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Andhra Pradesh Code on Wages Rules, 2026 – Final Notification Issued

Andhra Pradesh Notifies the Code on Wages Rules, 2026

The Government of Andhra Pradesh has officially notified the Code on Wages (Andhra Pradesh) Rules, 2026 under the provisions of the Code on Wages, 2019. The Rules were published in the Andhra Pradesh Gazette on 29 June 2026 and came into effect from the date of their final publication, unless otherwise specified.

The new Rules establish a comprehensive framework for wage administration, including minimum wages, payment of wages, working hours, overtime, wage slips, deductions, statutory registers, nomination, and compliance obligations for employers across the State.

Effective Date

29 June 2026 (Date of Final Publication in the Andhra Pradesh Gazette)

Major Highlights

1. Minimum Wages (Rule 3)

Employers are required to:

Pay wages not less than the Government-notified minimum wages.

Classify employees correctly as:

Unskilled

Semi-skilled

Skilled

Highly Skilled

Calculate monthly wages based on:

Monthly Wage = Daily Wage × 26 Days

No employee should receive wages below the prescribed minimum wage.

2. Variable Dearness Allowance (VDA) – Rule 4

Employers must revise minimum wages by updating the Variable Dearness Allowance (VDA) twice every year:

1 April

1 October

The VDA revision should be implemented in accordance with the applicable Consumer Price Index (CPI).

3. Working Hours (Rule 5)

The Rules prescribe:

Maximum 8 working hours per day

Maximum 48 working hours per week

Any work performed beyond these limits is treated as overtime.

4. Overtime Wages (Section 14)

Employees working beyond the prescribed working hours must be paid:

Double the ordinary rate of wages (2× wages)

Employers should also maintain proper overtime records in:

Attendance Register

Wage Register

5. Weekly Rest Day (Rule 6)

Every employee is entitled to:

One weekly day of rest.

If an employee works on the weekly rest day:

A substitute rest day must be provided.

Overtime wages should be paid wherever applicable.

Employees should not be required to work continuously for more than 10 days without a weekly rest.

6. Payment of Wages (Rule 10)

Employers should:

Pay wages on or before the 7th day of the succeeding month (where applicable under the Rules and the Code).

Prefer payment through:

Bank transfer

Online payment

The wage register should reconcile with bank payment records.

7. Wage Deductions (Rule 12)

The Rules provide safeguards regarding deductions:

Total deductions should not exceed 50% of wages.

Before making certain deductions:

Issue notice to the employee.

Provide an opportunity for explanation.

Proper procedures must be followed before any deduction is effected.

8. Statutory Registers (Rule 42)

Employers should maintain prescribed registers, including:

Employee Register (Form I)

Wage Register (Form IV)

Attendance/Muster Roll (Form IX)

These records should be updated regularly and preserved for five years.

9. Wage Slip (Rule 43)

Employers are required to issue wage slips in Form V before or at the time of wage payment.

The wage slip should include details of:

Earnings

Overtime

Deductions

Net wages

10. Fine and Damage Deductions (Rules 15–17)

Before imposing deductions for fines or damage:

Provide prior notice.

Give the employee an opportunity to explain.

Follow the prescribed procedure under the Rules.

11. Nomination Form (Rule 36)

Employers should obtain Nomination Form (Form VII) from employees to facilitate settlement of dues in the event of death.

12. Display of Notices (Rule 14)

Employers are required to display notices relating to:

Acts and omissions attracting fines

Other prescribed information

These notices should be displayed in:

English

The local language understood by employees.

Employer Compliance Checklist

✔ Pay notified minimum wages.

✔ Revise VDA on 1 April and 1 October.

✔ Ensure working hours comply with statutory limits.

✔ Pay overtime at double wages.

✔ Provide weekly rest days.

✔ Pay wages within the prescribed time.

✔ Issue wage slips in Form V.

✔ Maintain all prescribed registers.

✔ Obtain employee nomination forms.

✔ Display statutory notices.

✔ Follow due process before making deductions.

