On 30-12-2025, the Ministry of Labour and Employment issued the following draft Rules:
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Industrial Relations (Central) Rules, 2025
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Occupational Safety, Health and Working Conditions (Central) Rules, 2025
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Code on Social Security (Central) Rules, 2025
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Code on Wages (Central) Rules, 2025
These Rules aim to provide detailed procedures and guidelines for implementing the provisions of:
Read the Complete Guide to Four Labour Codes.
The Central Government implemented these Four Labour Codes on 21-11-20251. This marked a historic consolidation of 29 labour laws into 4 comprehensive codes simplifying compliance and strengthening worker protections.
Read the complete list of enforcement dates of the Codes.
Draft Rules of the Four Labour Codes:
A. Industrial Relations (Central) Rules, 2025
The draft Industrial Relations (Central) Rules, 2025 are issued under the provisions of Section 99 of the Industrial Relations Code, 2020 (IR Code). The objections and suggestions of these Rules are invited before 29-1-2026.
Key Points:
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Rule 2 clarifies the term ‘electronically’ as any information communicated through email/ designated portal/ digital payment. It clarifies the scope of the terms ‘Code’ and ‘Form’ and adopt meanings from the Code.
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Settlements of industrial disputes will be recorded in Form I, signed by authorized representatives of employers and trade unions or workers. Copies of settlements are to be submitted electronically or by post to the Deputy Chief Labour Commissioner and conciliation officer.
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Employers covered under Rule 3 of the IR Code will constitute a Works Committee to promote harmony between employers and workers, ensuring adequate representation, including women.
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Industrial establishments with 20 or more workers will form a Grievance Redressal Committee with equal employer-worker representation to resolve disputes, with escalation to conciliation if unresolved.
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Rule 9, explains the process for recognition of negotiating unions or councils, specifying matters for negotiation such as wages, working hours, leave, and safety.
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Recognition will be valid for three years, and disputes related to trade unions can be referred to the Tribunal using Form II within one year of arising.
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These Rules also prescribes Model Standing Orders for mines, manufacturing, and service sectors, and outlines the process for adoption, certification, and deemed certification by employers.
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Employers intending to change service conditions will be required to serve prior notice, electronically or by post, and display it prominently.
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Employers and workers can refer disputes to arbitration through an agreement in Form V, with consent of arbitrators, and the government publishes a notification.
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Conciliation officers handle strike/lockout notices, dispute applications, or apprehended disputes, and tribunals will decide monetary claims within 3 months.
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Workers will have to submit strike notice beforehand under in Form XI, signed by union secretary or five representatives, and employers must notify lockouts in Form XII.
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Employers must give retrenchment notice in Form XIII to the government and unions. For certain establishments, employers must seek prior permission for lay-off, retrenchment, or closure using Form XIV, display applications, and notify workers.
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Offences under the Code can be compounded specifying offender details, offence, and compounding amount. Applications and payments for compounding will be processed in accordance with Section 89.
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Aggrieved employees will be able to file complaints in Form XVI electronically or by post, verified by themselves or authorized representatives.
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Complaints will be investigated by an appointed enquiry officer following civil procedure principles, allowing hearings, video conferencing, and document inspection, with orders recorded in detail.
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These draft Rules aim to replace:
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Industrial Disputes (Central) Rules, 1957
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B. Occupational Safety, Health and Working Conditions (Central) Rules, 2025
The draft Occupational Safety, Health and Working Conditions (Central) Rules, 2025 are issued under the provisions of Sections 133 and 134 of the Occupational Safety, Health and Working Conditions Code, 2020 (OSHWC Code, 2020). The objections and suggestions of these Rules are invited before 13-2-2026.
Key Points:
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These rules define key terms like Code, section, Form, and Registering Officer, and state that any undefined terms shall carry the meanings from the OSHWC Code, 2020.
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Employer will have to submit an electronic notice of commencement or cessation of operations in Form-IV within 30 days, certifying payment of all dues and clearance of hazardous substances.
