#Labour Code

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#Labour Code Reel by @hrcalcy - 🚨 New Labour Code Update - No Salary Cut! 💸 Still confused about the 50% Basic Salary rule? Let's make it super simple 👇 📌 New Rule: 🔹 Basic Sal
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HR
@hrcalcy
🚨 New Labour Code Update — No Salary Cut! 💸 Still confused about the 50% Basic Salary rule? Let’s make it super simple 👇 📌 New Rule: 🔹 Basic Salary = 50% of CTC 🔹 PF is calculated on Basic — but there’s a limit! 🧩 PF Deduction Logic If Basic < ₹15,000 → PF = 12% of Basic If Basic > ₹15,000 → PF = ₹1,800 MAX (PF Ceiling Rule) 👉 Unless you choose extra savings via #VPF 🧮 Example CTC = ₹50,000 Basic = ₹25,000 (50%) PF is NOT ₹3,000 ❌ PF is only ₹1,800 ✔ 💡 Key Takeaway Your take-home salary remains SAFE! No one is reducing your pay. Don’t fall for rumors! 😄 💬 Drop “YES” if you want me to create a PF calculator for you! ➡️ Save this for later 🔁 Share with friends ❤️ Like if this helped! #NewLabourCode #SalaryBreakup #TakeHomeSalary #PF #ProvidentFund #PFScheme #PFRules #CTC #HRIndia #PayrollIndia #EmployeeAwareness #FinanceEducation #SalaryKnowledge #HRUpdates #KnowYourRights #IndianEmployees #HRTips
#Labour Code Reel by @anmolgarg101 - Send this reel to your friends for whom it may be helpful. [new labour reforms, labour laws, new labour reforms in india, four labour codes, contact
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@anmolgarg101
Send this reel to your friends for whom it may be helpful. [new labour reforms, labour laws, new labour reforms in india, four labour codes, contact workers, gig economy, labour union]
#Labour Code Reel by @firstpost (verified account) - #VantageOnFirstpost | India's New Labour Code: The fourth rule concerns fixed working hours. India has enacted four new labour codes that mainstream
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@firstpost
#VantageOnFirstpost | India’s New Labour Code: The fourth rule concerns fixed working hours. India has enacted four new labour codes that mainstream 29 central laws on the issue. The new codes set a universal minimum wage and offer social security to gig workers. @palkisharmaupadhyay brings you the top 8 highlights of the labour codes.
#Labour Code Reel by @anchor.sheenam.sharma - नए लेबर कोड के लागू होते ही अब कंपनियों को सिर्फ दो वर्किंग डे के अंदर आपका फुल एंड फाइनल भुगतान करना होगा… . . . #newlabourcodes #benefitsforemployee
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@anchor.sheenam.sharma
नए लेबर कोड के लागू होते ही अब कंपनियों को सिर्फ दो वर्किंग डे के अंदर आपका फुल एंड फाइनल भुगतान करना होगा… . . . #newlabourcodes #benefitsforemployees #labourcourt #fullandfinalsettlement #goodnews
#Labour Code Reel by @poojapatelcfp (verified account) - New Labor Laws ! The government has officially replaced 29 old labour laws with 4 new Labour Codes - and these rules will completely change your wor
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@poojapatelcfp
New Labor Laws ! The government has officially replaced 29 old labour laws with 4 new Labour Codes — and these rules will completely change your working life. Your company cannot ignore these anymore 1️⃣ 48-HOUR WEEKLY WORK LIMIT No company can force you to work more than 48 hours/week. If they make you work extra: ➡️ Every single extra hour = DOUBLE SALARY There is no negotiation or workaround anymore. This protects you from unfair overtime exploitation. 2️⃣ GRATUITY AFTER JUST 1 YEAR Earlier: You had to complete 5 years in a company to receive gratuity. Now: ➡️ Even contract employees and fixed-term workers get gratuity after 1 year. This means your short-term job also gives you long-term benefits. 3️⃣ BASIC SALARY MUST BE 50% OF CTC If your basic salary is currently very low and allowances are high — that will change. Now companies must ensure: ➡️ Basic Salary ≥ 50% of CTC Why this matters for YOU: - Higher PF - Higher gratuity - Bigger retirement corpus - More financial stability Companies can’t reduce your long-term benefits anymore. 4️⃣ EQUAL PAY FOR WOMEN The gender pay gap is officially illegal now. ➡️ Women must receive the same salary as men for the same work. ➡️ Discrimination in pay, working hours or benefits is punishable. Also: Contract workers must get the same benefits as permanent employees — including health insurance, working hours, overtime, and annual medical checkups. 5️⃣ MINIMUM WAGE FOR EVERY INDUSTRY Earlier, minimum wages applied only to select sectors. Now: ➡️ Every industry must follow minimum wage rules. Your salary cannot be random or unfair. 6️⃣ SALARY MUST BE CREDITED BY 7TH OF EVERY MONTH Delays are not allowed anymore. If your company pays late — they will face penalties. ⚠️ These rules protect your rights, your time, and your financial future. #poojapatel #profittiger #finance #goodnews #employee #salaried #salariedperson #company #government #laborlaw #overtime #salary #pf #gratuity #retirementcorpus #women #equalpay #doublesalary
