Advisory on whistleblower protections and vigil-mechanism obligations
India’s employment framework is governed by the four Labour Codes — the Code on Wages 2019, the Industrial Relations Code 2020, the Social Security Code 2020 and the Occupational Safety, Health and Working Conditions Code 2020 — all in force from 21 November 2025, together with the state-specific rules framed under each Code. AMLEGALS advises employers and employees on wage structuring, bonus computation, gratuity, PF and ESI obligations, retrenchment, layoff, closure, standing orders, trade union matters, POSH proceedings and gig-worker disputes. The advisory is structured around the specific establishment’s industry, headcount, state and workforce composition.
Proceedings under the Labour Codes are heard by labour courts, industrial tribunals, the EPFO appellate tribunal and the High Courts. The Industrial Relations Code 2020 raises the retrenchment-permission threshold to 300 workers (from the erstwhile 100 under the Industrial Disputes Act). The Code on Wages unifies the payment-of-wages, minimum-wages, bonus and equal-remuneration provisions. The Social Security Code consolidates PF, ESI, gratuity, maternity benefit and employees’ compensation. AMLEGALS maps the full statutory surface and represents clients in all employment-related proceedings.
Structuring salary, allowances, PF, ESI, gratuity and bonus to optimise cost while meeting the statutory floors under the Code on Wages and state rules.
Drafting employment agreements, appointment letters, separation terms, workplace policies and standing orders aligned with the Labour Codes.
Advising on domestic inquiries, show-cause procedures, retrenchment, closure and lay-off under the Industrial Relations Code 2020 (300-worker threshold for prior permission).
Representing employers and employees in PF assessment disputes, ESI coverage disputes, gratuity claims and appeals before the EPFO appellate tribunal.
Advising on obligations under the POSH Act 2013, ICC constitution, the OSH Code 2020 and workplace-safety proceedings.
Representing clients before labour courts, industrial tribunals and High Courts in industrial-dispute, wage-claim and unfair-labour-practice proceedings.
The answer depends on the state, industry, headcount and workforce type (permanent, contract, gig, platform). All four Labour Codes are in force from 21 November 2025. State rules framed under each Code add jurisdiction-specific requirements. AMLEGALS maps the full statutory surface for the specific establishment.
The Industrial Relations Code 2020 requires prior permission of the appropriate government for retrenchment, layoff or closure of industrial establishments with 300 or more workers. Below 300, the employer must give one month’s notice (or pay in lieu) and pay retrenchment compensation of fifteen days’ average pay for every completed year of continuous service.
The Code on Wages mandates that “wages” (as defined) must constitute at least 50% of the total remuneration. Allowances exceeding 50% may be treated as part of wages for PF, gratuity and bonus computation. Employers must restructure salary components to comply with the definition while optimising statutory costs.
The Social Security Code 2020 extends social-security benefits to gig workers and platform workers. The Central Government may frame schemes for life and disability cover, accident insurance, health and maternity benefits and old-age protection for gig and platform workers. Aggregators must contribute a percentage of annual turnover to the social-security fund.
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