Losing a loved one is emotionally overwhelming. Beyond the personal loss, families also have to deal with important legal formalities—property transfer, bank account settlement, pension claims, and various official changes.

One essential requirement during this time is the Varisu Certificate, also commonly known as the Waris Certificate or Legal Heir Certificate. This single document is crucial for proving a person’s legal heirs and enabling smooth transfer of assets and benefits.

What Is a Varisu Certificate?

A Varisu Certificate is an official government document issued by the State Revenue Department, usually by the Tahsildar, Taluk Office, or Deputy Commissioner’s Office.

It officially confirms:

1. The legal heirs of a deceased person

2. The relationship of each heir with the deceased

The certificate is used primarily for administrative and financial purposes, such as property mutation, bank settlement, pension claims, insurance transfers, and more.

Is Varisu Certificate the same as Legal Heir Certificate?

Yes. In most states, these terms are interchangeable:

Difference Between Varisu Certificate, Waris Certificate & Legal Heir Certificate

Many people get confused by the different names. Here is the simplified explanation:

• Varisu Certificate = Tamil term for “Legal Heir Certificate”

• Waris Certificate = Hindi/Urdu term for “Heir Certificate”

• Legal Heir Certificate = Formal English term used in government processes

All three serve the same purpose: identifying legal heirs.

Why You Need a Varisu Certificate (Major Uses)

After a person’s death, almost every government or financial institution requires an official confirmation of legal heirs before transferring assets.

A Varisu Certificate is used for:

A. Property-related purposes

1. Mutation of land or house records

2. Transfer of Patta/Khata/RTC

3. Updating municipal property records

4. Claiming tenancy or leasehold rights

B. Bank and financial settlements

1. Withdrawal of bank balance

2. Transfer of fixed deposits

3. Release of locker contents

4. Claiming bonds or debentures

C. Employment and retirement benefits

1. Pension transfer to surviving spouse

2. GPF, EPF, PPF withdrawals

3. Gratuity claims

4. Salary arrears of a deceased employee

D. Insurance claims

1. Life insurance settlement

2. Accident claim settlement

3. Government scheme benefits

E. Utility and administrative updates

1. Transfer of electricity, water, and gas connections

2. Updating property tax records

3. Transfer of vehicle ownership (if required)

F. For legal and government services

1. Applying for compassionate appointment

2. Claiming government compensation

3. Verifying relationship in inheritance cases

Without a Varisu Certificate, most authorities will not process any claim, even if the relationship is obvious.

Who Can Apply for a Varisu Certificate?

Any legal heir of the deceased person can apply.

Recognized legal heirs include:

1. Spouse – Husband or wife

2. Children – Sons and daughters (including adopted children)

3. Parents – Mother and father

4. Siblings – In some states if parents are deceased

5. Grandchildren – If children of deceased are no longer alive

Important Rule:

One legal heir can apply on behalf of all, but all heirs must be mentioned in the application.

Hiding an heir can lead to:

1. Application rejection

2. Legal disputes later

3. Fraud allegations

Required Documents for Varisu Certificate

Preparing documents in advance helps avoid delays.

A. Mandatory Documents

1. Death Certificate of the deceased

2. Applicant’s ID proof – Aadhaar, PAN, Passport, Voter ID

3. Address proof – Aadhaar, Ration Card, Utility Bill

4. Proof of relationship

   1. Birth Certificate (children)

   2. Marriage Certificate (spouse)

   3. Family Ration Card

   4. School/college certificates showing parent’s name

B. Supporting Documents

5. Affidavit or self-declaration listing all heirs

6. No Objection Certificate (NOC) from other heirs (optional but helpful)

7. Photographs – Passport photos of applicant

8. Family Tree Certificate (required in some states)

9. Old property or revenue records (if applying for property purposes)

C. Identity proofs of all legal heirs (in some states)

Tip: Always carry original documents for verification during inquiry.

Step-by-Step Offline Application Process (Traditional Method)

Despite digital initiatives, many families still prefer the offline process because local officers provide assistance.

Step 1: Visit the Local Revenue Office

Go to the office having jurisdiction over the deceased person’s last residence:

1. Taluk Office

2. Tahsildar Office

3. Revenue Inspector Office

4. Village Administrative Office

Step 2: Collect the Varisu Certificate Application Form

Some states allow handwritten applications; others require a prescribed form.

