Why in News ? India has entered a new labour era with the government implementing the Four Labour Codes— the Code on Wages (2019), Industrial Relations Code (2020), Code on Social Security (2020), and Occupational Safety, Health and Working Conditions (OSHWC) Code (2020) — marking one of the most sweeping workforce reforms since Independence.

• Calling it a “historic decision”, the Indian government said the move rationalises 29 existing central labour laws, simplifies a century-old regulatory framework and expands protections for hundreds of millions of workers. The implementation is effective 21 November 2025.
• Speaking on the reform, Prime Minister Narendra Modi wrote on X: “Shramev Jayate! Today, our Government has given effect to the Four Labour Codes. It is one of the most comprehensive and progressive labour-oriented reforms since Independence. It greatly empowers our workers. It also significantly simplifies compliance and promotes ‘Ease of Doing Business.’”
• He added that the Codes will create “a strong foundation for universal social security, minimum and timely payment of wages, safe workplaces and remunerative opportunities… especially Nari Shakti and Yuva Shakti” and will “accelerate our journey towards a Viksit Bharat.”

What do the new codes mean for India?

• For decades, India operated under labour laws drafted between the 1930s and 1950s — rules built for a pre-digital, pre-gig economy. Fragmented regulations meant overlapping compliances, outdated systems, and limited protection for workers outside the formal sector.
• The Four Labour Codes replace this patchwork with a uniform, modern legal framework that the government says will create “a protected, future-ready workforce and resilient industries.”
• The transformation aligns India with global standards, consolidates rights into four comprehensive laws, and extends benefits to workers who were previously unprotected — particularly gig workers, migrants, contract labour and MSME employees.

 

What Changes: Key before–after shifts

The new labour ecosystem brings major structural changes across employment, wages, safety and compliance:

A comparison of the labour ecosystem, before and after the implementation of the Labour Codes, is as follows:

	Pre Labour Reforms	Post Labour Reforms
Formalisation of Employment	No mandatory appointment letters	Mandatory appointment letters to all workers. Written proof will ensure transparency, job security, and fixed employment.
Social Security Coverage	Limited Social Security Coverage	Under Code on Social Security, 2020 all workers including gig & platform workers to get social security coverage. All workers will get PF, ESIC, insurance, and other social security benefits.
Minimum Wages	Minimum wages applied only to scheduled industries/employments; large sections of workers remained uncovered	Under the Code on Wages, 2019, all workers to receive a statutory right minimum wage payment. Minimum wages and timely payment will ensure financial security.
Preventive Healthcare	No legal requirement for employers to provide free annual health check-ups to workers	Employers must provide all workers above the age of 40 years with a free annual health check-up. Promote timely preventive healthcare culture
Timely Wages	No mandatory compliance for employers payment of wages	Mandatory for employers to provide timely wages, ensuring financial stability, reducing work stress and boosting overall morale of the workers.
Women workforce participation	Women’s employment in night shifts and certain occupations was restricted	Women are permitted to work at night and in all types of work across all establishments, subject to their consent and required safety measures. Women will get equal opportunities to earn higher incomes – in high paying job roles.
ESIC coverage	ESIC coverage was limited to notified areas and specific industries; establishments with fewer than 10 employees were generally excluded, and hazardous-process units did not have uniform mandatory ESIC coverage across India	ESIC coverage and benefits are extended Pan-India – voluntary for establishments with fewer than 10 employees, and mandatory for establishments with even one employee engaged in hazardous processes. Social protection coverage will be expanded to all workers.
Compliance Burden	Multiple registrations, licenses and returns across various labour laws.	Single registration, PAN-India single license and single return. Simplified processes and reduction in Compliance Burden.

 

The implementation of the Four Labour Codes ushers in wide-ranging improvements across industries, strengthening worker protection, enhancing social security, and modernising workplace standards.

