When did India’s new Labour Codes come into effect?

India’s four Labour Codes came into effect on 21 November 2025. From 2026 onwards, enforcement focuses on digital inspections, system-based verification, and strict payroll compliance.

How do Labour Codes 2026 impact PF and gratuity calculations?

PF and gratuity must now be calculated on the revised wage base defined under the Labour Codes. Higher Basic Pay increases statutory contributions, making payroll accuracy critical to avoid arrears and penalties.

How can employers ensure compliance with India Labour Codes 2026?

Employers should restructure salary components to meet the 50% rule, digitize payroll and appointment records, automate PF, gratuity, and exit settlements, and use a labour-code-ready HRMS for audit-ready compliance.

India Labour Codes 2026: The 50% Basic Pay Rule and Its Impact on Indian Payroll

Q: What is the 50% Basic Pay rule under India’s Labour Codes 2026?

The 50% Basic Pay rule requires that Basic Pay, Dearness Allowance, and Retaining Allowance together must form at least 50% of an employee’s total CTC. Any excess allowance is added back for PF, gratuity, overtime, and statutory calculations.

Q: Does the 50% wage rule apply to all employees?

Yes. The rule applies to all employees including permanent staff, fixed-term employees, contractual workers, and eligible gig workers under the Code on Wages.

farheenpantheon
10 hours ago
5 min read

Group of diverse smiling workers, gavel, scales of justice, and "Labour Law" text on a block. Symbolizing fair workplace regulations.

A Quiet Payroll Revolution in 2026

Since 21 November 2025, India has officially entered a new labour compliance era. The consolidation of 29 legacy labour laws into four Labour Codes has transformed payroll from a policy-driven activity into a system-enforced compliance function.

In 2026, payroll compliance is no longer about interpretation. It’s about execution accuracy especially around the 50% Basic Pay rule, which directly affects PF, gratuity, overtime, and exit settlements.

This blog explains what changed, why it matters, and how Indian employers must adapt their payroll and HR systems to stay compliant.

India Labour Codes 2026

Key Aspect	Details
Effective Date	21 November 2025
Laws Consolidated	29 → 4 Labour Codes
Coverage	All workers (permanent, fixed-term, gig)
Biggest Payroll Change	New wage definition (50% rule)
Enforcement Model	Digital audits & inspections

The 50% Basic Pay Rule Explained

Under the Code on Wages, India now follows a single, universal definition of wages.

What the Rule States

Basic Pay + Dearness Allowance + Retaining Allowance must form at least 50% of the total CTC. If allowances exceed 50%, the excess amount is automatically added back to wages for statutory calculations.

Salary Component Treatment

Salary Component	Counted in 50% Wage?	Statutory Impact
Basic Pay	✅ Yes	PF, gratuity, overtime
Dearness Allowance	✅ Yes	PF & gratuity
Retaining Allowance	✅ Yes	Wage base
HRA	❌ No*	Added back if limit exceeded
Special Allowance	❌ No*	Added back if limit exceeded
Travel Allowance	❌ No*	Added back if limit exceeded

*Added back when total allowances exceed 50% of CTC.

Why the 50% Rule Changes Payroll Economics

Earlier payroll structures were designed to keep Basic Pay artificially low, reducing statutory outflow. The new labour codes eliminate this practice.

Payroll Risk Comparison

Risk Area	Manual Payroll	Automated HRMS
Wage recalculation	Error-prone	Auto-adjusted
PF contribution	Often underpaid	Fully compliant
Gratuity accrual	Missed	System-tracked
Audit exposure	High	Low
Backdated liabilities	Likely	Prevented

Incorrect implementation can lead to retrospective PF dues, gratuity shortfalls, and penalties during inspections.

Fixed-Term Employment: A Compliance Shift Employers Can’t Ignore

The Industrial Relations Code brings Fixed-Term Employment (FTE) into the mainstream.

What Changed in 2026

Aspect	Earlier Practice	Labour Codes 2026
Gratuity eligibility	5 years	1 year (pro-rata)
Benefit parity	Optional	Mandatory
Social security	Inconsistent	Compulsory
Wage equality	Variable	Enforced
Audit focus	Low	High

Pro-rata gratuity from 1 year applies only to fixed-term or contractual employees. Permanent employees remain subject to the 5-year gratuity rule, except in cases of death or disability.

FTEs must now receive the same wages, benefits, and social security as permanent employees performing similar work.