Provide details such as:

1. Name of the deceased

2. Date of death

3. Address

4. Names of legal heirs

5. Relationship to the deceased

Step 3: Attach Required Documents

Attach photocopies of documents and keep originals ready.

Step 4: Submit the Application

Submit your form to the revenue staff. You will receive an acknowledgment slip or application number.

Step 5: Verification & Local Inquiry

This is the most important stage.

The Revenue Officer may:

1. Verify documents

2. Ask Village Administrative Officer/VRO to conduct a field inquiry

3. Interview neighbours to confirm family details

4. Verify ration card or family documents

5. Publish notice inviting objections (in some states)

Step 6: Issuance of Varisu Certificate

Once verification is complete, the certificate is issued.

Time required:

1. Usually 15 – 30 days

2. Additional time if inquiry is complex

You can collect the certificate in person or through the local revenue office.

Step-by-Step Online Application Process (2025 Update)

Most states now offer online Varisu Certificate services.

Common state portals include:

1. Tamil Nadu: e-Sevai

2. Karnataka: Seva Sindhu

3. Maharashtra: MahaOnline

4. Uttar Pradesh: e-District UP

5. Delhi: e-District Delhi

6. Bihar: RTPS Bihar

7. Odisha: e-District Odisha

8. West Bengal: Banglarbhumi / e-District WB

Step 1: Register on the State Service Portal

Create an account using:

1. Mobile number

2. Aadhaar authentication

3. Email ID (in some states)

Step 2: Select “Varisu Certificate / Legal Heir Certificate”

Provide details such as:

1. Name of deceased

2. Date of death

3. List of legal heirs

4. Address and contact information

Step 3: Upload Documents

Upload scanned copies of:

1. Death certificate

2. ID proofs

3. Relationship proof

4. Address proof

5. Family declaration

Tip: Make sure documents are readable to avoid rejection.

Step 4: Pay Application Fee

Most states charge a minimal fee:
₹10 to ₹100 depending on the state.

Payment options: UPI, Net Banking, Cards.

Step 5: Track Application Status

Use your application number to check updates such as:

1. Verification in progress

2. Documents pending

3. Certificate approved

Step 6: Download the Certificate

After approval, download your digitally signed certificate.
This is valid for all official transactions.

Processing Time, Validity & Fees

A. Processing Time

B. Validity of Varisu Certificate

A Varisu Certificate does not expire unless:

1. A new heir is discovered

2. A legal dispute arises

3. A court order supersedes it

C. Fees

Government fees are nominal:

1. ₹10 to ₹60 in most states

2. Additional charges if applying through a service center

Difference Between Varisu Certificate and Succession Certificate

Many people confuse the two, but they serve distinct legal purposes.

Important Note:

If there is a family dispute, banks or courts will require a Succession Certificate, not a Varisu Certificate.

Common Reasons for Delay or Rejection

Applications are often delayed due to avoidable mistakes.

A. Missing documents

1. Absence of death certificate

2. No relationship proof

3. Incomplete affidavit

B. Incorrect family details

1. Missing names of legal heirs

2. Wrong spelling or date mismatch across documents

C. Objections by other heirs

If any heir disputes the claim, the revenue officer may withhold issuance.

D. Address mismatch

The deceased’s address must match municipal records.

E. Poor quality document scans (for online applications)

State-Wise Availability of Online Varisu Certificate (2025 Update)

Here is the latest overview (2025):

Helpful Tips to Speed Up Approval

1. Prepare documents in advance

2. Ensure all legal heirs are listed correctly

3. Submit a family tree document if available

4. Use Aadhaar-based verification if the portal allows

5. Follow up with VAO/Tahsildar during verification

6. Provide NOC from other heirs to avoid objections

If applying online:

1. Use clear scanned documents

2. Check status regularly

3. Respond quickly to “document correction” requests

Final Thoughts

Obtaining a Varisu Certificate is an important step in settling the affairs of a deceased family member. Although the process might seem bureaucratic, it is straightforward when approached with the right preparation.

By understanding:

1. What the certificate means

2. Why it is important

3. Which documents you need

4. The exact step-by-step application process

—you can complete the procedure smoothly and with full confidence.

Whether applying online or offline, ensure accuracy, transparency, and proper documentation. This will help avoid delays, rejections, and unnecessary stress during an already sensitive time.