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Duties of Employer
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Conduct free annual health check-ups for employees aged 40+ within 120 days of the calendar year, by a qualified medical practitioner (Form-V).
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Issue appointment letters with complete details (name, DOB, wages, social security info, etc.) before employment or within 3 months of rule enforcement.
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Report accidents causing death immediately and serious injuries within 12 hours after 48 hours incapacity; also report dangerous occurrences and notified diseases electronically.
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Ensure compliance with ESIC/EPFO provisions and maintain safety standards in the workplace.
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Duties of Employee
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Promptly report any unsafe or unhealthy conditions to the safety officer, manager, or health representative via electronic, written, or telephonic means.
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Cooperate in maintaining workplace safety and follow prescribed health and safety norms.
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Chapter IV outlines the constitution and functioning of the National Occupational Safety and Health Advisory Board and Technical Committees, including their roles in framing safety standards, meeting frequency, membership criteria, and disqualification rules.
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It also mandates employers to submit statistics on inter-State migrant workers and requires establishments with 500+ workers to form Safety Committees for hazard review, accident analysis, and safety recommendations.
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Rule 34, states that working hours for workers cannot be more than 48 hours per week, with daily work periods and intervals as notified by the Central Government.
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Working journalists can have a normal day of 6 hours (day shift) and 5.5 hours (night shift), with mandatory rest intervals, overtime compensation at double wages or equivalent rest, and limits on continuous night shifts. They are entitled to holidays, weekly rest, earned leave, medical leave, and other leave provisions under the rules.
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Contractors are required to meet eligibility criteria (not insolvent or convicted) and comply with license conditions, including fair wages, working hours, and amenities for contract labour.
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Licenses will be applied online via Shram Suvidha Portal, valid for five years, and require security deposits and fees based on workforce size.
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Contractors will ensure timely wage payments, EPFO/ESIC compliance, and notify work orders within 15 days, with penalties for violations.
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Employers will pay inter-State migrant workers a lump sum for to-and-fro travel once a year if they have worked at least 180 days, provide a toll-free helpline for their safety, and support studies to improve their welfare.
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Authorized officers will issue electronic notices for compounding offences under Section 114 and allow payment within 15 days. If not paid within one month, prosecution will proceed in the competent court.
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These draft Rules aim to replace:
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Building and Other Construction Workers (Regulation of Employment and Condition of Services), Rules, 1998
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Model Factories Rules
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Mines Vocational Training Rules, 1966
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Pithead Bath Rules, 1959
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Mines Crèche Rules, 1966
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Contract Labour (Regulation and Abolition) Central Rules, 1971
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Inter-State Migrant Workmen (Regulation of Employment and Conditions of Service) Central Rules, 1979
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Working Journalists (Conditions of Service) and Miscellaneous Provisions Rules, 1957
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Cine-Workers and Cinema Theatre Workers (Regulation of Employment) Rules, 1984
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Sales Promotion Employees (Conditions of Service) Rules, 1976
C. Code on Social Security (Central) Rules, 2025
The draft Code on Social Security (Central) Rules, 2025 are issued under the provisions of Section 154, 155, 158 and 159 of Code on Social Security, 2020. The objections and suggestions of these Rules are invited before 13-2-2026.
Key Points:
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Rule 2 defines key terms under the rules of the Code on Social Security, 2020, such as “agency,” “appeal,” “appellate authority,” “assessing officer,” and others. It includes definitions related to wages, benefit periods, career centres, funds, properties, and authorities involved in implementing the Code.
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Dependent parents’ income cannot be more than ₹9,000 per month or as notified.
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Establishments must register electronically on the Shram Suvidha Portal, update details, and comply with rules.
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The Central Board will manage funds per government norms, deposits in approved banks, uses them for members’ benefits, and forms committees like the Executive Committee for scheme administration.
