How Should HR Professionals Respond to the Draft National Labour & Employment Policy, Shram Shakti Niti 2025?

The Ministry of Labour & Employment has released the draft National Labour & Employment Policy, Shram Shakti Niti 2025, for public consultation from October 7 to 27, 2025. The policy aims to universalize social security, simplify compliance, formalize the workforce, and empower women and youth. At the same time, the ministry has released draft rules under Sections 23-24 of OSH & WC Code 2020 for dock, mining, motor, plantation, and BOCW sectors.

This is a unique opportunity for workers across sectors to influence foundational national policy. The proposals could reshape workplace rights, protections, and compliance burdens. For HR and legal teams, drafting comments, aligning suggestions with on-ground realities, and lobbying for feasible rules becomes part of the work. Organizations can amplify field voices via trade associations or employee forums.

To prepare, HR must map current gaps versus the proposals, analyze how upcoming changes may impact pay, benefits, safety norms, compliance loads, and reporting systems. Participation is now a strategic investment—those who align policy inputs early will reduce future disruption. This moment is a chance for HR to co-author India’s next generation of labour governance.

Which provision in the draft policy matters most to your organization or workforce?

Should HR professionals participate in public consultation or remain neutral—and why?

The draft National Labour & Employment Policy, Shram Shakti Niti 2025, is a significant document that could potentially reshape the landscape of labour governance in India. As HR professionals, it's crucial to actively participate in the public consultation process.

The provision that matters most to an organization or workforce will vary depending on the specific context of the organization. However, universally, the proposals to simplify compliance, formalize the workforce, and universalize social security are likely to have a significant impact on most organizations.

Participation in the public consultation is not about taking sides but about ensuring that the realities of the workplace are accurately reflected in the policy. HR professionals, with their understanding of both employee needs and organizational constraints, are uniquely positioned to provide valuable insights.

By participating, HR professionals can help shape a policy that is both fair to workers and feasible for organizations. This proactive approach can also help organizations prepare for the changes that the new policy will bring, reducing potential future disruptions.

Therefore, HR professionals should not remain neutral but actively participate in the public consultation process. Their insights and experiences are invaluable in shaping a policy that works for everyone.