Conclusion

The Code on Wages (Andhra Pradesh) Rules, 2026 introduce a structured framework to ensure timely payment of wages, fair working conditions, proper maintenance of statutory records, and greater transparency in wage administration.

All employers operating in Andhra Pradesh should review their payroll systems, HR policies, attendance processes, wage registers, and statutory documentation to ensure compliance with the new Rules.

At HRInfo.in, we will continue to publish practical guides, compliance checklists, downloadable formats, and HR tools to help organizations implement the Code on Wages (Andhra Pradesh) Rules, 2026 effectively.

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The Industrial Relations (Andhra Pradesh) Rules, 2026 came into force on 12 June 2026

Andhra Pradesh Labour Code Update

Andhra Pradesh Industrial Relations Rules, 2026: Complete HR Compliance Guide

A practical HR-ready summary covering committees, trade unions, standing orders, strikes, lock-outs, retrenchment, closure, forms, timelines and penalties.

Effective Date: The Industrial Relations (Andhra Pradesh) Rules, 2026 came into force on 12 June 2026.

Key Takeaways for HR Professionals

Topic	Requirement
Grievance Redressal Committee	Mandatory for establishments employing 20 or more workers.
Works Committee	To be constituted where ordered by the State Government.
Negotiating Union	Minimum 30% membership required for sole negotiating union recognition.
Standing Orders	Separate Model Standing Orders prescribed for Manufacturing and Service sectors.
Protected Workers	Trade unions must submit protected workers list by 30 April every year.
Worker Re-skilling Fund	15 days wages to be deposited within 10 days of retrenchment.

Chapter-wise Summary

Chapter I – Preliminary

The Rules define important terms such as Code, Commissioner of Labour, Government, Verification Officer and Employer.

Chapter II – Bi-Partite Forums

Works Committee: Maximum 20 members with equal representation of employer and workers.

GRC: Mandatory for establishments with 20 or more workers. Maximum 10 members and tenure of 3 years.

Chapter III – Trade Unions

A registered Trade Union may be recognized as sole negotiating union if it has at least 30% membership of total workers. Recognition is valid for 3 years and may be extended up to 5 years.

Chapter IV – Standing Orders

Model Standing Orders are prescribed separately for Manufacturing Sector and Service Sector. Certified Standing Orders must be maintained and displayed.

Important Compliance Timeline

No	Compliance	Form / Record	Timeline
1	Notice of change in service conditions	Form IV	21 days before change
2	Notice of strike	Form VI	14 to 60 days before strike
3	Notice of lock-out	Form VII	14 to 60 days before lock-out
4	Lay-off permission	Form XII	15 days before lay-off
5	Retrenchment permission	Form XIII	60 days before retrenchment
6	Closure permission	Form XIV	90 days before closure
7	Re-skilling fund contribution	Applicable record	Within 10 days of retrenchment

Statutory Forms Index

Form	Purpose
Form I	Memorandum of Settlement
Form II	Application for adjudication before Industrial Tribunal
Form III	Register of Certified Standing Orders
Form IV	Notice of Change in Conditions of Service
Form V	Arbitration Agreement
Form VI	Notice of Strike
Form VII	Notice of Lock-out
Form XII	Application for Prior Permission for Lay-off
Form XIII	Application for Prior Permission for Retrenchment
Form XIV	Application for Prior Permission for Closure
Form XVI	Compounding of Offences

HR Compliance Checklist

Constitute Grievance Redressal Committee where applicable.

Review Works Committee applicability.

Verify Trade Union recognition status.

Adopt or certify Standing Orders.

Display Standing Orders in English and Telugu.

Issue Form IV before changing service conditions.

Monitor strike and lock-out notice periods.

Track lay-off, retrenchment and closure timelines.

Deposit Worker Re-skilling Fund within 10 days.

Collect Protected Workers list by 30 April every year.

