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⚖ Labour law · Applicability, registers and calendar

Labour law compliance for employers.

Labour law compliance is rarely a single failure. It is an appointment letter missing terms the state requires, a register nobody knew applied, an overtime calculation wrong since the business opened, and a POSH committee that exists on paper.

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Requirements vary by entity type, location, industry, workforce size, contractor use, and applicable law. Every engagement begins with a compliance applicability assessment.

The problem

Each gap is small. Together they are what an inspection finds.

No single item on the list below would sink a business. The reason labour compliance goes wrong is that the items are owned by nobody in particular, come due at different times, and differ in every state you operate in — so they drift, quietly, until something forces a look.

Scope

What is included

On numbers. This page deliberately does not publish thresholds, rates, register numbers or due dates. They vary by state and change by notification, and a stale figure on a compliance page is worse than no figure. Your assessment carries the current numbers for your states, with the official source cited.

Field notes / FAQ

Questions employers actually ask

We operate in four states. Do we maintain four sets of records? +
Substantially yes. Shops and establishments registration, professional tax, labour welfare fund and the associated registers are state subjects, and the registers, rates, formats and due dates differ. What can be unified is the calendar and the ownership: one tracker, one owner per obligation per state, one repository. That is the deliverable — not a single national filing, which does not exist.
Which statutory registers are we actually required to maintain? +
It depends on which enactments apply to you and in which state, and the answer has been consolidated in some states and not others. Rather than publishing a generic list, the applicability assessment produces your register set, in your states, with the format each must follow and who maintains it.
Do the labour codes change what we are doing now? +
The most consequential change for most employers is the definition of wages, because it flows into PF, gratuity and other computations and can materially change the cost of an existing salary structure. The readiness review models that against your current structure. Implementation status and effective dates are set by government notification, so we work from what is notified at the review date and say so.
Is POSH compliance part of this? +
Coordination of it, yes — constitution of the Internal Committee, the policy, the display and awareness requirement, and the annual return. The conduct of an inquiry itself is a matter for the committee, with external member participation as required by law, and is not something we perform.
How current is your compliance content? +
Every compliance page carries a reviewer name and a last-reviewed date, and cites the official source it relies on. Time-sensitive content goes through editorial review before any change is published. If you are reading a page whose review date is old relative to a change you know of, tell us — we treat that as a defect.
Related

Where this connects

Labour law audit Returns & renewals desk Contractor compliance

One calendar, one owner per line, every state you operate in.

The assessment establishes what applies. The calendar makes sure it keeps getting done after the assessment is over.

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Reviewed by: Shobhit Kesarwani, independent EPFO and employer-compliance practitioner · Last reviewed: September 2026
Sources: EPFO, ESIC, MCA, Shram Suvidha, and the relevant state labour department. Thresholds, rates and due dates change by notification — confirm against the official source at the date you act.