Indian Labour Laws: Complete Bare Acts PDF Download with Latest Amendments
Your one-stop legal resource for downloading all major Indian Labour Law Bare Acts, understanding the new Labour Codes 2020, and staying updated with 2026 amendments. Curated for law students, legal professionals, and employees.
Indian labour law represents one of the most comprehensive and complex legal frameworks in the world. With over 44 central labour laws and hundreds of state-level regulations, navigating this domain requires access to authentic, up-to-date legal texts. Whether you are a law student preparing for AIBE 2026, a practising advocate handling industrial disputes, or a private employee seeking to understand your rights under Indian labour laws, this guide provides everything you need.
In 2020, the Government of India enacted four landmark Labour Codes to consolidate and modernize the existing framework. While these Codes are yet to be fully implemented nationwide, understanding both the old Bare Acts and the new Codes is essential. This article provides verified PDF download links sourced from official government portals, detailed amendment tables, and internal links to related resources on LawZone.in.
Download Labour Law Bare Acts PDF (Official Sources)
All links verified and sourced from India Code (Official Government Portal). Click any button to download the complete Bare Act PDF.
1. The Four New Labour Codes of 2020: A Paradigm Shift
The Government of India's labour law reform initiative culminated in the enactment of four comprehensive Codes in 2019-2020. These Codes consolidate 29 existing central labour laws into four coherent statutes, aiming to simplify compliance while expanding worker protections.
1.1 Code on Wages, 2019
The Code on Wages, 2019 is the first of the four Codes to be enacted and it consolidates four previous laws: the Payment of Wages Act, 1936; the Minimum Wages Act, 1948; the Payment of Bonus Act, 1965; and the Equal Remuneration Act, 1976. The Code introduces a uniform definition of "wages" which must constitute at least 50% of the total remuneration. This is a game-changer as it directly impacts PF contributions, gratuity calculations, and bonus computations.
Key Update (2026): The 50% Wage Rule is now the single most impactful change affecting nearly every employee in India. Basic Pay + Dearness Allowance must now constitute at least 50% of total CTC. All other allowances (HRA, travel, special allowance) together cannot exceed 50%. If they do, the excess is automatically treated as wages for calculating statutory benefits.
Major Amendments & Changes Under Code on Wages
| Aspect | Old Law | New Code (2020) |
|---|---|---|
| Definition of Wages | Different definitions across 4 Acts | Uniform definition; minimum 50% of CTC |
| Minimum Wage Coverage | Scheduled employments only | All employments across all sectors |
| Floor Wage | No provision | Central Government can fix national floor wage |
| Overtime Rate | Twice the normal rate (varied by Act) | Twice the normal rate of wages uniformly |
| Time Limit for Payment | 7th/10th of month | Before expiry of wage period + 2 working days |
| Bonus Eligibility | Earning up to Rs. 10,000/month | Earning up to Rs. 21,000/month |
1.2 Industrial Relations Code, 2020
The Industrial Relations Code, 2020 consolidates three major statutes: the Trade Unions Act, 1926; the Industrial Employment (Standing Orders) Act, 1946; and the Industrial Disputes Act, 1947. This Code is critical for understanding how to file cases against companies for illegal termination and unfair labour practices.
Key Changes Under IR Code, 2020
| Provision | Old Threshold | New Threshold (IR Code) |
|---|---|---|
| Standing Orders Mandatory | 100+ workers | 300+ workers |
| Govt. Permission for Retrenchment | 100+ workers | 300+ workers |
| Works Committee | 100+ workers | 100+ workers (unchanged) |
| Trade Union Recognition | No statutory recognition | 51% membership = Sole Negotiating Union |
| Fixed-Term Employment | Not statutorily recognized | Formal recognition with pro-rata gratuity after 1 year |
| Reskilling Fund | No provision | 15 days' wages per retrenched worker |
1.3 Occupational Safety, Health and Working Conditions Code, 2020
The OSH Code, 2020 replaces 13 existing central labour laws including the Factories Act, 1948; the Mines Act, 1952; the Contract Labour Act, 1970; and the Inter-State Migrant Workmen Act, 1979. It mandates appointment letters in prescribed form for all employees and introduces the concept of a 4-day work week (up to 12 hours/day within 48 hours/week).
Important: Under the OSH Code, employers must provide annual medical examinations for prescribed classes of workers. Principal employers are now responsible for providing welfare facilities to contract labour. The Code also restricts deploying contract labour in "core activities" of an establishment unless specific exemptions apply.
