While 1st July 2022 saw the announcement of the new Labour Laws, the amended set of laws are yet to see the exact set of rules and guidelines wrt implementation.
A blended set of modifications to create a new set of guidelines across aspects like pay, social security, labour relations, occupational safety, health, and working conditions.
The new set of laws bring 4 codes to action replacing the mammoth 29 laws dossier as far as labour laws in the country is concerned. This brings a new relationship in place between the employer and employees.
There is now a restriction to 12 and 48 hours as far as daily and weekly working hours are concerned. This opens up a possibility to have a 4-day work week, considering 12 working hours every working day in the week.
Irrespective of the sector, there is also a cap on how many hours can one not work beyond. This has been barred at 125 hours from a preexisting 50-hour law. This again propels the possibility of a 4-day work week and allows companies to hire workforce for weekends too.
There has been a lot of rationalisations around leaves. This includes all major dynamics like the number of leaves an employee can avail, using unused leaves and finally the eligibility criteria to perusing leaves.
In order to avail leaves, the minimum number of working hours for an employee to qualify to avail has been lowered to 180 days from 240 days. This has relaxed the initial binding on the new hires that they used to face.
The full and final settlement of employees’ rule change is currently witnessing an inevitable delay wrt implementation. The initial plan of implementing the new labour guidelines w.e.f 1st July 2022 is awaiting new guidelines without which its implementation is not possible. The new tule says, it should no take more than 48 hours after the resignation of the employee which was earlier no less than 60 days and in the real sense, companies used to take about 90 days to clear all dues. The new code stresses the 48-hour window for all aspects of employment end – whether termination, resignation, or retrenchment or even closure of the business itself. This of course does not cover gratuity and Provident Fund.
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