Penalties for Non-Compliance

Violation	Penalty Range
Lay-off / retrenchment without prior permission	₹1,00,000 to ₹10,00,000
Closure without prior permission	₹1,00,000 to ₹10,00,000
Failure to pay retrenchment compensation / re-skilling fund	₹50,000 to ₹2,00,000
Breach of certified Standing Orders	₹50,000 to ₹2,00,000
Unilateral change without Form IV notice	₹10,000 to ₹50,000

Disclaimer: This article is for HR knowledge and compliance awareness only. Employers should verify applicability with the official notification and obtain professional advice before implementation.

Andhra Pradesh Releases Draft Industrial Relations Rules, 2026

The Government of Andhra Pradesh has issued the Draft Industrial Relations (AP) Rules, 2026, under the Industrial Relations Code, 2020. These rules modernize the state’s labour governance framework by replacing long‑standing regulations, bringing transparency, digitization, and structured dispute‑resolution mechanisms to the forefront.

These draft rules have been opened for public consultation for 30 days, and stakeholders—including employers, HR leaders, trade unions, and workers—are encouraged to provide feedback via the Labour Department portal.

🔎 Key Highlights at a Glance

Full transition to IR Code, 2020 for industrial relations governance
Digital-first compliance – notices, applications, registers, and records can be filed electronically
Works Committee & Grievance Redressal Committee mandatory in defined establishments
Clear procedures for trade union recognition (including secret ballot verification)
Detailed Model Standing Orders for Manufacturing & Service Sectors
Codified procedures for layoffs, retrenchment & closure
Mandatory Worker Re‑Skilling Fund contributions by employers
Streamlined conciliation, arbitration & dispute resolution

🏛️ 1. Applicability & Legal Foundation

The Rules are framed under Section 99 of the Industrial Relations Code, 2020.

They supersede:

AP Industrial Disputes Rules, 1958
AP Trade Union Regulations, 1927
AP Standing Orders Rules, 1953

The rules take effect upon publication in the Official Gazette.

🤝 2. Settlements & Dispute Resolution

2.1 Settlement Procedures

All settlements must be executed in Form I.
Settlements outside conciliation must be jointly submitted to the Deputy Commissioner of Labour.

2.2 Conciliation

Officers must digitize applications and upload reports within 7 days of conclusion.
All statements and evidence to be filed in affidavit form.

2.3 Arbitration

Voluntary arbitration is formalized via Form V with written consent from arbitrators.
Government may notify the arbitration for wider participation.

🏭 3. Works Committee & Grievance Redressal Committee

3.1 Works Committee (for units where mandated)

Maximum 20 members
Worker representation ≥ employer representation
Mandatory representation of women workers proportional to their workforce presence
Worker representatives chosen by:

Negotiating union / council, OR
Election (electronic mode allowed)

3.2 Grievance Redressal Committee (≥20 workers)

Equal employer & worker members (max 10)
Women representation proportional
3‑year tenure
Applications can be submitted electronically

👥 4. Trade Union Recognition & Negotiation Framework

4.1 Sole Negotiating Union Criteria

A trade union becomes the sole negotiating union if it has ≥30% membership of the total workforce.

4.2 Secret Ballot-Based Verification

Verification Officer appointed by Commissioner of Labour
Employer must provide records, bear expenses
60-day advance scheduling meeting
Secret ballot—digital voting allowed

4.3 Recognition Validity

Recognition valid for 3 years, extendable up to 5 years mutually

4.4 Facilities for Recognized Unions

Notice board
Meeting spaces
Access to establishment
Office space for units with ≥300 workers

📘 5. Standing Orders (Manufacturing & Service Sector)

5.1 Key Elements

The Rules provide Model Standing Orders covering:

Worker classifications (Permanent, Temporary, Apprentice, Badli, Fixed-term, Casual)
Shift changes & notice requirements
Leave entitlements and procedures
Wage payment timelines
Disciplinary procedures & misconduct definitions
Retirement at 58 years (unless otherwise mutually agreed)
Service records & ID card requirements

5.2 Certification Process

Adoption of model orders must be intimated electronically
If certifying officer raises no objection within 30 days, deemed certified

⚠️ 6. Layoff, Retrenchment & Closure Compliance

Timelines Under the Rules

Action	Notice/Application Requirement
Retrenchment	30 days before execution (Form XIII)
Closure	60 days prior
Special Category Establishments (Chap X)	Layoff: 15 days; Retrenchment: 60 days; Closure: 90 days (Form XIV)

Re-employment Priority

Retrenched workers get preference in future vacancies within one year.