1.4 Code on Social Security, 2020
The Social Security Code, 2020 is perhaps the most progressive of the four Codes. It consolidates nine central laws including the EPF Act, 1952; the ESI Act, 1948; the Payment of Gratuity Act, 1972; the Maternity Benefit Act, 1961; and the Unorganised Workers' Social Security Act, 2008. Most significantly, it formally recognizes gig workers and platform workers for the first time in Indian labour law history.
Social Security Code: Coverage Expansion
| Worker Category | Old Law Coverage | New Code Coverage |
|---|---|---|
| Organised Sector Employees | EPF, ESI, Gratuity, Maternity | All existing benefits + portability |
| Fixed-Term Employees | 5 years for gratuity | Pro-rata gratuity after 1 year |
| Gig Workers | No coverage | Social security schemes via aggregator contributions |
| Platform Workers | No coverage | Social security schemes via aggregator contributions |
| Unorganised Workers | Limited state schemes | Aadhaar-linked registration + welfare boards |
| Inter-State Migrant Workers | Separate Act (1979) | Integrated into OSH Code + portability |
2. Major Indian Labour Law Bare Acts: Complete Guide
2.1 Industrial Disputes Act, 1947
The Industrial Disputes Act, 1947 is the cornerstone of Indian industrial relations law. It provides the machinery for investigation and settlement of industrial disputes, regulates strikes and lockouts, and lays down rules for lay-off, retrenchment, and closure. If you are an employee facing wrongful termination, understanding this Act is crucial before you file a case in Labour Court.
Key Sections & Amendments
| Section | Provision | Latest Amendment |
|---|---|---|
| Section 2(k) | Definition of Industrial Dispute | Interpreted broadly by SC to include individual disputes |
| Section 2(s) | Definition of "Workman" | Excludes managerial/supervisory earning > Rs. 10,000 (now updated under Codes) |
| Section 25F | Conditions for Retrenchment | 1 month notice + 15 days' wages/year compensation |
| Section 25G | Last Come First Go Rule | Retrenchment by seniority within category |
| Section 25N | Prior Permission for Retrenchment | Threshold raised from 100 to 300 workers (IR Code) |
| Section 25O | Closure Permission | 60 days' notice + compensation requirements |
2.2 Factories Act, 1948
The Factories Act, 1948 regulates health, safety, welfare, and working conditions in factories. It mandates maximum working hours (9 hours/day, 48 hours/week), overtime at double wages, weekly holidays, and safety standards. Every private employee should know that working beyond these limits without overtime pay is illegal. Read our detailed guide on rights of private employees under Indian labour laws for more.
Factories Act: Key Compliance Requirements
| Requirement | Threshold | Penalty for Non-Compliance |
|---|---|---|
| Working Hours (Adults) | Max 9 hours/day, 48 hours/week | Fine + imprisonment up to 1 year |
| Overtime Wages | Double the ordinary rate | Recovery + penalty |
| Weekly Holiday | 1 full day per week mandatory | Fine up to Rs. 500 |
| Rest Interval | 30 minutes after 5 hours | Fine + imprisonment |
| Canteen Facility | 250+ workers | Fine + improvement notice |
| Creche Facility | 30+ women workers | Fine + directions |
| Safety Officer | 1,000+ workers (hazardous) | Prosecution under Section 92 |
2.3 Minimum Wages Act, 1948
The Minimum Wages Act, 1948 ensures that workers in scheduled employments receive wages at least equal to the minimum rates fixed by the appropriate government. The Act covers both skilled and unskilled workers across various industries. State governments revise minimum wages periodically based on the Consumer Price Index.
State-wise Variation: Minimum wages vary significantly across states. For example, Delhi mandates Rs. 612/day for unskilled workers, while Maharashtra ranges from Rs. 400-500/day depending on the zone. Always check your state's official labour department website for the latest rates.
2.4 Payment of Wages Act, 1936
The Payment of Wages Act, 1936 regulates the payment of wages to certain classes of employed persons. It ensures timely payment without unauthorized deductions. Under this Act, wages must be paid before the 7th day of the month (for establishments with less than 1,000 workers) and before the 10th day (for larger establishments).
