Critical Analysis of New Labour Codes

  • Vineet Chaturvedi
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  • Vineet Chaturvedi

    Ph.D Scholar at Dept. Of Commerce & Business Management, Ranchi University, India

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All code are passed by Parliament and signed by the President and ready for implementation but still not effective as date of effectiveness not notified. They will replace 29 existing labour laws. A new definition of machinery, worker, etc, has been introduced. The Central Government can apply this Code to any establishment subjected to the size threshold as may be notified. The Code also makes provisions for the registration of unorganised workers, gig workers, and platform workers. Changes in the Employees Provident Fund (EPF) and Employees State Insurance Scheme (ESI) for gig and platform workers have come into effect. The Occupational Safety, Health, and Working Conditions Code will require all businesses to have bathrooms, showers, and locker rooms for both men and women as well as transgender people with proposed maximum of 12 hours working in a day. The right government is now defined completely for public sector undertaking. The Code on Wages, 2019 aims to regulate wage and bonus payments in all employments. The Code forbids discrimination on the basis of gender in matters relating to remuneration and recruitment of employees for the same or similar work. SSC lacks a regulatory framework and mechanism for universal social security. MWC 2020 has once again ignored and failed to define a methodology for determining an acceptable minimum wage for workers. It has also dismantled enforcement mechanisms and workers' rights to bring claims in court, as the Supreme Court has already directed.


Research Paper


International Journal of Law Management and Humanities, Volume 5, Issue 5, Page 1213 - 1227


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