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The Employees’ State Insurance Corporation (‘ESIC’) will include state-nominated members, a Standing Committee for administration, and a Medical Benefit Committee advising on healthcare standards, medical certification, and welfare of insured persons.
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The National Social Security Board will oversee welfare for unorganised, gig, and platform workers, with members nominated by the government and experts, and can form committees for schemes and recommendations.
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Appeals to EPF Tribunal will be filed within 60 days with a ₹5,000 fee and supporting documents.
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Gratuity for a minor nominee will be invested in a term deposit. Employers will be obligated to verify and respond within 15 days, pay within 30 days, and disputes go to the competent authority for directions and appeals.
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Chapter VI explains rules for maternity benefits, requiring women to provide certificates in Form X and notice in Form XI to claim benefits.
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Employers will be required to pay maternity benefits and medical bonus promptly, allow nursing breaks, and provide crèche facilities in establishments with fifty or more employees.
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Rule 55 states that the Compounding Officer issues an electronic notice for compoundable offences, and the person must pay the amount within 15 days. If unpaid, prosecution will proceed, and post-prosecution compounding follows under Section 138(6).
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These draft Rules aim to replace:
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Employees’ Provident Funds Appellate Tribunal (Conditions of Service) Rules, 1997
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Employment Exchanges (Compulsory Notification of Vacancies) Rules, 1960
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Building and other Constructions Workers’ Welfare Cess Rules, 1998
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Employee’s Compensation Rules, 1924
D. Code on Wage (Central) Rules, 2025.
The draft Code on Wage (Central) Rules, 2025 are issued under the provisions of Section 67 of the Code on Wages, 2019. The objections and suggestions of these Rules are invited before 13-2-2026.
Key Points:
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Rule 2 defines key terms used in the rules, including authorities, appellate bodies, committees, forms, geographical areas, trade unions, and classifications of occupations (unskilled, semi-skilled, skilled, highly skilled), along with the meaning of “family” and other related expressions.
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Chapter II lays down the method for calculating minimum wages based on family consumption norms, housing, and other essential expenses.
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Rule 4 specifies norms for wage fixation considering geographical area, skill level, and experience, and provides for periodic revision of dearness allowance.
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It also defines working hours, weekly rest, night shifts, exceptions for certain jobs, and prescribes that the longer wage period shall be monthly.
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Rule 11 outlines the process for fixing and periodically revising the floor wage by the Central Government in consultation with the Central Advisory Board and State Governments, based on minimum living standards and cost of living adjustments.
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Chapter IV prescribes rules for wage payment, deductions, recovery of advances, fines, and loans, along with procedures for approvals, notifications, and limits on deductions, ensuring compliance and transparency in wage-related matters.
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Chapter V detail the method for calculating set-on and set-off of allocable surplus for successive accounting years (Schedule A). They prescribe computation of gross profits for banking and other establishments (Schedules B & C) and deductions of prior charges (Schedule D).
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The Central Government will constitute the Central Advisory Board to advise on wage-related matters. It also performs additional functions like recommending minimum wages for specific categories and guiding policy decisions.
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Chapter VIII specifies the procedure for filing applications and appeals, maintaining mandatory registers (employee, wages, attendance), issuing wage slips, and conducting inquiries for offences.
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These draft Rules aim to replace:
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Ease of Compliance to Maintain Register under various Labour Laws Rules, 2017
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Central Advisory Committee on Equal Remuneration Rules, 1991
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Payment of Wages (Procedure) Application to Scheduled Employments Rules, 1962
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Payment of Undisbursed Wages (Air Transport Services) Rules, 1988
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Payment of Wages (Deductions for National Defence Fund and Defence Savings Scheme) Rules, 1972
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Payment of Wages (Manner of Recovery of Excess Deductions) Rules, 1966
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Code on Wages (Central Advisory Board) Amendment Rules, 2025.
1. https://www.scconline.com/blog/post/2025/11/21/key-phrase-four-labour-codes/