Introduction

India is now among the world’s fastest-growing digital economies. From UPI payments and e-commerce to Aadhaar-linked services and digital health records, citizens generate enormous volumes of personal data every day. With this rapid digitisation comes an equally important responsibility—protecting the personal data of every individual.

To address growing privacy concerns and align India with global data-protection standards, the Government of India enacted the Digital Personal Data Protection (DPDP) Act, 2023. Later, on 14 November 2025, the Government notified the DPDP Rules 2025, completing the law’s operational framework.

Together, the DPDP Act 2023 + DPDP Rules 2025 establish a modern, citizen-first, consent-based data protection system, ensuring personal data is handled lawfully, responsibly, and transparently.

Understanding the DPDP Act 2023

Enacted in August 2023, the Digital Personal Data Protection (DPDP) Act 2023 is India’s primary law governing the protection of digital personal data.

It applies to:

• All Indian citizens (called Data Principals)

• All organisations, companies, startups, and government bodies that collect or process personal data (Data Fiduciaries)

• Personal data processed within India

• Personal data processed outside India if it involves offering goods or services to Indians

The DPDP Act is built on the SARAL principle:

• S – Simple

• A – Accessible

• R – Rational

• A – Actionable

• L – Legally compliant

This ensures the law is easy for both citizens and organisations to understand and follow.

1.1 Objectives of the DPDP Act 2023

The DPDP Act 2023 has five major objectives:

1. Safeguard Individual Privacy

• Protect personal data from misuse

• Prevent unauthorised access, data mining, and surveillance

• Strengthen constitutionally guaranteed privacy under Article 21

2. Ensure Responsible Digital Data Processing

• Data can be processed only for lawful, specific, and clear purposes

• Organisations must delete data once the purpose is fulfilled

3. Create a Consent-Centric Framework

• Consent must be informed, specific, unambiguous, and revocable

• Parents must give consent for children under 18

• Guardians must give consent for persons with disabilities

4. Support Digital Innovation with Privacy

• Reduces compliance burden for startups

• Stricter obligations on major platforms like social media, digital commerce, etc.

5. Enable Secure Cross-Border Data Transfer

• Personal data can be transferred to government-approved nations

• Ensures global business continuity with safeguards

Key Features of the DPDP Act 2023

Here are the major features of the Act explained simply:

1. Consent-Based Data Processing

• Organisations must collect clear, informed consent before processing data

• Consent withdrawal must be simple and available at all times

2. Individual Rights (Data Principal Rights)

Citizens get legal rights to:

• Access their data

• Correct or update data

• Request data deletion

• Know who has their data and why

• Nominate someone to exercise rights on their behalf

3. Children's Data Protection

• Parental consent required

• No behavioral monitoring or targeted advertising for children

• Harmful data processing is strictly prohibited

4. Significant Data Fiduciaries (SDFs)

Large digital platforms handling high-risk or large-volume data must:

• Appoint a Data Protection Officer (DPO)

• Conduct regular data audits

• Carry out Data Protection Impact Assessments (DPIA)

5. Government Exemptions

Under specific situations (national security, public order, emergencies), the government may process personal data without consent—but with safeguards.

6. Cross-Border Data Transfers

Allowed only to countries approved by the central government.

7. Penalties

Stringent, graded penalties apply for violations—ranging from ₹10 crore to ₹250 crore.

Concepts & Definitions Under the DPDP Act

Understanding simple key terms helps decode the law easily:

Personal Data

Any data that identifies a person—name, mobile, email, Aadhaar, location, preferences, biometrics.

Data Principal

The individual whose data is collected.

Data Fiduciary

Any organisation that decides why and how personal data is processed.

Data Processor

An entity that processes personal data on behalf of a Data Fiduciary.

Processing

Any activity performed on data—collection, storage, organisation, sharing, deletion, etc.

Provisions of the DPDP Act 2023 (Explained in Detail)

Below is the complete breakdown of the Act's main provisions.

1. Consent and Lawful Processing

Valid consent must be:

• Freely given

• Clear and unambiguous

• Specific to a purpose

• Revocable anytime

• Accompanied by a notice

Consent Exception:

Data may be processed without consent for:

• Government functions (benefit schemes, subsidies)

• Medical emergencies

• Court orders

• Public interest

2. Data Principal Rights (Your Digital Rights)

1. Right to Access Information

You can ask:

• What data an organisation has

• Why they collected it

• Who they shared it with

2. Right to Correction and Updating

Incorrect or outdated data must be corrected within 90 days.