Permissible & Impermissible Deductions
| Permissible Deductions | Impermissible Deductions |
|---|---|
| Fines (with prior approval) | Fines for absence without leave |
| Absence from duty | Deductions for goods purchased |
| Damage or loss (with inquiry) | Interest on advances |
| House accommodation | Travelling expenses |
| Provident Fund contributions | Medical expenses |
| Income Tax | Any deduction not specified in Act |
2.5 Payment of Bonus Act, 1965
The Payment of Bonus Act, 1965 provides for the payment of bonus to persons employed in certain establishments. It applies to factories and establishments with 20 or more employees. Every employee earning up to Rs. 21,000 per month is entitled to a minimum bonus of 8.33% of salary or Rs. 100, whichever is higher, regardless of whether the employer made profits.
2.6 Payment of Gratuity Act, 1972
The Payment of Gratuity Act, 1972 provides for a gratuity payment to employees who have completed at least five years of continuous service. The maximum gratuity amount was enhanced to Rs. 20 lakh in 2018. Under the new Social Security Code, fixed-term employees become eligible for pro-rata gratuity after just one year of service.
Gratuity Calculation Formula
2.7 Maternity Benefit Act, 1961 (Amended 2017)
The Maternity Benefit Act, 1961 was significantly amended in 2017 to extend maternity leave from 12 weeks to 26 weeks for women with less than two surviving children. It also introduced 12 weeks of maternity leave for commissioning mothers and adoptive mothers, along with mandatory crèche facilities for establishments with 50 or more employees.
Critical Protection: No employer can dismiss a woman during her maternity leave or give her notice of termination during this period. Doing so is punishable with imprisonment up to 3 years. For a comprehensive understanding of your workplace rights, read our article on 25 Legal Rights Every Indian Must Know.
2.8 Equal Remuneration Act, 1976
The Equal Remuneration Act, 1976 mandates equal pay for men and women performing the same or similar work. It also prohibits gender-based discrimination in recruitment and promotions. This Act is reinforced by Article 14, 15, and 16 of the Constitution of India.
2.9 Contract Labour (Regulation & Abolition) Act, 1970
The Contract Labour Act, 1970 regulates the employment of contract labour in certain establishments and provides for its abolition in certain circumstances. Principal employers must ensure that contractors comply with wage payments, PF contributions, and safety standards. Under the new OSH Code, principal employers are directly responsible for providing welfare facilities to contract labour.
3. State-Level Labour Law Developments (2025-2026)
Several states have introduced significant reforms in the past year, reflecting the evolving nature of India's labour market. These changes impact working hours, women's safety, and compliance thresholds.
| State | Reform | Key Change |
|---|---|---|
| Delhi | Shops & Establishment Exemptions | Exempted from Sections 14, 15, 16 for commercial establishments (except liquor shops) |
| Telangana | Working Hours Relaxation | Up to 10 hours/day within 48-hour week; overtime capped at 144 hours/quarter |
| Punjab | Shops Act Amendment 2025 | Applicability threshold raised to 20 workers; deemed approval within 24 hours |
| Madhya Pradesh | Women's Night Work | Lifted prohibition on women's night work with consent, security, and transport |
| Karnataka | Menstrual Leave Policy | 1 paid day per month (12 days annually); no medical proof required |
| Tamil Nadu | POSH Act SOP | Standard Operating Procedure for ICC, inquiry timelines, and annual reporting |
4. Gig Economy & Platform Workers: The New Frontier
In June 2026, the Supreme Court delivered a landmark judgment in Indian Federation of App-Based Transport Workers v. Union of India, holding that gig workers are "workers" under the Constitution entitled to social security, minimum wages, and collective bargaining rights. The Court applied the "economic reality test" over contractual labels, rejecting the argument that platform companies are merely technology intermediaries.
Supreme Court's Key Directions for Gig Workers
- Social Security is Non-Negotiable: All gig workers are entitled to PF, ESI, accident insurance, and maternity benefits.
- Minimum Wages Guaranteed: Platform companies cannot pay below minimum wage by calling payments "incentives" or "bonuses."
- Right to Collective Bargaining: Gig workers can form unions and bargain collectively without fear of termination.
- Algorithmic Transparency: Algorithms assigning work and determining pay must be transparent and non-discriminatory.
India currently has approximately 7.7 million gig workers, projected to reach 23.5 million by 2030. The Social Security Code, 2020 mandates aggregator contributions toward a Social Security Fund for these workers.
5. Anti-Discrimination & Workplace Protection Laws
Indian labour law provides robust protections against discrimination based on gender, disability, caste, religion, and transgender identity. These protections are drawn from constitutional mandates as well as specific statutes.
