Notified Code On Wages (Central) Rules, 2026: What Employers Need To Know

On 25 August 2026, the Ministry of Labour and Employment issued two notifications (Notifications) under the Code on Wages, 2019 (Wage Code), thereby operationalising specified provisions relating to payment of statutory bonus for establishments for which the appropriate government is the Central Government. The Wage Code consolidates the legislative framework governing wages and related employee entitlements, including the regime previously governed by the Payment of Bonus Act, 1965.

The Ministry of Labour and Employment has notified the Social Security Code (Central) Rules, 2026, establishing a comprehensive regulatory framework for provident fund, employee state insurance, gratuity, maternity benefits, and gig worker protections.

The Indian government has raised the mandatory wage ceiling for Employees' Provident Fund Organisation coverage from INR 15,000 to INR 25,000 per month, a change that will bring more than five million...

The Payment of Bonus Act 1965 is applicable to every factory and other establishment in which 20 or more persons are employed on any day during an accounting year.

The Government of Karnataka's notification dated 22 May 2026 revising minimum wages across the State has generated significant attention among employers, industry bodies, and labour law practitioners.

The Ministry of Labour & Employment has issued a notification dated September 17, 2026, notifying INR 25,000 per month as the new wage ceiling for the purposes of the provident fund provisions (“PF“) of the Code on Social Security, 2020 (“SS Code”). The notification is effective from September 17, 2026. The wage ceiling was last revised 12 years ago in September 2014, when it was increased from INR 6,500 per month to INR 15,000 per month.

The article discusses the new Provident Fund Scheme, 2026, including its effective date, the transition period, statutory minimum versus voluntary higher contributions, voluntary contributions under the 2026 Scheme, and what are the practical implications for employers.

The Indian government has raised the EPF wage ceiling from Rs. 15,000 to Rs. 25,000 per month, effective mid-September 2026, creating immediate compliance questions for employers. How should contributions be calculated for the transition month when the change takes effect partway through the wage period, and what treatment applies to employees who become newly covered versus those already enrolled?

The notification of the Employees' Provident Funds Scheme, 2026 (‘2026 Scheme’) with effect from 1 July 2026, was anticipated to settle and provide clarity on the regulatory framework governing international workers under the Code on Social Security, 2020.

The Sexual Harassment of Women at Workplace (Prevention, Prohibition, and Redressal) Act, 2013 (“POSH Act”) came into force following the landmark Vishaka v. State of Rajasthan case, which highlighted the need for legal frameworks to address sexual harassment at the workplace.

The Ministry of Labour and Employment has notified the Social Security Code (Central) Rules, 2026, establishing a comprehensive regulatory framework for provident fund, employee state insurance, gratuity, maternity benefits, and gig worker protections.

In Rahimuddin v. Union of India (Writ-C No. 34412 of 2025), the Hon'ble Allahabad High Court has provided important clarity on a frequently disputed issue in passport law: the permissible duration for issuance or renewal of passports when criminal proceedings are pending.

Vide notification dated May 08, 2026, the Ministry of Labour and Employment, Government of India has notified the Occupational Safety, Health and Working Conditions (Central) Rules, 2026 (“OSH Rules”)...

In a recent judgment in Dhanasingh Prabhu v. Chandrasekar & Anr., 2025 INSC 831, decided on 14 July 2025, the Hon'ble Supreme Court examined whether a complaint under Section 138 of the Negotiable Instruments Act, 1881 is maintainable ...

The Ordinance came into effect immediately on October 01, 2025, and will remain in force till the 6 weeks from the date of reassembly of the State Legislature.

On December 30, 2025, the Ministry of Labour and Employment pre-published the draft Central rules under all four (4) Labour Codes, namely...

India’s labour law framework has undergone significant transformation with the introduction of the new labour codes having been brought into force effective 21 November 2025 and relevant Rules from May 08, 2026.

On July 1, 2025, the Government of India approved the Employment Linked Incentive (ELI) for rollout from August 1, 2025, a scheme designed to support employment generation, enhance employability, and strengthen social security across all sectors, with a particular emphasis on the manufacturing sector.

The Indian employment landscape has undergone significant transformation with the formal recognition of Fixed-Term Employment under the Industrial Relations Code, 2020 and Code on Social Security, 2020. As businesses increasingly adopt flexible workforce models across manufacturing, IT, retail, and e-commerce sectors, understanding the legal framework, employee rights, and corporate compliance obligations becomes essential to avoid disputes and maintain transparent employer-employee relationships.

White collar crimes in India encompass financially motivated offences including fraud, money laundering, insider trading, and corporate misconduct. These non-violent crimes are governed by multiple statutes including the Bharatiya Nyaya Sanhita 2023, Companies Act 2013, and Prevention of Money Laundering Act 2002, with consequences ranging from regulatory penalties to criminal prosecution.