only notified areas.
- One registration, one licence and one return in place of many.
Each of these has its own page: wage definition, gratuity, fixed-term employment, gig and platform workers and appointment letters and health check-ups.
Which rules apply today?
The codes are law, but several details sit in rules and in notifications. Until new rules are finalised, the Ministry says old rules continue to apply to the extent they are consistent with the codes. Labour is on the concurrent list, so state governments also make rules. See rules status and state variations.
Where to read the primary text
The Ministry publishes the code texts, FAQs and a compliance handbook at labour.gov.in, and notifications appear in the Gazette of India. If a rule matters to a decision, read the primary text or ask a qualified adviser. Start with the Labour Codes hub.
Sources
- PIB, Government makes the four Labour Codes effective (21 Nov 2025), https://www.pib.gov.in/PressReleseDetailm.aspx?PRID=2192463®=3&lang=2, checked 2026-10-31
- PIB, India's Labour Reforms: Simplification, Security, and Sustainable Growth (21 Nov 2025), https://www.pib.gov.in/PressReleasePage.aspx?PRID=2192524®=3&lang=2, checked 2026-10-31
- Ministry of Labour and Employment, Compliance Handbook for Employers under the Four Labour Codes (Central Government sphere), https://www.labour.gov.in/static/uploads/2026/02/83978455025732b99b0165def80ab171.pdf, checked 2026-10-31
- Ministry of Labour and Employment, FAQs on Labour Codes (Dec 2025), https://www.labour.gov.in/static/uploads/2026/01/de4758d5bfeffc456d7de97a801891b0.pdf, checked 2026-10-31
- Ministry of Labour and Employment, Labour Codes, https://labour.gov.in/labour-codes, checked 2026-10-31
This is general information, not legal, tax or immigration advice. Rules change and your situation may differ. Consult a licensed attorney or qualified adviser.