📚 7. Worker Re‑Skilling Fund (First Time in AP)

Employer must deposit 15 days’ last drawn wages for every retrenched worker within 10 days.
Payment must be transferred to the worker within 45 days.

⚖️ 8. Offences & Penalties

Compounding of offences allowed via Form XV
Payment within 15 days stops prosecution
Supervised directly by the State Government

🛡️ 9. Protected Workers

Unions must submit names by 30 April every year
Employer must recognize and notify protected workers for a 12‑month term

💻 10. Complete Digital Compliance Framework

Nearly all compliance elements can now be completed electronically, including:

Applications
Notices
Registers
Records
Filing appeals
Submitting Standing Orders

This aligns the State Rules fully with India’s emerging digital labour compliance ecosystem.

Conclusion

The Industrial Relations (AP) Rules, 2026 – Draft represent a major modernization of labour administration in Andhra Pradesh. The rules strengthen:

Worker protection
Employer clarity
Digital compliance
Transparent dispute resolution
Trade union legitimacy
Predictability in layoffs, restructuring & closure processes

HR leaders, employers, and unions should review the draft carefully and submit suggestions within the notified timeline.

Industrial Relations code 2020 - FAQ

Industrial Relations Code 2020 - FAQ official link

The Ministry of Labour & Employment has released official FAQs on the new Labour Codes, and these clarifications are highly relevant for HR, payroll, and leadership teams planning their compliance roadmap. These FAQs reduce interpretation risks and give employers clearer policy direction, but they also signal the need to revisit salary structures, appointment letters, payroll logic, contractor engagement, and HR policies in a time‑bound manner. For HR leaders, this is the right time to move from basic awareness to structured readiness through policy reviews, system changes, and focused communication with employees.

FAQs on Industrial Relations (IR) Code, 2020

Q1. Does the IR Code take back workers’ right to form trade unions?

Ans: No. Provisions related to registration of trade unions remain intact under Chapter-III of IR Code 2020.

Q2. Does IR Code ban all strikes?

Ans: No. The right to strike remains intact with a mandatory 14-day notice period before going on strike.

Q3. Does a worker need government permission to strike?

Ans: No permission is required. Only a 14-day prior notice is mandatory to facilitate timely conciliation and reduce conflict.

Q4. Does IR Code allow employers to retrench workers freely?

Ans: No. Mandatory one-month notice and retrenchment compensation continue. Prior permission is required for establishments with 300 or more workers.

Q5. Do trade unions lose their grievance redressal role?

Ans: No. Trade unions gain statutory backing as negotiating unions/councils. Bipartite forums like Works Committees and Grievance Redressal Committees ensure time-bound resolution.

Q6. Does the Code end job security and promote hire-and-fire?

Ans: No. Job security provisions remain with notice and compensation. Retrenchment for 300+ workers needs prior permission.

Q7. Is Fixed-Term Employment (FTE) exploitative?

Ans: No. FTE employees get all benefits equal to permanent employees, including gratuity after one year, appointment letters, and skill enhancement opportunities.

Q8. Can employers with less than 300 workers fire without restriction?

Ans: No. Notice and compensation rules apply. A re-skilling fund for retrenched workers is introduced for welfare.

Q9. Is the conciliation mechanism abolished?

Ans: No. It is streamlined with compulsory conciliation for strike notices, fixed timelines, and digital processes for faster dispute resolution.

Q10. Are Labour Courts abolished?

Ans: Labour Courts and Tribunals are replaced with a simplified two-tier tribunal system with two-member panels for speedy justice.

