The four Labour Codes change how wages are defined, how records are kept and how employers register and report. Our new labour code consulting services plan and manage your transition end to end.
The Labour Code transition is the process of moving an employer's wages, policies, registrations, records and returns from the 29 repealed central labour laws to the four Labour Codes, which took effect on 21 November 2025. It includes aligning salaries to the new definition of wages, updating HR policies and letters, and migrating to Code-based filings as states notify their rules.
The Code on Wages, the Industrial Relations Code, the Code on Social Security and the Occupational Safety, Health and Working Conditions Code consolidate 29 central labour laws. The Codes are in force, and states are notifying their own rules on staggered dates, so employers need to run legacy and Code-based compliance side by side for a while.
Paalan assesses the impact on your organisation, rewrites your HR policies and documents, restructures salaries where needed, and moves each of your establishments to the new registration and return regime as its state notifies the rules.
Each area has its own dedicated page with the full scope, due dates and FAQs.
Everything we take ownership of under New Labour Code Transition.
Assessment of how each Code affects your wages, policies, registrations and costs.
Policies, standing orders and appointment letters aligned with the Codes.
Wage structures aligned to the new definition of wages, with cost impact modelled.
Tracking of state rule notifications and applicable dates for your locations.
Migration to single registration and consolidated returns as states go live.
Briefings for management and HR teams on what changes and when.
Typical statutory timelines. Exact dates vary by state and notification, we maintain the calendar for each of your locations.
| Activity | Frequency | Due date |
|---|---|---|
| Impact assessment | One-time | As early as possible |
| Salary structure changes | One-time | Before the next pay cycle revision |
| Policy and letter updates | One-time | Aligned with state rule notification |
| Migration to Code filings | State by state | As each state notifies its rules |
Gratuity, PF and bonus may be under-provided if the new definition of wages is ignored.
Policies based on repealed laws can conflict with new entitlements.
The Codes increase penalties for many offences.
We assess how the Codes change wages, records, registrations and returns for each of your entities and states.
Wage structures, HR policies and appointment letters reworked to meet the new definitions and rules.
Changes rolled out with your HR and payroll teams, and explained clearly to managers and employees.
We track state rules as they are notified and move your registers and filings to the new formats.
Can't find your answer? Our specialists are a message away.
Fees depend on your entities, locations and headcount. Share your requirement for a tailored proposal.
Request pricingYes. The four Codes are in force, so labour codes compliance is now a live requirement; states are notifying their own rules on different dates, and legacy rules continue to operate until then. Contact us for the current position in your states.
For most employers, the uniform definition of wages, under which basic pay and certain allowances must make up at least 50% of total remuneration, which affects PF, gratuity and bonus calculations.
Most organisations will need to update policies, appointment letters and standing orders on working hours, leave, fixed-term employment, gratuity and more.
Not yet. The Centre notified its rules in May 2026 and states are notifying theirs on staggered dates; the Labour Secretary indicated states and UTs may complete notification by 31 October 2026. We track the position for your states.
Existing registrations generally continue under savings provisions; the Codes introduce a single registration, and migration happens as states operationalise it.
Yes. Under the Code on Social Security, fixed-term employees are eligible for gratuity on a pro-rata basis after one year of continuous service.
End-to-end compliance with central and state labour laws for every establishment and factory you operate.
Learn moreAccurate, on-time statutory deductions and filings for PF, ESI, Professional Tax and Labour Welfare Fund.
Learn morePrincipal employer registration, contractor licences, registers and returns under the Contract Labour Act.
Learn morePeriodic audits of contractors and vendors to protect you from principal-employer liability.
Learn moreTell us about your organisation and a Paalan professional will send you a clear, tailored proposal, usually within one working day.
