Indian labour law changed significantly when the four Labour Codes came into force on 21 November 2025, consolidating 29 earlier central labour laws. Employees and employers alike need to check which law applies to a dispute and whether it arose before or after the change.
We advise employees and employers on disputes about termination, wages, benefits and workplace conduct, and on employment documentation.
What this covers
- Wrongful termination and retrenchment
- Unpaid wages, bonus and gratuity
- Industrial disputes and conciliation
- Workplace sexual harassment complaints under the POSH Act
- Employment contracts, policies and separation agreements
How the process generally works
- Identify the applicable law
This depends on the type of establishment, the worker's category and when the dispute arose.
- Internal or statutory channel
Many disputes begin with conciliation or an internal committee before reaching a tribunal or court.
- Adjudication
Unresolved disputes may be decided by the appropriate authority, tribunal or court.
Relevant law
- Code on Wages, 2019
- Industrial Relations Code, 2020
- Code on Social Security, 2020
- Occupational Safety, Health and Working Conditions Code, 2020
- Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013
Common questions
Do the old labour laws still matter?
For disputes and proceedings relating to the period before 21 November 2025, the earlier laws and transitional provisions may still be relevant. The applicable law depends on the facts and dates involved.