3. Right to Erasure

You can request deletion of data if:

• Purpose is completed

• Consent is withdrawn

• Data is no longer needed

4. Right to Grievance Redressal

Every organisation must have a grievance officer or DPO.

5. Right to Nominate

A nominee can exercise rights after your death or incapacity.

3. Data Fiduciary Obligations (Organisations Must)

• Collect only necessary data (data minimisation)

• Ensure accuracy

• Maintain security safeguards to prevent breaches

• Notify breaches to the DPBI and affected users

• Delete data when purpose is over

• Ensure transparency in data practices

4. Data Retention

• Data may be retained for up to 3 years from the last interaction

• Before deletion, the user must receive a 48-hour prior notice

5. The Data Protection Board of India (DPBI)

Structure

• Appointed by the Central Government

• Members serve 2-year terms

• Digital-first functioning

Functions

• Investigate breaches

• Handle complaints

• Impose penalties

• Ensure compliance

• Collaborate with organisations during breach events

• Route appeals to TDSAT

DPDP Rules 2025: Implementation Mechanism

The DPDP Rules 2025, notified on 14 November 2025, operationalise the Act.

These Rules provide:

• Compliance timelines

• Formats for notices and consent

• Data breach reporting procedure

• Data Principal request handling standards

• Obligations of Significant Data Fiduciaries

• Security practices

• Parental consent verification mechanisms

These Rules serve as the “operating manual” for the law.

How DPDP Rules 2025 Empower Individuals

1. Clear Consent Rights

Citizens can:

• Approve or deny consent

• Withdraw anytime

• Access consent history

2. Right to Know

Organisations must provide:

• Simple notices

• Clear purpose descriptions

• Contact details of the DPO/grievance officer

3. Mandatory 90-Day Resolution

All rights requests (access, correction, deletion) must be fulfilled within 90 days.

4. Breach Notification

Users must be informed promptly in clear language.

5. Child & Disability Data Protection

• Parental consent required

• Harmful processing prohibited

• Guardian consent required for persons unable to decide independently

Penalties Under the DPDP Act 2023

Penalties follow a graded model:

1. Up to ₹250 Crore

• Failure to implement reasonable data-security safeguards

2. Up to ₹200 Crore

• Breach of obligations related to children’s data

• Failure to report data breaches

3. Up to ₹50 Crore

• All other forms of non-compliance

Penalties depend on:

• Severity

• Nature of data

• Impact on users

• Repetition of violations

Cross-Border Data Transfers Under DPDP

• Permitted only to government-notified countries

• Ensures adequate protection standards

• Supports global digital commerce

Challenges & Criticisms of the DPDP Act 2023

Even though the law is a strong step forward, experts highlight certain concerns:

1. Wide Government Exemptions

Government agencies may bypass consent and processing limitations.

2. Limited Regulatory Independence

DPBI is not fully independent; its appointment is government-controlled.

3. Broad Definitions

Some terms (e.g., “reasonable security safeguards,” “harm”) are vague.

4. Cross-Border Flexibility

Few restrictions may expose data to foreign surveillance.

5. Compliance Challenges for Startups

Small organisations worry about cost and complexity.

The Way Forward for India’s Data Protection Ecosystem

1. Strengthen DPBI Independence

India may consider a UK-style ICO independent commission.

2. Increase Citizen Awareness

A mass “Digital Data Suraksha” literacy campaign can help.

3. Simplify Startup Compliance

Government toolkits and models can support MSMEs.

4. Stronger Security Standards

Mandating ISO-like certifications for high-risk processors.

5. Encourage Privacy-by-Design

Businesses must embed privacy from the start—minimised data, encrypted by default, transparent UI.

Impact of the DPDP Act on Everyday Citizens

1. More Control Over Your Digital Data

Citizens can now:

• Know what data apps collect

• Stop unwanted data sharing

• Delete their data anytime

2. Safety from Data Misuse

• No more hidden data transfers

• No unauthorised tracking

• Better safeguards against leaks

3. Transparent Privacy Notices

Privacy policies must be simple, not confusing legal jargon.

4. Improved Digital Trust

Citizens can use digital services with greater confidence.

