India officially enforced the Four New Labour Codes on 21 November 2025, replacing 29 old Central labour laws. These reforms bring major changes in wages, social security, industrial relations, and workplace safety.
This article provides a clear and practical understanding for employers, employees, workers, HR teams, entrepreneurs, and legal professionals.
Overview of the New Labour Codes in India 2025
1. Code on Wages, 2019
Uniform rules for minimum wages, timely payment, bonus and equal wages.
2. Industrial Relations Code, 2020
Covers industrial disputes, retrenchment, strikes, and standing orders.
3. Code on Social Security, 2020
First time in India, gig and platform workers are granted statutory social security
4. OSHWC Code, 2020 (Occupational Safety, Health and Working Conditions)
Ensures safe working conditions, working hours, welfare facilities, and mandatory registers.
Key Highlights of the New Labour Codes in India 2025
✔ Consolidation of 29 Older Laws
Creates a unified labour framework.
✔ Floor Wage Across India
Ensures minimum wage consistency.
✔ Strong Protection for Gig & Platform Workers
Digital platform workers are now covered under social security.
✔ Lay-Off Threshold Increased to 300 Workers
Provides flexibility to industries, especially manufacturing and services.
✔ Mandatory Appointment Letters
Every employer must issue a formal appointment letter.
✔ Night Shift for Women with Safety
Women can work at night with essential safety support.
✔ Centralised Licensing & Online Returns
Paperless compliance to reduce administrative burden.
Who Must Take Note of These Changes?
Employers
Industry owners, contractors, platforms, factories, and start-ups.
Employees & Workers
Corporate employees, field workers, journalists, delivery workers, and drivers.
Advocates & Legal Professionals
Necessary for drafting pleadings and advising clients under the new statutory regime.
Gig Workers Under the New Labour Codes (Explained)
Definition of a Gig Worker
A gig worker is a person who performs task-based, platform-mediated work without a traditional employment contract.
Key Features
- Works per task, not per month
- Flexible working hours
- App-based assignments
- No fixed employer-employee relationship
Examples of Gig Workers
- Swiggy/Zomato delivery partners
- Ola/Uber drivers
- Freelancers (IT, design, media)
- Urban Company service providers
- Local delivery/warehouse partners
Benefits Under the New Social Security Code
- Accident insurance
- Health benefits
- Future welfare fund
- Contribution by aggregators/platform companies
- National worker registration
This is a major policy step recognising India’s growing digital workforce.
Complete List of Repealed Labour Laws (29 Older Acts Merged)
A. Laws Merged into the Code on Wages (4 Acts)
- Payment of Wages Act, 1936
- Minimum Wages Act, 1948
- Payment of Bonus Act, 1965
- Equal Remuneration Act, 1976
B. Laws Merged into the Industrial Relations Code (3 Acts)
- Industrial Disputes Act, 1947
- Trade Unions Act, 1926
- Industrial Employment (Standing Orders) Act, 1946
C. Laws Merged into the Social Security Code (9 Acts)
- EPF & MP Act, 1952
- ESI Act, 1948
- Employees’ Compensation Act, 1923
- Maternity Benefit Act, 1961
- Payment of Gratuity Act, 1972
- Employment Exchanges Act, 1959
- Cine Workers Welfare Fund Act, 1981
- BOCW Act, 1996
- Unorganised Workers Social Security Act, 2008
D. Laws Merged into the OSHWC Code (13 Acts)
- Factories Act, 1948
- Mines Act, 1952
- Dock Workers Act, 1986
- BOCW Act (remaining provisions), 1996
- Plantations Labour Act, 1951
- Contract Labour Act, 1970
- Inter-State Migrant Workmen Act, 1979
- Working Journalists Act, 1955
- Working Journalists (Wages) Act, 1958
- Motor Transport Workers Act, 1961
- Beedi and Cigar Workers Act, 1966
- Sales Promotion Employees Act, 1976
- Cine Workers and Cinema Theatre Workers Act, 1981
Complete Compliance Checklist for Employers (Updated 2025)
A. Immediate Actions (0–30 Days)
- Update all appointment letters
- Reclassify workforce (employee/contract/gig/platform)
- Implement the floor wage
- Update employer registration on labour portals
B. Short-Term Actions (30–90 Days)
- Prepare statutory registers
- Update standing orders
- Conduct a mandatory workplace safety audit
- Revise HR policies: leave, disciplinary rules, PoSH, maternity
C. Medium-Term Actions (90–180 Days)
- Employee awareness sessions
- Review all contractor agreements
- Upgrade workplace safety infrastructure
- Align retrenchment/lay-off processes with the IR Code
Model Clause for Appointment Letters (Ready-to-Use)
Recommended Clause
“Your employment shall be governed by the Four Labour Codes enforced from 21 November 2025. Your wages shall be paid as per the Code on Wages, 2019. You will be covered under the Code on Social Security, 2020. Your working hours, overtime, and safety conditions shall follow the OSHWC Code, 2020. Termination, retrenchment, and disciplinary actions shall be governed by the Industrial Relations Code, 2020 along with relevant State rules.”
Litigation Guidance for Advocates
Which Law Applies?
- If the cause of action arose before 21 November 2025, old laws may apply.
- If it arose after 21 November 2025, the new Codes apply.
Advocate’s Tip
Always mention the date of the cause of action in pleadings to justify the applicable statute.
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FAQs on New Labour Codes in India 2025
Q1. When are the new Labour Codes effective?
21 November 2025.
Q2. Are gig workers covered?
Yes, under the Social Security Code.
Q3. Are written appointment letters mandatory?
Yes.
Q4. Have the old labour laws been repealed?
Yes, 29 central Acts have been consolidated.
Q5. Are there Supreme Court judgments on these Codes?
Not yet. Interpretation is expected in the coming years.
Adv. Sanjay Sharma is a Practicing Advocate in India, handling matters relating to Civil Law, Criminal Law, Goods and Services Tax (GST), and Insolvency & Bankruptcy laws.
Through Samvidhan Se Samadhaan, he works towards enhancing public legal awareness by presenting legal principles, procedures, and judicial decisions in clear, structured, and easily understandable language, supported by authoritative Supreme Court judgments.