Q11. Can workers still collectively bargain or protest?

Ans: Yes. Mandatory recognition of negotiating unions/councils strengthens structured bargaining.

Q12. Does industry closure no longer need approval?

Ans: No. Lay-off, retrenchment, and closure are regulated. Industries with 300+ workers need prior government permission.

Q13. Is workers’ participation in management removed?

Ans: No. Workers’ participation is ensured through Works Committees and Grievance Redressal Committees.

Q14. Are penalty provisions removed?

Ans: No. Penalties have been substantially increased and made commensurate with offences.

Q15. Does IR Code centralize all labour powers?

Ans: No. Labour is a concurrent subject. States retain powers as appropriate governments under the Codes.

Q16. Will abolition of Labour Courts delay justice?

Ans: No. Two-member Industrial Tribunals will deliver justice faster.

Q17. Does the Code favor employers only?

Ans: No. It protects workers through negotiating unions, committees, safeguards before retrenchment, and effective dispute resolution.

Q18. Are sales promotion employees excluded?

Ans: No. They are recognized under the definition of ‘worker’ in the IR Code.

Q19. Are journalists excluded as freelancers?

Ans: No. Working journalists employed in newspapers/agencies are included under the definition of worker.

Major Changes in the Industrial Relations Code, 2020

Provision	Current laws	IR Code, 2020	Remarks
Coverage	Applicability of the Standing Orders Act is for establishments having 100 or more employees. In some states it has been 50 or even less employees.	Applies to an industrial establishment wherein 300 or more workers, are employed, or were employed on any day of the preceding twelve months.	For New establishment it is useful. It is more helpful to attract more investments
Definition	Sec.2(S)" workman" means any person (including an apprentice) employed in any industry to do any manual, unskilled, skilled, technical, operational, clerical or supervisory work for hire or reward, whether the terms of employment be express or implied, and for the purposes of any proceeding under this Act in relation to an industrial dispute, includes any such person who has been dismissed, discharged or retrenched in connection with, or as a consequence of, that dispute, or whose dismissal, dischasrge or retrenchment has led to that dispute, but does not include any such person-- (i) … (ii) … (iii) who is employed mainly in a managerial or administrative capacity; or (iv) who, being employed in a supervisory capacity, draws wages exceeding Rs. 10,000/pm or exercises, either by the nature of the duties attached to the office or by reason of the powers vested in him, functions mainly of a managerial nature.	Sec 2 (zr) "Worker" means any person (except an apprentice as defined under clause (aa) of section 2 of the Apprentices Act, 1961) employed in any industry to do any manual, unskilled, skilled, technical, operational, clerical or supervisory work for hire or reward, whether the terms of employment be express or implied, and includes … and for the purposes of any proceeding under this Code in relation to an industrial dispute, includes any such person who has been dismissed, discharged or retrenched or otherwise terminated in connection with, or as a consequence of, that dispute, or whose dismissal, discharge or retrenchment has led to that dispute, but does not include any such person— (i) … (ii) … (iii) who is employed mainly in a managerial or administrative capacity; or who is employed in a supervisory capacity drawing wage of exceeding Rs. 18,000 per month or an amount as may be notified by the Central Government from time to time: Provided that for the purposes of Chapter III (Trade Unions), Worker … means all persons employed in trade or industry	Any person drawing wages exceeding Rs.18,000 per month in the supervisory capacity are not workers
Fixed Term Employment	As per certified standing orders of GPL, we have included the term “Fixed Term Employee” in view of that we are already engaging Retainers / Consultants for fixed term. The relevant provision is reproduced below: IV (G) Fixed Term Employee: Fixed term employee is a person taken for employment for fixed term of duration, depending upon requirement of the Company. Such employee has no right for regularization of services and not entitled for retrenchment compensation as such	Sec 2 (o): "fixed term employment" means the engagement of a worker on the basis of a written contract of employment for a fixed period: Provided that— his hours of work, wages, allowances and other benefits shall not be less than that of a permanent worker doing the same work or work of similar nature; he shall be eligible for all statutory benefits available to a permanent worker proportionately according to the period of service rendered by him even if his period of employment does not extend to the qualifying period of employment required in the statute; and he shall be eligible for gratuity if he renders service under the contract for a period of one year;	‘fixed term employment’, which may allow employers the flexibility to hire workers for a fixed duration on need basis and which is not permanent nature. A clause has been added that termination of the service of Fixed term employee before completion of tenure would not amount to retrenchment
