1. Uniform Wage Structure

Obligation: Adopt the statutory wage definition (Basic + Dearness Allowance + Retaining Allowance ≥ 50% of total remuneration).

Controls:

• Redesign CTC structures and revise salary templates in line with the new wage definition.
• Update payroll software configurations for inclusions and exclusions as per the Code.
• Standardise calculations for overtime, bonus, and all wage-linked benefits.

Evidence:

• Revised CTC letters and employment contracts.
• Payroll configuration logs and change records.
• Updated HR manuals and wage policy documents.

2. Floor Wage Compliance

Obligation: Ensure wages do not fall below the notified national floor wage and applicable state minimum wages.

Controls:

• Maintain a state-wise wage matrix with floor wage and minimum wage benchmarks.
• Configure payroll with automated red-flag triggers for any wage below the statutory threshold.

Evidence:

• Wage registers and individual pay slips.
• Internal payroll audit reports and exception logs.

3. Equal Remuneration

Obligation: Prohibit gender-based discrimination in wages and employment conditions and ensure equal pay for equal work.

Controls:

• Adopt gender-neutral role classifications and job descriptions.
• Conduct periodic pay-gap and role-comparator audits.

Evidence:

• Audit reports on pay parity and remedial actions.
• Role-mapping and comparator matrices.

4. Timely Wage Payment

Obligation: Adhere to statutory timelines for wage, overtime, and separation payments.

Controls:

• Automate disbursement schedules through HRMS and banking integrations.
• Define internal cut-off dates for approvals and payroll inputs.

Evidence:

• Bank transfer proofs and payment advice records.
• Payroll run logs and payment reconciliation statements.

5. Universal Social-Security Onboarding

Obligation: Provide social security coverage (such as EPF, ESI and other schemes) to eligible employees, contract labour, gig and platform workers, including Aadhaar-linked identity and accounts.

Controls:

• Create or map a Universal Worker ID for all categories of workers.
• Integrate HRMS with ESIC/EPF portals for automated enrolment and monthly contributions.
• Implement contractor onboarding protocols requiring proof of social-security registration.

Evidence:

• ESIC and EPF challans and contribution statements.
• Contractor declarations and compliance certificates.
• Worker-wise enrolment and contribution registers.

6. Gratuity for Fixed-Term Employees

Obligation: Extend gratuity eligibility to fixed-term employees who have completed one year of service as per the Code.

Controls:

• Track tenure and contract type in HRMS for all fixed-term employees.
• Configure auto-trigger for gratuity computation upon completion of one year.

Evidence:

• Tenure and contract-type reports.
• Gratuity computation sheets and payment proofs.

7. Gig and Platform Worker Coverage

Obligation: Contribute to notified welfare and social security schemes for gig and platform workers.

Controls:

• Develop a classification matrix for gig, platform, employee and hybrid roles.
• Implement API-based contribution calculators linked to transaction volumes or earnings.

Evidence:

• Records of contributions to welfare funds.
• Scheme enrolment lists and confirmations.

8. Contract Labour and Unorganised Worker Registration

Obligation: Issue appointment letters and maintain accurate records for contract and unorganised workers, as per the Code and allied rules.

Controls:

• Use standardised contractor agreements mandating issuance of appointment letters and statutory benefits.
• Maintain daily muster rolls with geo-tagged or digital attendance where feasible.

Evidence:

• Digital copies of appointment letters and engagement contracts.
• Muster rolls and attendance registers.

9. Working Hours and Overtime

Obligation: Comply with prescribed working hours (generally 8 hours per day and 48 hours per week) and treat overtime with consent at twice the ordinary rate of wages.

Controls:

• Implement time-tracking systems and geo-location attendance where relevant.
• Set up a digital overtime request and approval workflow with clear thresholds.

Evidence:

• Attendance and time-sheet logs.
• Overtime approval records and payment registers.

10. Annual Health Check-Ups

Obligation: Provide free annual health examinations to workers as required under the OSHWC framework.

Controls:

• Enter into arrangements with empanelled healthcare providers.
• Publish and monitor annual health check-up schedules.

Evidence:

• Certificates and reports from health check-ups.
• Invoices and documentation from health service providers.

