| Provision | Old Laws | IR Code, 2020 | Remarks |
| Payment of Wages | Applies to employees earning ≤ ₹24,000/month | Applicable to all employees irrespective of salary | Wage ceiling removed |
| Definition of Employee | Limited to scheduled employment | Includes all categories: skilled, semi-skilled, supervisory, managerial | Broader coverage |
| Definition of Wages | Excludes HRA, PF, gratuity, etc. | Includes basic pay, DA, retaining allowance; excludes bonus, HRA, PF, etc. | Uniform definition across codes |
| Floor Wages | No provision | Central Govt. to fix floor wages by region | New concept introduced |
| Claim for Wages | Within 6 months | Within 3 years | Extended time limit |
| Payment Timeline | 7th/10th day based on size | 7th day for all | Simplified |
| Separation Payment | On termination/closure | Includes resignation & retrenchment | Broader scope |
| Disqualification for Bonus | Misconduct | Adds sexual harassment | Expanded |
| Inspections | Surprise checks | Inspector-cum-Facilitator, web-based | Ease of compliance |
| Penalties | ₹500–₹7,500 | Up to ₹50,000; repeat offence ₹1 lakh | Increased penalties |
Major Changes in the Industrial Relations Code, 2020:
| Provision | Old Laws | IR Code, 2020 | Remarks |
| Coverage | Standing Orders Act applies to ≥100 employees | Applies to establishments with ≥300 workers | Encourages investment |
| Definition of Worker | Supervisory wage limit ₹10,000 | Supervisory wage limit ₹18,000 | Updated threshold |
| Fixed Term Employment | Limited provisions | Full benefits like permanent workers; gratuity after 1 year | Flexibility for employers |
| Recognition of Negotiating Union | No provision | Sole union recognized if only one exists | New inclusion |
| Conciliation | No time limit | Must conclude within 2 years | Time-bound |
| Industrial Tribunal | Labour Court exists | Tribunal replaces Labour Court; 2-member bench | Structural change |
| Strike & Lockout | Notice within 6 weeks | Notice within 60 days; applies to all establishments | Stricter norms |
| Concerted Casual Leave | Not defined | 50% workers on casual leave = strike | New rule |
| Grievance Redressal | For ≥50 workers | For ≥20 workers | Lower threshold |
| Retrenchment/Lay-off | Permission for ≥100 workers | Permission for ≥300 workers | Relaxed norms |
Major Changes in the Social Security Code, 2020
| Provision | Old Laws | SS Code, 2020 | Remarks |
| Applicability | EPF for factories in Schedule I with ≥20 employees | EPF for all establishments with ≥20 employees | Broader coverage |
| New Worker Definitions | Not defined | Adds Gig, Platform, Home-based, Self-employed | Inclusive |
| Social Security Boards | No provision | Boards for unorganized/gig/platform workers; CSR funding allowed | New governance |
| Inspection | Physical only | Web-based, random selection | Digital compliance |
| Employer Definition | Limited | Includes contractors, govt. departments | Expanded |
| Inter-State Migrant Worker | Narrow | Includes workers earning ≤₹18,000 | Broader scope |
| Fixed Term Employment | Limited | Full benefits, gratuity after 1 year | Employee-friendly |
| Registers & Records | Physical | Electronic allowed | Ease of doing business |
| Limitation for Inquiry | No limit | 5 years | Defined |
| Pandemic Provision | No provision | Govt. can defer/reduce contributions | New flexibility |
Major Changes in the Occupational Safety, Health and Working Conditions Code, 2020
| Provision | Old Laws | OSH Code 2020 | Remarks |
| Establishment | Factories Act applies to ≥10 workers with power | Applies to ≥10 workers with power or ≥20 without | Broader coverage |
| Registration | Separate registrations under multiple laws | Single registration for all codes | Simplified |
| Employment of Women | Restricted in night shifts | Allowed with consent and safety provisions | Gender inclusive |
| Contract Labour Threshold | Applies to ≥20 workers | Threshold increased to ≥50 workers | Relaxed norms |
| Licensing of Contractors | Multiple state licenses | Single license valid across India | Ease of business |
| Liability of Principal Employer | Limited | Explicit liability for wages and benefits | Clear accountability |
| Effect of Non-licensed Contractor | Not clearly defined | Principal employer deemed contractor | Legal clarity |
| Payment of Wages | Under Payment of Wages Act | Aligned with Wage Code provisions | Uniformity |
| Employer Duties | Fragmented across laws | Consolidated duties for safety and health | Comprehensive |
| Employee Duties | Not detailed | Specific duties for compliance and safety | Defined responsibilities |
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