Amalgamation Matrix

Standardises the definition of wages and mandates full and final payouts within 2 working days of resignation, termination, or retrenchment.

Replaces the legacy "scheduled employments" approach with a universal floor wage framework applicable across all worker sectors.

Maintains the 8.33% minimum and 20% maximum statutory bonus but ties computations to the newly narrowed wage base under the Code.

Extends gender-based pay discrimination protections across all hiring frameworks and active payroll scales.

Expands injury compensation calculation mechanisms and extends coverage definitions across hazardous operating environments.

Provides enforcement base to expand medical and emergency coverage into unorganised industrial sectors.

Aligns statutory monthly contributions with the new 50% allowance cap on basic salary, increasing net employer fund outlays for organisations with wide allowance spreads.

Formalises vacancy reporting obligations through digital career centre portals, replacing manual employment exchange notifications.

Maintains the standard 26-week floor while integrating compliance procedures for commissioning mothers and digital verification protocols.

Preserves the 5-year floor for permanent employees but drops the bar to 1-year pro-rata eligibility for fixed-term contract staff.

Integrates cine-worker welfare contributions into the unified Social Security Fund framework for unorganised sector workers.

Cess collection and welfare fund management is brought under the unified Code framework with standardised self-assessment and return filing procedures.

Expands coverage to gig and platform workers. Aggregators must contribute 1–2% of annual turnover (capped at 5% of worker payments) to the Social Security Fund.

Raises the threshold for prior government approval for layoffs, closures, or retrenchment from 100 workers to 300 workers.

Applies formal standing order requirements exclusively to establishments with 300 or more workers, reducing compliance overhead for smaller entities.

Standardises a 51% muster-roll majority requirement to recognise a sole negotiating union inside an industrial establishment.

Caps leave carry-over at 30 days with mandatory year-end encashment of unavailed balance. Reduces earned-leave eligibility threshold from 240 to 180 days worked in a calendar year.

Integrates plantation worker welfare, housing, and medical facility obligations into the unified OSH framework with standardised inspection procedures.

Mine-specific health examination, accident reporting, and safety standards are brought under the OSH Code with a unified Inspector-cum-Facilitator enforcement model.

Service conditions for working journalists and newspaper employees are subsumed into the general OSH framework, removing sector-specific regulation.

Wage fixation for working journalists is now governed by the Code on Wages floor wage and minimum wage provisions instead of a separate rate-fixing mechanism.

Welfare obligations for motor transport workers (rest rooms, canteens, hours of work) are consolidated into the OSH Code with unified applicability thresholds.

Working conditions, welfare, and safety for beedi and cigar workers are brought under the OSH Code's unified registration and inspection system.

Raises the contract labour licensing threshold from 20 to 50 workers, deregulating smaller contractors and establishments below that line.

Service conditions for sales promotion employees are subsumed into the OSH Code, removing the separate regulatory regime for this category.

Broadens definitions to include digital portal self-registration, placing direct accountability on employers for processing migrant worker benefits.

Employment regulation for cine-workers and cinema theatre workers is consolidated under the OSH Code framework with unified registration and welfare obligations.

Dock worker safety and health standards are integrated into the unified OSH Code inspection and enforcement framework.

BOCW employment regulation is integrated with OSH Code safety standards. Establishments with 50+ construction workers must register and comply with unified welfare and safety norms.