 

Fixed-Term Employees (FTE):

The Codes place fixed-term employees on par with permanent staff, ensuring stability and protection for short-duration roles.

Key benefits:

• Full benefits equal to permanent workers — including leave, medical and social security.
• Gratuity eligibility after just one year instead of five.
• Equal wages for permanent and fixed-term employees.
• Encourages direct hiring and reduces over-reliance on contractors.

Gig & Platform Workers:

For the first time, gig and platform workers and aggregators are legally defined, bringing millions of workers into the social-security fold.

Key benefits:

• Mandatory aggregator contribution of 1–2% of annual turnover, capped at 5% of payouts to workers.
• Aadhaar-linked Universal Account Number ensures seamless, portable access to benefits across states.
• Social security schemes extended to gig and platform workers.

 

Contract Workers:

Reforms improve protection for contract labour and ensure better working conditions.

Key benefits:

• Fixed-term employment strengthens employability with benefits equal to permanent staff.
• Gratuity available after one year of continuous service.
• Principal employer must provide health and social-security benefits.
• Free annual health check-ups mandated.

Women Workers:

The Codes significantly expand rights, protections and opportunities for women in the workforce.

Key benefits:

• Legal prohibition on gender discrimination.
• Equal pay for equal work.
• Permission to work night shifts and in all job categories, including underground mining and heavy machinery, with consent and safety protocols.
• Mandatory representation of women on grievance committees.
• Parents-in-law included in family definition for dependent benefits.

 Youth Workers:

Younger workers benefit from increased formalisation and protection in entry-level employment.

Key benefits:

• Guaranteed minimum wage for all workers.
• Mandatory appointment letters to formalise employment and create work history.
• Payment of wages during leave made compulsory.
• Floor wage set by the Central Government ensures a basic standard of living.

MSME Workers:

The Codes bring MSME employees under a unified welfare architecture, improving working conditions and protections.

Key benefits:

• Coverage under the Social SecurityCode based on employee strength.
• Minimum wage guaranteed for all workers.
• Access to canteens, drinking water, rest areas and welfare facilities.
• Standardised working hours, double overtime, paid leave, and timely wage payments.

Beedi & Cigar Workers:

Traditional and informal sectors gain structured legal protections.

Key benefits:

• Minimum wages
• Working hours fixed at 8–12 hours per day, capped at 48 hours per week.
• Overtime only with consent and at double wages.
• Mandatory timely wage payment.
• Bonus eligibility after completing 30 working days in a year.

Plantation Workers:

Plantation labour is brought under modern safety and social-security norms.

Key benefits:

• Covered under OSHWC and Social Security Codes.
• Applicable to plantations with >10 workers or >5 hectares.
• Mandatory safety training and protective gear for chemical handling.
• Full ESIC medical coverage for workers and families.
• Education facilities guaranteed for workers’ children.

Audio-Visual & Digital Media Workers:

Journalists, technicians and performers in digital/electronic media receive formal recognition and equal protections.

Key benefits:

• Mandatory appointment letters specifying wages and entitlements.
• Timely wage payment enforced.
• Overtime beyond prescribed hours only with consent and at double wages.
• Coverage includes dubbing artists, stunt personnel and digital media workers.

Mine Workers:

Mining-sector employees see stronger safety and welfare standards.

Key benefits:

• Certain commuting accidents treated as employment-related under conditions.
• Central Government standards for occupational safety and health.
• Free annual health check-ups.
• Working hours limited to 8–12 hours per day, 48 per week.

Hazardous Industry Workers:

Health and safety protections strengthened in high-risk sectors.

Key benefits:

• Free annual health check-ups for all workers.
• National safety standards to be framed by the Central Government.
• Women allowed in all hazardous roles, including underground mining.
• Safety committees mandatory at each site.
• Safe handling of hazardous chemicals enforced.

Textile Workers:

The Codes bring significant protection for migrant and industrial textile labour.

