Industry Practice · Delhi NCR
Labour Law Firm in Delhi
India's Labour Codes are now in force. Is your workforce compliant?
4
Labour Codes
Nov 2025
Codes in Force
300
Retrenchment Permission Threshold
The Industry Landscape
India's four Labour Codes — Code on Wages 2019, Industrial Relations Code 2020, Code on Social Security 2020, and Occupational Safety, Health and Working Conditions Code 2020 — consolidated 29 central labour laws when they came into force on 21 November 2025, changing how employers manage their workforce. For Delhi NCR manufacturers, logistics companies, and large service sector employers, the transition requires a systematic compliance review and policy update. Corpus Juris Legal's labour practice advises employers on industrial relations, standing orders, collective bargaining, and labour law compliance under the Labour Codes and, for past periods, the legacy Acts.
- Industrial Relations Code compliance and retrenchment advisory
- Standing Orders — drafting, certification, amendment
- Collective bargaining support and union negotiation advisory
- Labour court representation — Delhi and Haryana
- Labour Code transition planning — Code on Wages, IR Code
- Contractor and gig worker classification analysis
Frequently Asked Questions
What are the key changes under the Industrial Relations Code 2020?+
The IR Code raises the threshold for requiring government permission for retrenchment/layoff/closure from 100 to 300 workers, introduces sole negotiating union provisions, requires a strike notice in every industrial establishment (with no strike within 14 days of the notice), and replaces labour courts with Industrial Tribunals and a National Industrial Tribunal, supported by grievance redressal committees at establishment level.
What is the difference between retrenchment and termination in Indian labour law?+
Retrenchment under the Industrial Relations Code 2020 (formerly the Industrial Disputes Act) applies to termination of a worker for reasons other than punishment — it carries statutory requirements of notice, compensation (15 days per year), and government permission for large establishments. Termination for misconduct following disciplinary proceedings has different procedures. Misclassifying retrenchment as termination is a common and costly error.
How should Delhi companies classify gig workers — employee or contractor?+
The Supreme Court's tests for employment vs. independent contractor look at: control over the manner of work, economic dependence, exclusivity, provision of tools, and integration into the organisation. Misclassified contractors (who are actually employees) create retrospective EPF, ESI, gratuity, and statutory bonus liabilities. The Code on Social Security extends protections to gig workers independently of this classification.
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