The 48-Hour Full & Final Settlement Rule

One of the most operationally challenging mandates under the new labour codes is the 48-hour exit settlement rule.

Settlement Timeline Reality Check

Process Stage	Traditional HR	Legal Requirement
Exit approval	2–5 days	Immediate
Payroll reconciliation	7–10 days	Same day
Statutory clearance	Manual	Auto-calculated
Final payment	15–30 days	Within 48 hours
Compliance status	❌ Non-compliant	✅ Compliant

Manual exit processes are no longer sustainable in 2026.

OSH Code: Workplace Safety Is Now Measurable

The Occupational Safety, Health & Working Conditions Code extends beyond factories to most establishments.

Employer Safety Responsibilities

Requirement	Applicable To	Proof Required
Annual health check	Workers aged 40+	Medical records
Night shift safety	Women employees	Consent + GPS logs
Field staff safety	Sales & delivery	Location tracking
Emergency protocols	All establishments	Digital SOPs
Safety audits	10+ workers	System reports

Safety compliance is now evidence-based, not policy-based.

Why HRMS Readiness Defines Compliance in 2026?

The labour codes assume employers use technology-backed systems, not spreadsheets.

Modern platforms like ZFour help organizations:

HR Capability	Manual HR	ZFour HRMS
50% wage enforcement	❌	✅
PF & gratuity accuracy	❌	✅
48-hour exit settlements	❌	✅
GPS attendance	❌	✅
Audit-ready reports	❌	✅

Employer Self-Audit Checklist (2026)

Question	Status
Is Basic Pay ≥ 50% of CTC?	⬜
Are FTE gratuity rules applied?	⬜
Can exits close in 48 hours?	⬜
Are safety records digital?	⬜
Can payroll logic be explained in audits?	⬜

Unchecked boxes signal compliance risk.

Read More: To understand the broader impact of India’s Labour Codes beyond payroll changes, explore our earlier blog on labour law compliance and employer responsibilities.

Conclusion: Labour Codes 2026 Are a System Test

India’s Labour Codes 2026 are not just regulatory updates—they test how mature your HR and payroll systems really are.

Businesses that automate compliance will gain:

Predictable statutory costs
Lower audit anxiety
Stronger employee trust

Those relying on manual processes will face rising legal and financial exposure.

Ready to See If Your Payroll Is Labour-Code Ready?

Book a 15-minute ZFour demo and evaluate your payroll against the 2026 compliance framework—before an audit does.

Frequently Asked Questions

1. What is the 50% Basic Pay rule under India’s Labour Codes 2026?

The 50% Basic Pay rule mandates that Basic Pay, Dearness Allowance, and Retaining Allowance together must form at least 50% of an employee’s total CTC. Any allowance exceeding this limit is automatically added back to wages for PF, gratuity, overtime, and statutory calculations.

2. When did the new Labour Codes come into effect in India?

India’s four Labour Codes came into effect from 21 November 2025. From January 2026 onwards, enforcement has shifted to active compliance, digital inspections, and system-based verification.

3. Does the 50% wage rule apply to all employees?

Yes. The rule applies to all employees, including permanent staff, fixed-term employees, contractual workers, and eligible categories under the Code on Wages, regardless of industry or organization size.

4. How do Labour Codes 2026 affect PF and gratuity calculations?

Since wages are now uniformly defined, PF and gratuity must be calculated on the revised wage base. A higher Basic Pay results in higher statutory contributions, making accurate payroll configuration essential to avoid arrears and penalties.

5. How can employers ensure compliance with the new Labour Codes?

Employers should:

Restructure salary components to meet the 50% rule

Digitize appointment letters and payroll records

Automate PF, gratuity, and exit settlements

Use a labour-code-ready HRMS to maintain audit-ready compliance

ZFour HRMS

India’s best guide to Labour Codes 2026

India Labour Codes 2026 | 50% Basic Pay Rule | New Labour Codes India | Labour Law Compliance India | Payroll Compliance India | HRMS Payroll Software India | Labour Codes 2026 Explained } Basic Pay 50 Percent Rule India | PF and Gratuity Calculation India | Indian Labour Laws 2026 | HR Compliance Software India | Payroll Changes India 2026 | Labour Codes Impact on Payroll | Wage Definition under Labour Codes | Employer Compliance India Labour Codes.

Labour law provisions and enforcement timelines may vary by state and circumstances. This content is for general informational purposes only and should not be treated as legal advice.