Impact of the DPDP Act on Businesses

Businesses must:

1. Update privacy policies

2. Implement consent dashboards

3. Appoint Data Protection Officers (for SDFs)

4. Conduct audits and risk assessments

5. Build breach-reporting systems

6. Set up 90-day user request mechanisms

This promotes:

1. Better security

2. Higher trust

3. Lower legal risk

4. Improved brand reputation

Comparison with Global Data Protection Laws

India’s DPDP Act is now one of the strongest privacy laws in Asia.

Conclusion

The DPDP Act 2023 and DPDP Rules 2025 mark a historic shift in India’s digital governance. For the first time, citizens receive clear, enforceable rights over their personal data. Organisations receive a transparent, structured, and predictable system for data compliance.

As India moves deeper into the digital era—AI, fintech, telemedicine, digital learning—this law ensures that privacy remains at the centre of digital growth.

The DPDP framework is not just a law—it is a commitment:

1. To protect citizens

2. To build a trusted digital economy

3. To promote innovation responsibly

4. To align India with global privacy standards

With proper implementation, citizen awareness, and business compliance, the DPDP ecosystem will strengthen India’s digital future.

Introduction: India Enters a New Era of Labour Reform

On 21 November 2025, the Government of India officially brought into force four major Labour Codes that consolidate and simplify 29 central labour laws into a unified framework. These include:

1. Code on Wages, 2019

2. Industrial Relations Code, 2020

3. Code on Social Security, 2020

4. Occupational Safety, Health and Working Conditions (OSHWC) Code, 2020

This historic move modernises India’s labour ecosystem, ensures greater worker protection, simplifies compliance for employers, and aligns the country’s labour standards with global best practices.

The reforms aim to build:

1. A protected and productive workforce

2. Transparent and standardised employment conditions

3. Social security coverage for all

4. A more competitive and simplified business environment

These labour codes represent one of the most significant structural reforms since Independence.

Why Labour Law Reforms Were Needed in India

India’s earlier labour laws were scattered, outdated, and difficult to implement. Most of these regulations were created between 1930s–1950s, during and immediately after the colonial era. Over the years, work environments and industries changed drastically, but labour laws did not.

Challenges Under the Old System

Earlier labour laws had:

1. 29 different legislations with overlapping definitions

2. Complex registration and return filing requirements

3. Limited coverage of social security schemes

4. Weak enforcement mechanisms

5. Ambiguities over wages, working hours, and job roles

6. Restrictions affecting women workers’ participation

7. Difficulty in hiring fixed-term workers

8. Unclear rules for gig workers, platform workers and remote workforce

As India’s economy transformed—especially with growth in IT/ITES, gig platforms, e-commerce, MSMEs, manufacturing, and digital media—these laws became increasingly incompatible with modern needs.

The new labour codes bring clarity, uniformity, and accessibility, benefiting both employees and employers.

Overview of the Four Labour Codes

India’s fragmented labour laws are now merged into four simplified codes:

1. Code on Wages, 2019

This code consolidates four laws:

1. Minimum Wages Act, 1948

2. Payment of Wages Act, 1936

3. Payment of Bonus Act, 1965

4. Equal Remuneration Act, 1976

Key Objectives

1. Standardising wages across all sectors

2. Ensuring minimum and timely wages

3. Promoting gender-neutral pay

4. Reducing disputes related to wage calculations

2. Industrial Relations Code, 2020

This code merges:

1. Industrial Disputes Act, 1947

2. Trade Unions Act, 1926

3. Industrial Employment (Standing Orders) Act, 1946

Key Objectives

1. Promoting harmonious employer-worker relations

2. Ensuring faster resolution of disputes

3. Managing layoffs, retrenchments, and closure rules

4. Strengthening collective bargaining

3. Code on Social Security, 2020

This code integrates nine major social security laws, including:

1. EPF Act

2. ESI Act

3. Maternity Benefit Act

4. Employees’ Compensation Act

5. Unorganised Workers’ Social Security Act

Key Objectives

1. Universal social security coverage

2. Defined benefits for gig, platform, unorganised workers

3. Simplified registrations and returns

4. Portability of benefits

4. Occupational Safety, Health and Working Conditions (OSHWC) Code, 2020

This code merges 13+ regulations, including:

1. Factories Act

2. Mines Act

3. Dock Workers Act

4. Contract Labour Act

5. Working Journalists Act

Key Objectives

1. Ensuring health & safety in all establishments

2. Defining standard working hours

3. Continuous safety surveillance

4. Mandatory welfare facilities for workers

Key Changes: Before vs. After Labour Reforms

The Labour Codes bring clear, measurable change across industries.

