With the New Labour Codes having come into effect from 21 November 2025, we continue to support organizations in managing the transition from the earlier labour law framework to the Code-based compliance regime.

As on 16 May 2026, while the Labour Codes are operational, several States are still in the process of finalizing and notifying corresponding Rules, forms, registers, return formats, and digital compliance mechanisms. Accordingly, in line with the “Repeal and Savings” provisions contained under all four Labour Codes, read together with the applicable provisions of the General Clauses Act, the existing Rules, forms, registers, notices, and procedural compliances framed under the repealed Central Labour Laws shall continue to remain applicable and deemed to have been framed under the respective Codes until revised Rules are officially notified by the appropriate Government authorities.

Further, wherever any inconsistency arises between the provisions of the earlier Rules and the Labour Codes, the provisions of the respective Labour Codes shall prevail. Organizations are therefore advised to continue maintaining statutory records, registers, notices, and returns in accordance with the existing operational framework while simultaneously preparing for the revised Code-based compliance structure.

We are continuously monitoring notifications, State Rules, compliance formats, inspection mechanisms, and implementation developments issued by Central and State Governments. Any updates relating to new registers, return formats, wage definitions, social security implications, licensing requirements, inspection schemes, or digital compliance processes under the Labour Codes will be communicated and implemented accordingly.

Our team remains committed to assisting clients with impact assessments, compliance transition planning, register mapping, payroll structure evaluation, historical compliance alignment, labour code readiness assessments, and ongoing statutory compliance support during this implementation phase.