Recognition of Negotiating Union	No such provision	Sec 14 (2): Wherever there is only one Trade Union of workers registered under the provisions of this Chapter is functioning in an industrial establishment, then, the employer of such industrial establishment shall, subject to such criteria as may be prescribed, recognize such Trade Union as sole negotiating union of the workers.	In case of a single trade union in an industrial establishment, the employer shall recognise the said union as the sole negotiating union of the workers
Conciliation Of An Industrial Dispute		· The commencement of conciliation proceedings shall be deemed to hold commenced on the day of 1^st meeting. · Conciliation proceedings should not prolong for more than 2 years.	Dispute will be resolved in the prescribed time limit
Industrial Tribunal and Labour Court	Exist in current laws	· Labour Court concept omitted · Industrial tribunal will deal all industrial disputes · Industrial tribunal will headed by two members out of one is an administrative member and the other is Judiciary member	Structural change
Prohibition of Strike and Lockout	22. Prohibition of strikes and lock-outs.—(1) No person employed in a public utility service shall go on strike in breach of contract— (a) without giving to the employer notice of strike, as hereinafter provided, within six weeks before striking; or (b) within fourteen days of giving such notice; or (c) before the expiry of the date of strike specified in any such notice as aforesaid; or (d) during the pendency of any conciliation proceedings before a conciliation officer and seven days after the conclusion of such proceedings.	Section 62 (1): No person employed in an industrial establishment shall go on strike, in breach of contract— (a) without giving to the employer notice of strike, as hereinafter provided, within sixty days before striking; or (b) within fourteen days of giving such notice; or (c) before the expiry of the date of strike specified in any such notice; or (d) during the pendency of any conciliation proceedings before a conciliation officer and seven days after the conclusion of such proceedings; or (e) during the pendency of proceedings before a Tribunal or a National Industrial Tribunal and sixty days, after the conclusion of such proceedings; or (f) during the pendency of arbitration proceedings before an arbitrator and sixty days after the conclusion of such proceedings, where a notification has been issued under sub-section (5) of section 42; or · during any period in which a settlement or award is in operation, in respect of any of the matters covered by the settlement or award.	Prohibits strikes and lock-outs in all industrial establishments without giving notice of 14 days.
Concerted Casual Leave amounts to Strike	Did not exist	The concerted casual leave on a given day by fifty per cent or more workers employed in an industry amounts to strike	New rule
Grievance redressal Committee	The employer in relation to every industrial establishment in which 50 or more workmen are employed or have been employed shall provide for, a Grievance Settlement Authority for settlement of industrial disputes connected with an individual workman employed in the establishment.	Sec 4 (1): Every industrial establishment employing 20 or more workers shall have one or more Grievance Redressal Committees for resolution of disputes arising out of individual grievances.	Lower threshold
Works Committee	Any industrial establishment where 100 or more workmen employed or have been employed on any day in the preceding twelve months, the appropriate Government may by general or special order require the employer to constitute in the prescribed manner a Works Committee consisting of representatives of employers and workmen engaged in the establishment	Sec 3 (1): In the case of any industrial establishment in which one 100 or more workers are employed or have been employed on any day in the preceding twelve months, the appropriate Government may by issuing general or special order, can advise the employer to constitute a Works Committee,
Retrenchment, Lay-off and Closure	Permission required for industrial establishments where 100 or more workers are employed	Permission required for industrial establishments where 300 or more workers are employed	Relaxed norms
Composition of offences	Not there in old laws	Employer can apply to the inspector for compound of offences charged on him.	New rule