Labour codes training explains India's four Labour Codes, which replaced 29 central labour laws from 21 November 2025, and what they mean for HR practice. Bodhih's program covers wages, social security, industrial relations and workplace safety, with salary restructuring exercises and a compliance action plan. It is training, not legal advice.
- Recommended: 1 day in person for HR and payroll, or 3 x 3-hour live virtual sessions; 2-hour manager briefings; customised to your workforce
- Level: Foundation to Intermediate · In person · Live virtual · Blended
- Designed with the ADDIE model and customised to your context
- Offered by Bodhih since 2008 to 2,000+ organisations across 7 regions
Also known as: new labour codes training, labour code compliance training, labour law training for HR, code on wages training
Where and how: labour codes training as an in-person workshop in Bengaluru, Mumbai, Delhi NCR, Gurugram, Hyderabad, Chennai, Pune, Kolkata, Ahmedabad and Jaipur; as a live online course; or delivered overseas in Dubai, Singapore and across the Middle East, Asia and Africa.
Why labour codes training matters now
The Code on Wages 2019, the Industrial Relations Code 2020, the Code on Social Security 2020 and the Occupational Safety, Health and Working Conditions Code 2020 were made effective on 21 November 2025. Central rules under all four codes were notified on 8 May 2026, while state rules are still being notified and updated.
That leaves HR teams working through a moving picture, with salary structures, contracts and policies to review. This labour codes training gives your teams a shared, accurate baseline and a method to track changes, while your legal advisers guide specific interpretations.
The four Labour Codes consolidate 29 existing labour laws and took effect on 21 November 2025.
Central rules under all four Labour Codes were notified on 8 May 2026.
What participants will be able to do
Know the new map
Explain the scope of the four codes, the key dates and how central and state rules interact.
Apply the wage definition
Test salary structures against the uniform wage definition, including the rule on exclusions above 50 percent of remuneration.
Update people policies
Identify which policies, contracts and letters need review for fixed-term, contract and gig or platform workers.
Manage IR thresholds
Recognise when standing orders, grievance committees and retrenchment permissions apply to your establishments.
Run safer workplaces
Apply OSH Code duties such as appointment letters, annual health check-ups and safeguards for women on night shifts.
Build a compliance plan
Leave with a prioritised action plan and a simple tracker for evolving central and state notifications.
Who should attend
- HR heads and HR managers responsible for policy and compliance
- Payroll, compensation and finance teams restructuring salaries
- Plant, factory and industrial relations managers
- HR teams in GCCs and IT services firms with large fixed-term or contract workforces
- People managers who need a clear briefing on what changes for their teams
- Compliance and internal audit teams reviewing labour law controls
Program outline
Recommended design, customised to your context after a short needs analysis.
01The four codes at a glanceModule 1 · 60 min+
- What each code covers and the 29 central laws it consolidates
- Key dates: effective 21 November 2025, draft central rules on 30 December 2025, final central rules on 8 May 2026
- How transition works where rules are pending and how state rules apply
02Code on Wages: the new wage definitionModule 2 · 90 min+
- The uniform definition of wages and what is excluded
- The rule that exclusions above 50 percent of total remuneration are added back to wages
- Exercise: recalculating PF, gratuity and leave encashment on three sample CTC structures
03Code on Social SecurityModule 3 · 75 min+
- Gratuity for fixed-term employees after at least one year of service
- Definitions for gig and platform workers and aggregator contributions of 1 to 2 percent of annual turnover, capped at 5 percent of amounts paid to these workers
- Checklist: PF, ESI and gratuity touchpoints to review with payroll
04Industrial Relations CodeModule 4 · 75 min+
- Standing orders for establishments with 300 or more workers
- Prior permission thresholds for lay-off, retrenchment and closure raised to 300 workers
- Grievance Redressal Committees for establishments with 20 or more workers, and the worker reskilling fund
05Occupational Safety, Health and Working Conditions CodeModule 5 · 60 min+
- Appointment letters for all workers
- Free annual health check-ups for workers above 40
- Women working night shifts with consent and required safety measures
06From law to actionModule 6 · 90 min+
- Single registration, licence and return, and the inspector-cum-facilitator approach
- Gap analysis template for policies, contracts, payroll and records
- Building a 90-day compliance plan and a rules tracker by state
07Manager briefing labModule 7 · 45 min+
- Plain-language answers to the ten questions employees ask most
- Handling pay slip queries after restructuring
- When to escalate to HR or legal
How we deliver it
Verified, dated content
Content is built from the codes, government releases and professional firm analysis, with every slide dated so teams know how current it is.
