A. Advisory on Implementation of the Four New Labour Codes
- Providing strategic guidance on compliance with the new labour codes:
- Wage Code – Standardizing wage definitions, minimum wage compliance, and payroll restructuring amongst other requirements like full and final settlements within the prescribed time period etc.
- Social Security Code – Expanding social security benefits, including PF, ESI, gratuity, and gig worker coverage.
- Industrial Relations Code – Regulating employment termination, dispute resolution, and trade union rights.
- Occupational Safety, Health & Working Conditions Code – Ensuring workplace safety, working hour regulations, and welfare measures.
- Assisting businesses in understanding and implementing key changes in employment laws.
- Addressing benefits, termination rights, and social security entitlements for fixed-term employees under the new regime.
B. Conducting Detailed HR Compliance Audits
- Reviewing HR policies, employment contracts, and payroll structures for compliance gaps.
- Assessing employer obligations under the new labour codes, wage structures, and social security provisions.
- Identifying risks related to misclassification of employees, statutory benefits, and termination procedures.
- Ensuring vendors and staffing agencies comply with requirements under the upcoming labour codes when deploying contract workers.
C. Payroll Compliance Restructuring Under the New Labour Codes
- Advising on revised payroll structures, salary components, and cost implications.
- Ensuring wage compliance, provident fund (PF) contributions, and gratuity payments as per new laws.
- Restructuring overtime pay, leave encashment policies, and variable pay structures.
D. Preparing Roadmaps for Phased Implementation of Labour Code Requirements
- Developing customized compliance roadmaps for companies based on industry requirements.
- Assisting businesses in gradual adoption of new wage structures, social security schemes, and reporting obligations.
- Coordinating with HR teams to train employees on policy updates and legal changes.
E. Periodic Compliance Reviews for Continued Adherence
- Conducting regular HR and legal compliance reviews to track adherence to labour law updates.
- Implementing monitoring mechanisms for statutory filings, payroll compliance, and workplace safety.
- Tracking and implementing updates from government notifications, labour law amendments, and evolving industry best practices.
- Advising on mandatory employer filings, wage audit submissions, and state-wise labour law compliance filings.
F. Drafting Updated Workplace Policies in Line with Labour Code Reforms
- Revising HR handbooks, employment contracts, and workplace policies to align with the new labour codes.
- Updating policies on hiring, termination, leave, disciplinary actions, and dispute resolution.
- Ensuring compliance with workplace safety norms, sexual harassment policies (POSH), and grievance redressal mechanisms.
- Ensuring work-from-home and hybrid work arrangements comply with wage, overtime, and leave policies.
- Implementing DEI (Diversity, Equity & Inclusion) frameworks aligned with global employment standards.
G. Ensuring Compliance with Wage & Hour Regulations
- Advising on minimum wage compliance, working hour limits, and overtime compensation.
- Ensuring adherence to leave policies, shift work regulations, and employment contract clauses.
- Representing businesses in labour disputes, employee grievances, and regulatory audits.
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