Key benefits:

• Equal wages and welfare benefits for all migrant workers.
• PDS portability benefits.
• Workers can claim pending dues for up to 3 years.
• Double wages mandated for overtime.

IT & ITES Workers

White-collar employees in the IT sector gain clarity, formalisation and timely payments.

Key benefits:

• Mandatory salary release by the 7th of every month.
• Equal pay for equal work ensured.
• Women allowed night shifts with safeguards.
• Faster resolution of harassment, discrimination and wage disputes.
• Mandatory social security and appointment letters.

Dock Workers:

Port labour receives formal recognition and protection.

Key benefits:

• Legal recognition for all dock workers.
• Mandatory appointment letters ensuring social security.
• PF, pension and insurance for contract and temporary workers.
• Employer-funded annual health check-ups.
• Mandatory medical, sanitation and first-aid facilities.

Export Sector Workers:

Reforms strengthen protections in India’s export-driven industries.

Key benefits:

• FTEs eligible for PF, gratuity and other social security benefits.
• Annual leave available after 180 days of work.
• Right to timely, undeducted wages with no wage ceilings.
• Women allowed night shifts with consent.
• Mandatory safeguards: double overtime wages, safe transport, CCTV surveillance, and security arrangements.

Additional System-Wide Reforms:

Beyond sector-specific benefits, the Labour Codes introduce several nationwide structural improvements:

• National Floor Wage to ensure no worker falls below a living wage.
• Gender-neutral protections, including for transgender workers.
• Inspector-cum-Facilitator system promoting compliance through guidance instead of punitive action.
• Faster dispute resolution through two-member Industrial Tribunals.
• Single registration, licence and return, replacing multiple filings across laws.
• National OSH Board to harmonise safety standards.
• Mandatory safety committees in establishments with 500+ workers.
• Higher factory thresholds for small units, reducing regulatory burden while retaining protections.

The government will consult stakeholders while framing rules and schemes under the Codes. During the transition, existing labour provisions remain in force until phased out.

Over the past decade, social-security coverage has grown from 19% (2015) to over 64% (2025). With portable, nationwide entitlements, the Codes place workers—especially women, youth, migrants, gig and unorganised labour—at the centre of labour governance. By simplifying compliance and enabling flexible modern work arrangements, the Codes are designed to boost employment, productivity and industry growth.

चार श्रम संहिताएँ : भारत में ऐतिहासिक श्रम सुधार

भारत सरकार ने चार श्रम संहिताओं— वेतन संहिता, 2019, औद्योगिक संबंध संहिता, 2020, सामाजिक सुरक्षा संहिता, 2020, तथा व्यावसायिक सुरक्षा, स्वास्थ्य एवं कार्य-परिस्थिति (OSHWC) संहिता, 2020—को लागू कर भारत में एक नए श्रम युग की शुरुआत की है। यह स्वतंत्रता के बाद से सबसे व्यापक श्रम सुधारों में से एक है। इनका क्रियान्वयन 21 नवम्बर 2025 से प्रभावी हुआ है।

सरकार ने इसे “ऐतिहासिक निर्णय” बताते हुए कहा कि ये संहिताएँ 29 केन्द्रीय श्रम कानूनों का समेकन और तार्किकरण करती हैं, सौ वर्ष पुराने विनियामक ढाँचे को सरल बनाती हैं तथा करोड़ों श्रमिकों को अधिक सुरक्षा प्रदान करती हैं।

प्रधानमंत्री नरेंद्र मोदी ने ‘X’ पर लिखा—
“श्रमेव जयते! आज हमारी सरकार ने चार श्रम संहिताओं को प्रभाव में लाया है। यह स्वतंत्रता के बाद से सबसे व्यापक एवं प्रगतिशील श्रम-केंद्रित सुधारों में से एक है, जो श्रमिकों को सशक्त बनाते हुए उद्योगों के लिए अनुपालन को सरल बनाता है और ‘ईज ऑफ डूइंग बिज़नेस’ को बढ़ावा देता है।”