1. Formalisation of Employment

Earlier:
Appointment letters were not mandatory in many sectors.

Now:
Employers MUST issue mandatory appointment letters to all workers.

Benefits:

1. Transparency about job roles and wages

2. Prevents exploitation

3. Helps with EPF/ESI eligibility

4. Establishes formal employment relationships

2. Universal Minimum Wages

Earlier:
Minimum wages applied only in "scheduled" industries.

Now:
Under the Code on Wages, all workers have a statutory right to minimum wages.

Additional Reform:

National Floor Wage—a base wage fixed by the Central Government that no state can fall below.

3. Timely Payment of Wages

Earlier:
No strict enforcement on the deadline for paying wages.

Now:
Employers MUST pay wages within the prescribed time, reducing financial stress for workers.

4. Social Security for All

Under the new system:

1. Gig workers

2. Platform workers

3. Unorganised sector workers

4. Contractual and fixed-term employees

5. Inter-state migrant workers

…all get access to:

1. EPF

2. ESI

3. Pension schemes

4. Maternity benefits

5. Insurance

6. Disability and death benefits

The social security net is now truly universal.

5. Healthcare for Workers

All workers above 40 years must receive free annual health check-ups.

This promotes early diagnosis and preventive healthcare.

6. Women Empowerment & Gender-Neutral Provisions

Key Changes:

1. Women can work night shifts (with consent + safety measures).

2. Women can work in mines, docks, and hazardous sectors.

3. Equal pay for equal work is mandatory.

4. Mandatory representation of women in internal committees.

5. Parents-in-law included under the “family” definition.

7. ESIC Coverage Expanded Nationwide

Earlier:
Only notified districts had ESIC coverage.

Now:
ESIC has pan-India coverage, including rural areas.

Even establishments with 1 employee in hazardous processes must register.

8. Simplified Compliance for Employers

Earlier, employers had to:

1. Obtain multiple registrations

2. File multiple returns

3. Maintain parallel records

Now, employers benefit from:

1. Single registration

2. Single licence (PAN-India)

3. Single return

This reduces administrative burden and increases ease of doing business.

How Labour Codes Impact Key Worker Categories

1. Fixed Term Employees (FTE) & Contract Workers

Benefits for FTEs

1. Same benefits as permanent employees

2. Leave, holidays, PF, ESI applicable

3. Gratuity eligibility reduced to 1 year (earlier 5 years)

4. Equal pay for equal work

Benefits for Contract Workers

1. Principal employer must ensure social security

2. Safety facilities must be ensured

3. Standard working hours & double overtime wages

2. Gig & Platform Workers

This is the first time Indian laws legally recognise:

• Gig workers (freelancers, flexible workers)

• Platform workers (Uber, Zomato, Urban Company, Swiggy, Ola, etc.)

New Benefits:

• Aggregators must contribute 1%–2% of annual turnover

• Contributions capped at 5% of worker payments

• Aadhaar-linked universal social security number

• Portability of benefits across states

3. Women Workers

The Labour Codes significantly improve women's workplace protections.

Key Improvements:

• Equal pay for equal work

• Legal prohibition of gender discrimination

• Consent-based night shifts

• Safety, transportation & surveillance for night work

• Women permitted in all jobs including underground mines

• Mandatory women members in grievance committees

4. Young Workers (Including First-Time Workers)

• Mandatory appointment letters

• Guaranteed minimum wages

• Wage payment during leave

• Floor wage protection applicable to all sectors

5. MSME Workers

Since MSMEs employ over 90% of India’s workforce, reforms focus strongly here.

Benefits:

• ESI, PF & social security coverage

• Basic facilities like canteen, drinking water, washrooms

• Standard working hours

• Paid leave & double overtime

6. IT, ITES & Digital Media Workers

The IT workforce, journalists, media personnel and digital content creators benefit from:

• Structured appointment letters

• Clear designation & wage terms

• Double overtime wages for journalists

• Equal pay for equal work

• Salary must be paid by 7th of each month

• Women permitted in night shifts

7. Beedi, Cigar, Mine, Dock & Hazardous Industry Workers

These workers were traditionally vulnerable and lacked strong protections.

