Our HR policy modification services review and rewrite your HR policies, standing orders and employment documents to comply with the new Labour Codes and the state rules that follow.
HR policies need to change because the Labour Codes alter rules on working hours and overtime, leave, fixed-term employment, gratuity, notice and separation, grievance redressal and appointment letters. Policies written for the repealed laws may no longer comply, or may create liabilities. Updating them aligns employee entitlements, managers' practices and documents with the new law.
HR policy modifications are now unavoidable because the Labour Codes change rules on working hours, overtime, leave, fixed-term employment, gratuity eligibility, notice periods, grievance redressal and appointment letters. Policies written for the old laws can quickly become non-compliant, or can expose you to claims you did not plan for.
As part of our HR audit and compliance solutions, we review your existing policies and documents clause by clause, identify gaps against the Codes and applicable state rules, and redraft them in plain, practical language that your HR team can apply with confidence.
Everything we take ownership of under HR Policy Modification.
Clause-by-clause review of existing HR policies against the Codes.
Working hours, overtime, weekly offs, leave accrual and encashment policies.
Appointment letters and employment contracts aligned to the Codes.
Drafting and certification support for standing orders where applicable.
Policies for fixed-term employees, including gratuity eligibility.
Grievance redressal committee and process under the IR Code.
Policies that conflict with the Codes are unenforceable and can create claims.
The Codes require appointment letters for employees, missing ones are a compliance gap.
Not constituting a grievance redressal committee where required is a violation.
Every policy, standing order and letter checked clause by clause against the Codes and state rules.
Gaps fixed in plain, practical language your HR team can apply with confidence.
Management sign-off, and certification of standing orders where applicable.
Updated policies shared with managers and employees, with briefings where needed.
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Fees depend on your entities, locations and headcount. Share your requirement for a tailored proposal.
Request pricingTypically working hours and overtime, leave, fixed-term employment, gratuity, separation and notice periods, and grievance redressal.
Under the IR Code, standing orders apply to industrial establishments with 300 or more workers (raised from 100 under the legacy law).
Yes. We can prepare employee communications and FAQs to explain the changes clearly.
Yes. The OSH Code requires employers to issue appointment letters to employees in the prescribed manner.
The Codes cap weekly hours at 48, with daily limits and spread-over set by rules; compressed schedules may be possible within those limits and state rules.
Yes, and we support certification where applicable.
Move smoothly to the four Labour Codes, HR policy changes and salary restructuring included.
Learn moreWage structures aligned to the new definition of wages, with PF, gratuity and bonus impact modelled.
Learn moreEnd-to-end compliance with central and state labour laws for every establishment and factory you operate.
Learn moreA dedicated helpdesk that answers your employees' PF, ESI, gratuity and claim questions.
Learn moreCompliance audits, gap assessments, due diligence and practical labour law advisory.
Learn moreTell us about your organisation and a Paalan professional will send you a clear, tailored proposal, usually within one working day.
