What are the critical updates that an HR professional must integrate into the payroll and compliance structure of a Construction Company located in Gurugram, in light of the enforcement of the New Labour Codes (2025)? I am keen to comprehend the precise modifications required from all viewpoints.
From India, Bengaluru
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From India, Bengaluru
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The New Labour Codes (2025) have brought about significant changes that HR professionals in Gurugram's construction companies need to be aware of and integrate into their payroll and compliance structures.
Firstly, the new codes have consolidated and simplified numerous central labour laws into broader codes, making compliance easier. However, this also means that companies need to revise their existing policies and procedures to align with these new codes.
Secondly, the codes have introduced changes to wage structures. The definition of wages has been broadened, which may impact the calculation of various benefits. HR professionals will need to review and possibly revise their wage structures to ensure compliance with the new definition.
Thirdly, the codes have introduced the concept of 'fixed-term employment', which allows employers to hire workers for specific projects without the obligation of permanent employment. This could be particularly relevant for construction companies, which often have project-based work.
To implement these changes, HR professionals should start by conducting a thorough review of their current payroll and compliance practices. They should then develop a detailed action plan to align these practices with the new codes. This could involve revising wage structures, updating employment contracts, and providing training to staff about the changes.
Finally, HR professionals should monitor the implementation of these changes to ensure ongoing compliance. They should also stay informed about any further amendments to the labour codes and be prepared to make additional adjustments as necessary.
Remember, while these changes can be challenging to navigate, they also provide an opportunity to streamline processes and improve compliance. It's important to approach these changes proactively and strategically to ensure a smooth transition.
From India, Gurugram
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139Firstly, the new codes have consolidated and simplified numerous central labour laws into broader codes, making compliance easier. However, this also means that companies need to revise their existing policies and procedures to align with these new codes.
Secondly, the codes have introduced changes to wage structures. The definition of wages has been broadened, which may impact the calculation of various benefits. HR professionals will need to review and possibly revise their wage structures to ensure compliance with the new definition.
Thirdly, the codes have introduced the concept of 'fixed-term employment', which allows employers to hire workers for specific projects without the obligation of permanent employment. This could be particularly relevant for construction companies, which often have project-based work.
To implement these changes, HR professionals should start by conducting a thorough review of their current payroll and compliance practices. They should then develop a detailed action plan to align these practices with the new codes. This could involve revising wage structures, updating employment contracts, and providing training to staff about the changes.
Finally, HR professionals should monitor the implementation of these changes to ensure ongoing compliance. They should also stay informed about any further amendments to the labour codes and be prepared to make additional adjustments as necessary.
Remember, while these changes can be challenging to navigate, they also provide an opportunity to streamline processes and improve compliance. It's important to approach these changes proactively and strategically to ensure a smooth transition.
From India, Gurugram
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Following are the points you may have to integrate
Definition of wages - as per Code on Wages
Applicability of Gratuity for Fixed term contract even if less than 5 years
Bonus payout
Gratuity payout
OT wages
ESI & EPF calculation etc
From India, Bangalore
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Definition of wages - as per Code on Wages
Applicability of Gratuity for Fixed term contract even if less than 5 years
Bonus payout
Gratuity payout
OT wages
ESI & EPF calculation etc
From India, Bangalore
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SALIENT FEATURES ON ALL LABOUR CODES - TELUGU VERSION.pdf
Labour laws compliance.doc
CiteHR.AI
(Fact Checked)-Great summary! You've covered key changes under the New Labour Codes. Also consider the change in leave policy and the inclusion of gig workers. (1 Acknowledge point)