Whether Production incentive, variable payment or any other incentive/allowances paid at an interval of 3 or more months does it fall under the wage definition
From India, Karwar
Labour Law & Hr Consultant
Ceo-usd Hr Solutions


Dear Ramesh,

The Production Incentive is not a part of wages, therefore does not fall under the wage definition.

As per payment of wages Act, the wages defined in Section 2 (s); “Wages” means all emoluments which are earned by an employee while on duty or on leave in accordance with the terms and conditions of his employments and which are paid or are payable to him in cash and includes dearness allowance but does not include any bonus, commission, house rent allowance, overtime wages and any other allowance.

From India, Mumbai

It is in continuation of Mr.Prabath's reply as the question is based on the definition of wages under the Code on Wages,2019 which is yet to be enforced.
As per sec.2(y) of the CoW,2019, only the components of basic pay , dearness allowance and retaining allowance,if any in the wage/salary structure has to be treated as the included components of wages and all other allowances are excluded for the purpose of the Code. In the same breadth, however, the first proviso to the definition makes it mandatory to include the items narrated under clauses (a) to (i), if they exceed one half or such other percent, as may be notified by the Central Government, of all the remuneration calculated under this clause to the extent of the excess percentage.
Since the periodicity of payment of the items mentioned in the post exceeds the maximum wage period of one month as fixed u/s 16 of the CoW, they cannot be deemed as wages for the purpose of the Code.

From India, Salem

To my opinion it will be part of the wages. Wage fixation is as per definition of wages. Fixation of wage period ( SEC-16 of COW) , Time limit for payment of wages ( SEC-17 of COW ) have nothing to do to determine the wages as per COW.

In fixation of wages there are three parts- Part -1 - Wages means all remuneration whether by way of salaries, allowances or otherwise expressed in terms of money .................. be payable to a person and includes Basic, DA & retaining allowance.

Part - 2 - But does not include (a) to (k) where yearly payment like Bonus, LTC/LTA have been included.

Part-3 - 1st proviso to be considered the payment made under (a) to (i) if more than 50% of the all the remuneration calculated under the definition of wages, the excess of 50% will add back to wages.

Therefore, the payment like production incentive, any variable pay etc if not paid monthly basis will also be considered for the purpose of calculation of wages as per COW.

Let us consider one example :-

SR. Manager position.

Basic - 12000/- per month, HRA - 40% of Basic = 4800/- per month, Fuel Allowance ( To run his own car ) - 6000/- per month. Total monthly gross = 22,800/- per month and basic is 12,000/- which is more than 50% of monthly gross. Less liability for PF & Gratuity.

The employee has also paid 3,00,000/- per year as furnishing allowance payable in every alternate month @ 25,000/-( 6 times in a year), Retaining allowance -4,00,000/- per year payable in each quarter 1,00,000/- per quarter ( 4 times in a year ), Profit sharing incentive - 3,00,000/- per year payable half yearly @ 1,50,000/- ( 2 times in a year ) and Bonus & exgratia -3,00,000/- per year paid once in a year.

Therefore, total cash component in a year will be 22,800/- x12 = 2,73,600/- + Furnishing -3,00,000/- + Retaining Allowance - 4,00,000/- + Profit sharing incentive - 3,00,000/- + Bonus & Exgratia - 3,00,000/- + Employer's PF Contribution - 12% of 12,000/- x 12 = 17,280/- = INR 15,90,880/- .

As per definition of wages under COW yearly Basic should be 50% of 15,90,880/- i.e 66,290/- per month instead of 12,000/- per month.

Law makers are not fool to frame one definition where the employer will bypass as per above calculation - this is my firm believe.

S K Bandyopadhyay ( WB, Howrah)
CEO-USD HR Solutions

From India, New Delhi

If You Are Knowledgeable About Any Fact, Resource or Experience Related to This Topic and Want to Be Part of Such Discussions in Future - Please Register and Log In to Cite Community.

About Us Advertise Contact Us Testimonials
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2023 CiteHR®

All Material Copyright And Trademarks Posted Held By Respective Owners.
Panel Selection For Threads Are Automated - Members Notified Via CiteMailer Server