Protected Classes Under Labour Laws
| Protected Category | Governing Law | Key Protection |
|---|---|---|
| Women | Equal Remuneration Act, 1976; POSH Act, 2013; Maternity Benefit Act, 1961 | Equal pay, 26 weeks maternity leave, protection from sexual harassment |
| Persons with Disabilities | Rights of Persons with Disabilities Act, 2016 | 5% reservation in government; equal opportunity policies in private sector |
| Transgender Persons | Transgender Persons (Protection of Rights) Act, 2019 | Prohibition on employment discrimination; self-perceived gender identity |
| HIV/AIDS Persons | HIV & AIDS Act, 2017 | Prohibition on discrimination in employment |
| Fixed-Term Employees | Social Security Code, 2020; IR Code, 2020 | Parity with permanent workers; pro-rata gratuity after 1 year |
6. Employer Compliance & Penalties
Non-compliance with labour laws attracts significant penalties under both the old Acts and the new Codes. Employers should be aware that penalties have been substantially enhanced under the 2020 Codes.
Penalty Comparison: Old Laws vs. New Codes
| Offence | Old Penalty | New Code Penalty |
|---|---|---|
| Illegal Strike (Worker) | Up to 1 month imprisonment + Rs. 50 fine | Up to 1 month imprisonment + Rs. 10,000 fine |
| Illegal Lockout (Employer) | Up to 1 month + Rs. 1,000 fine | Up to 1 month + Rs. 50,000 fine |
| Unfair Labour Practice | Up to 6 months + Rs. 1,000 fine | Up to 3 months + Rs. 2,00,000 fine |
| Non-Payment of Wages | Fine + compensation | Fine up to Rs. 50,000 + imprisonment up to 3 months |
| Violation of Standing Orders | Rs. 5,000 fine | Rs. 1,00,000 fine + imprisonment up to 3 months |
7. How to Enforce Your Labour Rights
If your employer violates any labour law, you have multiple forums to seek redress. Time is of the essence in labour disputes, so act promptly.
Step-by-Step Remedy Guide
- Document Everything: Keep appointment letters, salary slips, attendance records, emails, and WhatsApp messages.
- Internal Grievance: Raise the issue with HR or management in writing.
- Labour Commissioner: File a complaint with the Assistant Labour Commissioner for conciliation.
- Labour Court / Industrial Tribunal: If conciliation fails, file a petition within 3 years for retrenchment disputes.
- High Court: For violation of fundamental rights, file a writ petition under Article 226.
- Criminal Complaint: For non-payment of wages, physical assault, or sexual harassment, file an FIR.
For a detailed walkthrough, read our comprehensive guide on How to File a Case Against a Company in India.
8. Related Legal Resources on LawZone
Explore these related articles to deepen your understanding of Indian labour and employment law:
- Rights of Private Employees Under Indian Labour Laws — A complete guide covering wages, working hours, leave, PF, ESI, gratuity, and termination rights.
- How to File a Case Against a Company in India — Step-by-step guide for Labour Court, Consumer Forum, and civil remedies.
- 25 Legal Rights Every Indian Must Know — Covers labour rights, consumer rights, constitutional protections, and more.
- AIBE 22 Online Form 2026 — Labour & Industrial Law is a medium-weightage subject (4 questions) in AIBE. Prepare smartly.
- Indian Contract Act, 1872 — Bare Act PDF — Employment contracts are governed by contract law principles.
- Companies Act, 2013 — Bare Act PDF — Director duties, shareholder rights, and corporate compliance.
- Supreme Court Monthly Digest: June 2026 — Includes the landmark gig workers' rights judgment.
9. Conclusion
The Indian labour law framework is undergoing its most consequential transformation in decades. The four Labour Codes of 2020 promise to simplify compliance, expand coverage to gig and platform workers, and strengthen social security for all. However, until the Codes are fully notified and implemented, both employers and employees must continue to navigate the existing Bare Acts.
This guide provides you with verified PDF download links to all major labour law Bare Acts, comprehensive amendment tables, and practical guidance on enforcing your rights. Remember: the law protects only those who know their rights and assert them. Whether you are a law student, a legal professional, or an employee, staying informed is your first line of defence.
Disclaimer: This article is for educational and informational purposes only and does not constitute legal advice. For specific legal queries, consult a qualified advocate. All PDF links are sourced from official government portals (India Code) and are verified as of August 2026.
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