उन्होंने कहा कि ये संहिताएँ “सर्वव्यापी सामाजिक सुरक्षा, न्यूनतम एवं समयबद्ध वेतन भुगतान, सुरक्षित कार्यस्थल और श्रमिकों—विशेषकर नारी शक्ति एवं युवा शक्ति—के लिए बेहतर अवसर सुनिश्चित कर भारत को ‘विकसित राष्ट्र’ बनाने की यात्रा को गति देंगी।”

नए श्रम संहिताओं का महत्व

दशकों तक भारत 1930–1950 के बीच बने श्रम कानूनों पर संचालित होता रहा—जो डिजिटल और गिग-अर्थव्यवस्था से पहले के समय के लिए निर्मित थे। बिखरे हुए नियमों से अनुपालन में जटिलता, पुरानी प्रक्रियाएँ और असंगठित क्षेत्र के श्रमिकों के लिए सीमित सुरक्षा जैसी समस्याएँ उत्पन्न होती थीं।

चार श्रम संहिताएँ इस अव्यवस्था को समाप्त कर एक एकीकृत, आधुनिक और पारदर्शी कानूनी ढाँचा प्रदान करती हैं, जो वैश्विक मानकों के अनुरूप है और गिग, प्रवासी, संविदा तथा MSME श्रमिकों को व्यापक संरक्षण देती हैं।

क्या बदला : प्रमुख पूर्व–पश्चात परिवर्तन

नीचे श्रम सुधारों से पहले और बाद की स्थिति का तुलनात्मक सार प्रस्तुत है:

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विभिन्न श्रेणियों के श्रमिकों के लिए लाभ

1. स्थायी-अवधि कर्मचारी (Fixed-Term Employment)

