The four Labour Codes consolidate 29 central labour laws. Here is what changes, what stays the same, and what you need to do now.
The Labour Codes change how employers think about wages, social security, occupational safety, and industrial relations. The practical work starts with mapping applicability, employee categories, registers, returns, and internal approval paths before enforcement dates create pressure.
What changes for employers
The Codes are designed to consolidate multiple central laws into a smaller framework. That consolidation does not remove state-level complexity. Rules, formats, thresholds, and implementation timelines still need to be tracked branch by branch.
- Review wage definitions and payroll components against Code requirements.
- Map employee and worker categories across locations, contractors, and establishments.
- Prepare register, return, and policy updates before state rules become operational.
How to prepare now
Start with an obligation inventory. Identify every law currently applicable to your company, the owner for each filing, the due date, evidence required, and the approval route. This gives teams a clean base to migrate when rules are notified.
How Iztty helps
Iztty keeps applicability, tasks, approvals, due dates, and evidence in one workflow so HR, finance, and compliance teams can move from scattered spreadsheets to a reviewable compliance command centre.