Worked numbers
Payroll exercises use sample salary structures so participants see the actual effect of the wage definition on contributions and gratuity.
Your workforce profile
In the Analyse phase we map your mix of permanent, fixed-term, contract and gig workers and your states of operation to shape the cases.
Update-ready design
Because rules and state notifications keep evolving, we can run short update briefings as new notifications are issued.
Tailored versions
For HR, payroll and compensation teams
A full-day working session on the wage definition, salary restructuring, social security and a detailed compliance plan.
For plant and factory leadership
Focus on the IR and OSH Codes, standing orders, contract labour, safety duties and grievance mechanisms at site level.
Manager briefing
A two-hour version of our labour codes training so people managers can explain changes accurately and know when to route questions to HR.
How we measure impact
Using the Evaluate phase of ADDIE, participants complete a pre and post knowledge check on AssessAll covering definitions, thresholds and scenarios. Each HR team leaves with a gap analysis and a 90-day compliance plan, which we review with the HR head at 30, 60 and 90 days. For manager briefings, we track completion and the questions escalated to HR, so you can see where extra guidance is needed.
Pair this program with AssessAll, Bodhih’s AI assessment platform, for pre- and post-program skill measurement.
Frequently asked questions
When did the new Labour Codes come into effect?
The Government of India made the four Labour Codes effective on 21 November 2025. Draft central rules were published on 30 December 2025, and final central rules were notified on 8 May 2026. State governments issue their own rules for establishments where they are the appropriate authority, and these continue to evolve, so employers should track them closely.
What are the four Labour Codes?
They are the Code on Wages 2019, the Industrial Relations Code 2020, the Code on Social Security 2020 and the Occupational Safety, Health and Working Conditions Code 2020. Together they consolidate 29 central labour laws into a simpler framework covering wages, employee relations, social security and workplace safety and conditions.
How does the new wage definition affect salary structures?
The codes use a uniform definition of wages. If excluded components such as certain allowances exceed 50 percent of total remuneration, the excess is treated as wages. This can raise the base used for gratuity and other benefits. Our labour codes training includes worked examples, but final structures should be confirmed with your legal and tax advisers.
Are fixed-term employees now eligible for gratuity after one year?
Under the Code on Social Security, fixed-term employees become eligible for gratuity after at least one year of continuous service under the contract, rather than the earlier five years. They are also entitled to benefits on par with permanent employees, proportionate to their service. Organisations with large fixed-term workforces should review costs and contracts.
Is this training legal advice?
No. This program is training designed to build awareness and practical capability in HR, payroll and management teams. It is not legal advice and does not replace advice from qualified counsel. Rules and state-level notifications are still evolving, so decisions for your organisation should be confirmed with your legal advisers.
Who in our organisation should attend?
HR, payroll, compensation, industrial relations and compliance teams benefit from the full program. People managers usually need a shorter briefing so they can answer team questions accurately. Finance leaders often join the wage definition module because salary restructuring affects budgets and cost projections.
Can you cover state-specific rules?
Yes, as part of customisation. During the Analyse phase we list the states where you operate and include the status of relevant state rules at the time of delivery. Since these change often, we date the content and can run short update sessions when new state notifications appear.