Labour Law Compliance

Overview

India's labour law architecture has undergone its most significant reform in seven decades. The four Labour Codes — the Code on Wages 2019, Code on Social Security 2020, Industrial Relations Code 2020, and Occupational Safety, Health and Working Conditions Code 2020 — came into force on 21 November 2025, consolidating 29 central labour statutes and changing compliance obligations for every establishment in the country. For multi-state businesses employing workmen across Delhi, Haryana, and Uttar Pradesh, the compliance matrix is particularly complex. State rules under each Code govern registration, threshold applicability, contribution rates, return schedules, and inspection protocols. Where state rules are still being finalised, establishments must manage the transition from the legacy statutes alongside the new framework — a compliance environment that demands expert guidance. The Code on Wages applies universally — to all employees regardless of salary, sector, or employment category. Minimum wage fixation, the definition of wages for the purpose of bonus and provident fund calculations, and payment timelines all carry enhanced penalties under the new regime. Errors in wage computation now carry direct liability for directors and managers of companies. The Code on Social Security consolidates EPF, ESI, gratuity, maternity, and other social benefit obligations. It also, for the first time, extends certain social protection obligations to gig workers and platform employees — an emerging compliance frontier for technology-driven businesses in the Delhi NCR corridor. The Industrial Relations Code introduces structural changes to standing orders, retrenchment thresholds, and fixed-term employment. Industrial establishments employing 300 or more workers now require government permission before retrenchment or closure — a threshold raised from the previous 100-worker limit under the Industrial Disputes Act. These changes affect workforce planning, outsourcing structures, and contractual labour arrangements at a strategic level. Corpus Juris Legal conducts labour law audits, manages statutory registrations and filings across all applicable statutes, and advises on workforce structuring that achieves operational objectives within the compliance framework.

Key Service Components

• ◆Compliance audit under all four Labour Codes and applicable legacy statutes
• ◆Statutory registrations: Shops & Establishments, OSH Code (factories and contract labour), ESIC, EPFO
• ◆Minimum wage computation and wage structure advisory under Code on Wages 2019
• ◆EPF, ESI, gratuity and maternity benefit compliance management
• ◆Standing orders drafting, certification and modification under Industrial Relations Code
• ◆Contract labour compliance and principal employer liability management
• ◆Gig worker and platform employee compliance advisory under Code on Social Security
• ◆Labour return filing, inspection management and government liaison
• ◆Multi-state compliance mapping for establishments across Delhi NCR
• ◆Director and managerial liability assessment and mitigation under penal provisions

Our Approach

Corpus Juris Legal's labour compliance practice combines statutory expertise with operational pragmatism. We audit existing structures, identify exposure, and implement compliance systems that work within the client's HR and payroll infrastructure rather than around it. Our Delhi NCR presence gives us a working knowledge of local inspection and enforcement practice.

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