New Benefits:

• Minimum wage assured

• Working hours:

  • 8–12 hours/day

  • 48 hours/week

• Widened definition of workplace accidents

• Mandatory free annual health check-ups

• Women allowed in all roles with safety provisions

• Formal recognition for dock workers

• Safety committees for chemical-handling establishments

8. Plantation & Textile Workers

Plantation Sector

• Coverage under OSHWC & Social Security Codes

• Benefits extend to plantations with:

  • 10+ workers or

  • 5+ hectares land

• ESI facilities for family members

• Children's education support

Textile Sector

• Migrant workers to receive equal wages

• PDS portability enabled

• Claims for pending dues allowed up to 3 years

9. Export Sector Workers

Workers in export factories benefit significantly:

• PF and gratuity for fixed-term workers

• Annual leave eligibility after 180 days

• No illegal wage deductions

• Double overtime wages

• Mandatory safety provisions:

  • Transport

  • CCTV

  • Security arrangements

Additional Major Reforms Introduced by Labour Codes

1. National Floor Wage

This ensures a minimum wage baseline across India.

States cannot set wages below this threshold.

2. Gender-Neutral Laws

The codes ensure non-discrimination for:

• Women

• Transgender persons

• Other gender identities

This aligns with the Supreme Court’s NALSA judgment.

3. Faster Dispute Resolution

Industrial dispute settlement becomes faster with:

• Two-member Industrial Tribunals

• Direct access to tribunal after conciliation

4. Uniform Safety Standards

A National OSH Board creates:

• Sector-wise uniform safety guidelines

• Training modules

• Safety audits

5. Mandatory Safety Committees

Establishments with 500+ workers must have:

• Safety committees

• Equal representation of workers

• Meetings on hazards, incidents & risks

How the New Labour Codes Benefit Employers

While worker protection is central, employers also benefit significantly:

1. Simplified Compliance

• One licence

• One registration

• One return

• Unified definitions (e.g., “wages”)

• Reduced paperwork

2. Improved Productivity

Workers with:

• Regular wages

• Social security

• Safe working conditions

…tend to be more efficient and loyal.

3. Flexibility in Hiring

• Fixed-term employment

• Digital documentation

• Clear retrenchment norms

• Easier closure rules

This helps industries remain globally competitive.

4. Reduced Litigation

Clear definitions and uniformity mean fewer disputes.

Impact on Employees: What Changes for You

The labour codes improve everyday work life for employees.

You Get:

• Appointment letter

• Minimum wages

• Timely wages

• PF & ESI

• Social security coverage

• Annual health check-up

• Equal pay & non-discrimination

• Right to safe work conditions

• Benefits even if you are a gig or platform worker

Workers have more rights, protections, and legal clarity than ever before.

Impact on Employers: What You Must Do Now

Employers Must Ensure:

• Mandatory appointment letters

• Wage structure based on new definition of “wages”

• Adherence to national floor wage

• ESIC and EPF registrations where required

• Night shift arrangements for women

• Single licence registration

• Maintenance of workers’ health and safety records

• Grievance redressal mechanisms

• Compliance with dispute resolution timelines

Failure to comply may lead to:

• Penalties

• Inspections

• Litigation

• Criminal liability in some cases

Challenges in Implementing the Labour Codes

Like any major reform, implementation may see challenges:

1. States must notify their rules

2. Transition from old to new systems

3. Training HR and payroll teams

4. Cost impact for smaller businesses

5. Awareness among gig and unorganised workers

However, long-term benefits outweigh transitional challenges.

Future of Labour in India

The new labour codes are expected to:

1. Increase formal employment

2. Improve female workforce participation

3. Boost job creation

4. Strengthen worker rights

5. Encourage investments through reduced compliance burden

6. Offer social protection for next-generation workers

The reforms bring India closer to global labour standards, supporting the vision of Aatmanirbhar Bharat and a future-ready economy.

Conclusion

The implementation of India’s four Labour Codes marks a turning point in labour governance. By replacing 29 outdated laws with four simplified, coherent, and modern regulations, India is building a labour framework that is:

1. Worker-friendly

2. Business-friendly

3. Future-ready

4. Socially just

5. Globally aligned

These reforms unify wage rules, expand social security, ensure gender-neutral employment, simplify employer compliance, and upgrade workplace safety norms across industries.

As states continue to notify detailed rules, both employees and employers must understand their new rights, responsibilities, and benefits under this framework.

India now moves toward a more transparent, competitive, and equitable labour environment—one that protects its vast workforce while enabling industries to grow sustainably.