 We will talk about new labour codes. New labour codes are related to wages, industrial relations, occupational safety, health and working condition and on social security. Before we look at the peculiar features of these codes, we need to understand why these codes are so necessary and why this is an important reform. In 1991, India did the economic reform, but labour reform is still unfinished agenda and these codes seems to be promising in addressing the issues of labour reform. This is very important because otherwise there are 200 state laws and about 50 central laws to govern HRM at workplace. You can understand how complicated this task can be. There are so many provisions related to trade union, working condition, compensation, leave. There is overlap in the several central laws. There is also a overlap on the central laws and the state laws. Some state laws are very peculiar. They were formed at one stage when it was very important for the state to implement that law, but some state government sometime dig out some of these laws and they use those laws to arm test the commercial establishments. So that also happens. There are so many examples like this. So there is a need to have some stability and simplicity and if elegance, if it is possible in the labour laws in India to address this issue, these codes were suggested. So we will look at all these four codes in terms of their special features. So codes on wage, codes on wage says that at least 50% of the wage must be the gross remuneration. Till now what happens many organizations have even up to 60-75% of the wage given as incentives, as performance linked incentive. When the component of the core wage is less, they save on PF and they save on many other benefits which are calculated on the total gross remuneration, on the core wage, core element of the wage. So in the new code it is made mandatory to have at least 50% of the total gross remuneration as a core wage of the employee, fewer minimum wages. Till now minimum wages are set by different states according to the economic condition of the state. That brings lot of complexity because different states have different minimum wage. So floor wage is something which is set by the federal government and state cannot set the minimum wage below this floor wage. So that will ensure some kind of uniformity in the minimum wages across the states. Third is gender neutrality. For the same work, similar wage must be given a respect of the gender and that also includes transgender community. So this is also one code which is implemented to ensure the equality at workplace. The next set of codes are related to industrial relations. Some of the special features of industrial relations codes are hiring fixed term workers. In the current time the proportion of contextual worker in the organization happens to be very high. Even sometime for the core jobs of the organization, organizations hire workers on contract and they do not happen to be on the payroll of the organization but they happen to be on the roles of the contractor. So this new code suggests that organizations must have fixed term workers for their core job and employee benefit like the gradually payment has to be paid to those workers. Standing order is a term and condition of employment that is issued by the government that must be followed by the employer. The new code says that all companies that have more than 300 workers have to follow the standing orders. There are some exceptions also mentioned in the code but the application of the standing order is not going to be much more uniform in the Indian market. New code also suggests to have a grievance redressal committee and in the grievance redressal committee there has to be the representation of the workers as well and that has to be formed even in the companies with minimum 20 workers. So that ensures the fairness of the treatment of the employees. Threshold for terminating worker which till now was 100 that means if we have to wind up the business and as a result if we have to say goodbye to all the workers or all the employees and that can happen that is not an uncommon situation in a capitalist market or when there is a dynamic market is becoming so dynamic these things do occur till now even company has 100 employees they have to take the permission to close down the business and to terminate all the workers in the and they have to take the permission from the government but now that limit is extended to 300. So that is another flexibility or reform being brought in the new proposed codes. There are codes related to occupational safety health and working conditions. So night shift has been the issue of contention night shift for the women was prohibited in some of the laws in some of the state laws as it was permitted. So there was a situation of confusion the code is specify that companies can hire women worker at night between 9 between 7pm to 6am but they have to ensure the safety condition and security of the women and not only at workplace but getting them from their residence from their is where the state to the workplace that responsibility also has to be taken up by the employer. Changing contract labor regime that is like first time federal law now defines the core activity of the organizations and they need to appoint full time workers not the contract labor for the core activities of business. Leave encashment happens at the time of retirement in the current provisions but the new code suggest that leave encashment that is taking money against the leave not being utilized not exhausted that procedure is can be conducted that is permissible year after year in the organization. So this is another code being introduced by the ministry hopefully it will be notified and these codes will be notified soon there is also a code on social security. On the social security front the gig economy and platform worker these are very important of the employees segments of the labor about which there was no law because these are the result of the new technology. So whether Uber drivers or Zomato delivery boys these are not employees in the sense factory workers are employees to their employer but nonetheless they have to be taken care of at least to some extent and some security has to be provided economic security and other form of security has to be provided by the aggregator. So codes are formed about the security norms social security to be provided to the gig economy workers by the aggregator companies of course it is not similar to what is being suggested for the employees of the conventional employers but there has to be some security measures to be offered to the gig workers and those codes are specified in the in the those provisions are also included in the new code. So these two provident fund compliance this is a in a kind of addressing the inspector Raj wherein inspection authorities could come and check the whether employer has deposited the provident fund against for the employees may be many many years ago and if they find one problem in the record that case can go on again for many years that problem is resolved now in the new code it is instructed that authorities can check only the PF related compliance only for the last five years of the employers. So this is again a proposed reform included in the code you can see many of these codes are relevant for the small firms as well these are applicable for the small firms as well as large firms and these codes also specify the number of employees to be considered for any code to be applicable.