11. Workplace Safety and Hazard Control

Obligation: Ensure compliance with safety, health, and working condition standards for all establishments, particularly for hazardous processes.

Controls:

• Prepare site-specific safety plans and emergency response procedures.
• Conduct regular safety drills and toolbox talks.
• Maintain records of provision and usage of personal protective equipment (PPE).

Evidence:

• Safety audit and inspection reports.
• PPE issue registers and stock records.
• Incident and near-miss logs.

12. Migrant Worker Registry

Obligation: Maintain records and provide protections to inter-state migrant workers as specified under the Code.

Controls:

• Capture state of origin and migration status during onboarding.
• Ensure portability of benefits and proper accommodation where applicable.

Evidence:

• Migrant worker registry and onboarding forms.
• Benefit and accommodation records.

13. Standing Orders (for Applicable Establishments)

Obligation: Establishments meeting the prescribed threshold must draft, submit, and obtain certification of standing orders.

Controls:

• Map roles, categories, shifts, and disciplinary procedures into a structured standing order document.
• Ensure harmonisation between standing orders, HR policies, and employment contracts.

Evidence:

• Certified copy of standing orders.
• Proof of display and communication to workers.

14. Retrenchment and Lay-Off Permissions

Obligation: Follow statutory procedures for notice, compensation, and government permissions where mandated.

Controls:

• Adopt a retrenchment and lay-off checklist and internal legal review protocol.
• Implement a standard compensation calculator aligned with statutory norms.

Evidence:

• Copies of notices, permissions, and communications with authorities.
• Severance and compensation calculation sheets and payment records.

15. Dispute Resolution Mechanism

Obligation: Constitute works committees or grievance redressal committees and adopt mechanisms for early dispute resolution.

Controls:

• Set up a digital grievance portal with defined triage and resolution timelines.
• Appoint committee members and define their roles, powers, and procedures.

Evidence:

• Minutes of committee meetings and decisions.
• Grievance logs showing closure and remedies.

16. Union Relations and Collective Bargaining

Obligation: Recognise negotiating unions or councils and engage in collective bargaining as provided under the Code.

Controls:

• Maintain a map of recognised unions and their authorised representatives.
• Establish consultation protocols for major workplace changes.

Evidence:

• Records of meetings, negotiations, and collective agreements.
• Correspondence with recognised unions or worker bodies.

17. Policy Framework Upgrade

• Update HR Manual and Employee Handbook.
• Adopt a Working Hours and Overtime Policy aligned with the Codes.
• Formalise Safety and Health Policy and OSH governance structure.
• Revise Gratuity, Benefits, and Leave Policies.
• Implement Contractor and Vendor Management SOP.
• Adopt a Gig-Worker Engagement Policy where relevant.
• Document a Dispute Resolution and Grievance Redressal SOP.

18. Digital Compliance Infrastructure

• Deploy a single-window HRMS integrating attendance, payroll, and compliance.
• Implement digital attendance with time and, where appropriate, location stamps.
• Maintain statutory registers and returns in digital, audit-ready formats.
• Integrate ESIC and EPF systems for seamless monthly filings.

19. Contractor and Vendor Oversight

• Define pre-qualification checks and documentation requirements for contractors.
• Obtain monthly compliance certificates and verify contribution proofs.
• Conduct periodic audits of wage payments to contract labour.

20. Board-Level Labour-Compliance Dashboard

• Track workforce mix (employee, contract, gig, platform) and coverage ratios.
• Monitor social-security enrolment and contribution compliance.
• Surface safety incidents, near-misses, and remediation status.
• Review overtime usage, attrition, and dispute trends.

First 30 Days

• Redesign wage and CTC structures in line with the Code on Wages.
• Commence universal social-security onboarding for all eligible workers.
• Regularise contractor documentation and appointment letters.
• Conduct a baseline safety and OSH audit across sites.

Within 60 Days

• Rewrite and approve all core labour and employment policies.
• Automate payroll, attendance, and statutory compliance workflows.
• Launch annual health check-up programmes.

Within 90 Days

• Deploy a board-level labour compliance dashboard.
• Complete a workforce classification audit (employee, contract, gig, platform).
• Implement or update standing orders for eligible establishments.
• Consolidate a central evidence repository for inspections and audits.