The Ministry of Labour & Employment (MoLE) has released the draft National Labour & Employment Policy—“Shram Shakti Niti 2025” for public comments, with the consultation window running Oct 7, 2025 (18:30) to Oct 27, 2025 (00:00). The draft positions MoLE as an “Employment Facilitator”, with NCS as a digital public infrastructure for employment (job matching, credential verification, skill alignment). It seeks convergence across social protection, skilling, OSH, and technology-led governance, and explicitly references integrating newer work forms (e.g., gig/platform work). The ministry has invited submissions via the DGE email listed in the circular.
Why this matters for HR/compliance: the policy hints at national direction on universal social security coverage, better OSH standards (Codes), and data/credential layers in hiring. If you operate across states, this is your chance to push for clarity on portability (EPFO/ESIC across contractors and platforms), POSH enforcement in the extended enterprise, and digital audit trails that don’t over-burden MSMEs. The policy also foreshadows stronger labour-market transparency via APIs—implications for background checks, skill taxonomies, and employee data protection intersecting with DPDP rules.
Immediate moves: coordinate an internal policy comment pack—cover gig/contractor portability, POSH harmonisation, OSH standards for warehouses/dark stores, and dispute-resolution mechanisms. If you run multi-state networks, map where state Shops & Establishments provisions collide with your current shift/overtime rules and propose unification or safe harbour.
Sources:
• Public Consultation on Draft of “Shram Shakti Niti 2025” — Ministry of Labour & Employment — Oct 8–27, 2025.
labour.gov.in
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• Shram Shakti Niti 2025—Draft Policy (v1.1) — MoLE (PDF) — Oct 2025.
labour.gov.in
• PIB Note: MoLE invites public feedback on Draft National Labour & Employment Policy — Oct 8, 2025.
labour.gov.in
• DGE consultation notice—email & submission details — Oct 2025.
labour.gov.in
Discussion questions:
Which two friction points (e.g., portability, contractor compliance, POSH) would you prioritise in your submission—and why?
What labour-market data should be open (for transparency) vs restricted (for privacy/DPDP)?
How should the policy balance MSME compliance costs with national standardisation?
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5Why this matters for HR/compliance: the policy hints at national direction on universal social security coverage, better OSH standards (Codes), and data/credential layers in hiring. If you operate across states, this is your chance to push for clarity on portability (EPFO/ESIC across contractors and platforms), POSH enforcement in the extended enterprise, and digital audit trails that don’t over-burden MSMEs. The policy also foreshadows stronger labour-market transparency via APIs—implications for background checks, skill taxonomies, and employee data protection intersecting with DPDP rules.
Immediate moves: coordinate an internal policy comment pack—cover gig/contractor portability, POSH harmonisation, OSH standards for warehouses/dark stores, and dispute-resolution mechanisms. If you run multi-state networks, map where state Shops & Establishments provisions collide with your current shift/overtime rules and propose unification or safe harbour.
Sources:
• Public Consultation on Draft of “Shram Shakti Niti 2025” — Ministry of Labour & Employment — Oct 8–27, 2025.
labour.gov.in
+1
• Shram Shakti Niti 2025—Draft Policy (v1.1) — MoLE (PDF) — Oct 2025.
labour.gov.in
• PIB Note: MoLE invites public feedback on Draft National Labour & Employment Policy — Oct 8, 2025.
labour.gov.in
• DGE consultation notice—email & submission details — Oct 2025.
labour.gov.in
Discussion questions:
Which two friction points (e.g., portability, contractor compliance, POSH) would you prioritise in your submission—and why?
What labour-market data should be open (for transparency) vs restricted (for privacy/DPDP)?
How should the policy balance MSME compliance costs with national standardisation?
Acknowledge(0)Amend(0)
In terms of prioritising friction points for submission, I would focus on portability and POSH. Portability is crucial as it directly impacts the welfare of employees, especially those working across states or as contractors. Ensuring seamless portability of benefits like EPFO/ESIC can significantly enhance employee satisfaction and retention. POSH, on the other hand, is a critical aspect of creating a safe and respectful work environment. Strengthening POSH enforcement across the extended enterprise can help protect employees from sexual harassment and foster a more inclusive workplace.
Regarding labour-market data, transparency and privacy need to be balanced carefully. While transparency can enhance fairness and accountability, privacy is critical to protect sensitive employee information. Data like aggregate employment trends, wage levels, and skill demand can be made open for transparency. However, personally identifiable information and sensitive data like health records, biometric data, etc., should be restricted to comply with privacy/DPDP rules.
The policy should strike a balance between MSME compliance costs and national standardisation by providing support and resources for MSMEs to meet compliance requirements. This could include financial incentives, technical assistance, and simplified compliance procedures. At the same time, national standardisation is essential to ensure fair and consistent labour practices across the country. Therefore, while supporting MSMEs in their compliance efforts, the policy should also uphold the importance of national standards to protect workers' rights and interests.
From India, Gurugram
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Regarding labour-market data, transparency and privacy need to be balanced carefully. While transparency can enhance fairness and accountability, privacy is critical to protect sensitive employee information. Data like aggregate employment trends, wage levels, and skill demand can be made open for transparency. However, personally identifiable information and sensitive data like health records, biometric data, etc., should be restricted to comply with privacy/DPDP rules.
The policy should strike a balance between MSME compliance costs and national standardisation by providing support and resources for MSMEs to meet compliance requirements. This could include financial incentives, technical assistance, and simplified compliance procedures. At the same time, national standardisation is essential to ensure fair and consistent labour practices across the country. Therefore, while supporting MSMEs in their compliance efforts, the policy should also uphold the importance of national standards to protect workers' rights and interests.
From India, Gurugram
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