• स्थायी कर्मचारियों के समान सभी लाभ

• एक वर्ष की सेवा पर ग्रेच्युटी

• समान कार्य के लिए समान वेतन

• सीधे नियुक्ति को प्रोत्साहन

2. गिग एवं प्लेटफ़ॉर्म श्रमिक

• पहली बार कानूनी परिभाषा

• एग्रीगेटर द्वारा 1–2% अंशदान

• आधार-लिंक्ड यूनिवर्सल अकाउंट नंबर

• सामाजिक सुरक्षा योजनाओं का विस्तार

3. संविदा (Contract) श्रमिक

• स्थायी-अवधि रोजगार से सुरक्षा

• एक वर्ष में ग्रेच्युटी

• प्रमुख नियोक्ता द्वारा सामाजिक सुरक्षा

• वार्षिक स्वास्थ्य जांच अनिवार्य

4. महिला श्रमिक

• लैंगिक भेदभाव का निषेध

• समान कार्य हेतु समान वेतन

• रात्रिकालीन कार्य की अनुमति

• शिकायत समितियों में अनिवार्य प्रतिनिधित्व

• आश्रित लाभ हेतु ससुर–सास को भी “परिवार” की परिभाषा में शामिल

5. युवा श्रमिक

• सभी के लिए न्यूनतम वेतन

• नियुक्ति पत्र अनिवार्य

• अवकाश अवधि में वेतन भुगतान

• केंद्रीकृत फ्लोर वेज से जीवन-स्तर सुनिश्चित

6. MSME श्रमिक

• सामाजिक सुरक्षा कवरेज

• न्यूनतम वेतन की गारंटी

• पेयजल, विश्राम कक्ष, कैंटीन आदि सुविधाएँ

• मानकीकृत कार्य घंटे, डबल ओवरटाइम, समय पर वेतन

7. बीड़ी एवं सिगार उद्योग के श्रमिक

• न्यूनतम वेतन

• कार्य घंटे 8–12 प्रति दिन / 48 प्रति सप्ताह

• डबल ओवरटाइम

• समय पर वेतन

• 30 दिन कार्य पर बोनस

8. बागान (Plantation) श्रमिक

• OSHWC एवं सामाजिक सुरक्षा संहिताओं के अंतर्गत

• 10 से अधिक श्रमिक या 5 हेक्टेयर से अधिक क्षेत्र पर लागू

• सुरक्षा प्रशिक्षण, PPE अनिवार्य

• ESIC चिकित्सा कवरेज

• बच्चों हेतु शिक्षा सुविधाएँ

9. ऑडियो–विज़ुअल एवं डिजिटल मीडिया श्रमिक

• नियुक्ति पत्र अनिवार्य

• समय पर वेतन

• डबल ओवरटाइम

• सभी कलाकारों, तकनीशियनों को कवरेज

10. खदान श्रमिक

• कुछ परिवहन दुर्घटनाएँ भी सेवा-सम्बद्ध

• केन्द्रीय सुरक्षा मानक

• वार्षिक स्वास्थ्य जांच

• कार्य घंटे 8–12 प्रति दिन / 48 प्रति सप्ताह

11. जोखिमयुक्त (Hazardous) उद्योग श्रमिक

• वार्षिक स्वास्थ्य जांच

• राष्ट्रीय सुरक्षा मानक

• महिलाओं को सभी जोखिमयुक्त कार्यों में अनुमति

• सुरक्षा समितियाँ अनिवार्य

12. वस्त्र (Textile) उद्योग श्रमिक

• समान वेतन और कल्याण सुविधाएँ

• PDS पोर्टेबिलिटी

• 3 वर्ष तक बकाया देयताओं का दावा

• डबल ओवरटाइम

13. IT एवं ITES श्रमिक

• मासिक वेतन का भुगतान प्रत्येक माह की 7 तारीख तक

• समान वेतन

• महिलाओं को नाइट शिफ्ट

• उत्पीड़न व वेतन विवादों का शीघ्र निपटारा

• सामाजिक सुरक्षा व नियुक्ति पत्र अनिवार्य

14. डॉक (Dock) श्रमिक

• सभी डॉक श्रमिकों की कानूनी मान्यता

• सामाजिक सुरक्षा सहित नियुक्ति पत्र

• PF, पेंशन, बीमा

• वार्षिक स्वास्थ्य जांच

• अनिवार्य चिकित्सीय एवं स्वच्छता सुविधाएँ

15. निर्यात (Export) क्षेत्र

• स्थायी-अवधि कर्मचारियों को सभी लाभ

• 180 दिन पर वार्षिक अवकाश

• समय पर वेतन

• महिलाओं को नाइट शिफ्ट

• डबल ओवरटाइम, सुरक्षित परिवहन

व्यवस्था-स्तरीय प्रमुख सुधार

• राष्ट्रीय फ्लोर वेज

• लैंगिक-तटस्थ प्रावधान (ट्रांसजेंडर सहित)

• इंस्पेक्टर–cum–फैसिलिटेटर व्यवस्था

• दो-सदस्यीय औद्योगिक न्यायाधिकरण

• एकल पंजीकरण, लाइसेंस और रिटर्न

• राष्ट्रीय OSH बोर्ड

• 500+ श्रमिकों वाले प्रतिष्ठानों में सुरक्षा समितियाँ

• छोटे उद्योगों हेतु उचित नियामक राहत

निष्कर्ष

चारों श्रम संहिताएँ भारत के श्रम परिदृश्य में व्यापक परिवर्तन लाती हैं—
सुरक्षा, सामाजिक सुरक्षा, समयबद्ध वेतन, पारदर्शिता, महिला–युवा सशक्तिकरण, और उद्योगों की उत्पादकता—सभी को मजबूत बनाते हुए। ये सुधार भारत में एक सरल, आधुनिक और श्रम-केंद्रित शासन ढाँचा स्थापित करते हैं।