#Labour Code Reel by @anmolgarg101 - What's your opinion on lower in-hand salary because of new law? Comments mai batao! [new labour laws in india, in-hand salary to be lower, basic pay,
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@anmolgarg101
What’s your opinion on lower in-hand salary because of new law? Comments mai batao! [new labour laws in india, in-hand salary to be lower, basic pay, PF reduction, higher PF, Provident Fund, salary structure, labour court, labour union in India]
#Labour Code Reel by @theindianinsight.bharat - 𝗜𝗻𝗱𝗶𝗮'𝘀 𝗡𝗲𝘄 𝗟𝗮𝗯𝗼𝘂𝗿 𝗖𝗼𝗱𝗲𝘀 𝗝𝘂𝘀𝘁 𝗚𝗼𝘁 𝗔𝗰𝘁𝗶𝘃𝗮𝘁𝗲𝗱 - 𝗮𝗻𝗱 𝗘𝘃𝗲𝗿𝘆 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 & 𝗖𝗼𝗺𝗽𝗮𝗻𝘆 𝗡𝗲𝗲𝗱𝘀 𝗧𝗼
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@theindianinsight.bharat
𝗜𝗻𝗱𝗶𝗮’𝘀 𝗡𝗲𝘄 𝗟𝗮𝗯𝗼𝘂𝗿 𝗖𝗼𝗱𝗲𝘀 𝗝𝘂𝘀𝘁 𝗚𝗼𝘁 𝗔𝗰𝘁𝗶𝘃𝗮𝘁𝗲𝗱 — 𝗮𝗻𝗱 𝗘𝘃𝗲𝗿𝘆 𝗘𝗺𝗽𝗹𝗼𝘆𝗲𝗲 & 𝗖𝗼𝗺𝗽𝗮𝗻𝘆 𝗡𝗲𝗲𝗱𝘀 𝗧𝗼 𝗔𝘁𝘁𝗲𝗻𝗱 𝗧𝗼 𝗧𝗵𝗶𝘀 🇮🇳⚡ From 21 November 2025, India has officially replaced 29 old labour laws with 4 unified Labour Codes — the biggest workplace reform in decades. This isn’t just a policy update. It’s a complete reset of how salaries, leaves, work hours, and employee rights will work across the country. Here’s a simple breakdown of the most important changes: • Basic Pay must be at least 50 percent of CTC • Gratuity is now available after just 1 year for fixed-term employees • Earned Leave can be availed after 180 days of service • 4-day work week is allowed (weekly total must stay at 48 hours) • Overtime will now be paid at 2x the standard wage • Full & Final settlement must be completed within 2 working days • Monthly salary must be credited before the 7th every month Why this matters: For employees — it means more transparency, faster settlements, and stronger financial security. For companies — it means cleaner compliance, clearer structures, and a workforce that knows its rights. India’s labour landscape has officially entered a new era. Which change do you think will impact Indian workplaces the most? Follow Pranav for clear, simple breakdowns of India’s biggest reforms and economic shifts. #LabourCodes #IndiaWorkforce #HRUpdates #EmploymentLaws #WorkplaceReform #India2025 #BusinessCompliance #Salaries #HRCommunity
#Labour Code Reel by @thehimanichaudhary (verified account) - 🚨Bad News for COMPANIES From 21st November, The companies need to compensate you in case you get Fired. So currently after getting fired, you get a
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@thehimanichaudhary
🚨Bad News for COMPANIES From 21st November, The companies need to compensate you in case you get Fired. So currently after getting fired, you get a Retrenchment Bonus With the new laws, company will also have to give you a NEW Bonus on top of other bonuses. Watch the video till the end and calculate your bonus today! Share this news with everyone ✨ Comment 'Hi' to get full report with formulas and official circular 🔗 (jobs, salary, bonus, new labour laws)
#Labour Code Reel by @manikandan_re_17 (verified account) - Take Home Salary will be reduced| New Labour Law | #jobs #career #interview
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@manikandan_re_17
Take Home Salary will be reduced| New Labour Law | #jobs #career #interview
#Labour Code Reel by @tech_hiring_placement - 📢 New Labour Law Update (IT Sector - India) The new Labour Codes effective from 21 Nov 2025 bring major changes for IT employees across India: ✅ Sa
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@tech_hiring_placement
📢 New Labour Law Update (IT Sector – India) The new Labour Codes effective from 21 Nov 2025 bring major changes for IT employees across India: ✅ Salary must be credited by the 7th of every month ✅ Basic salary = 50% of CTC, increasing PF & gratuity benefits ✅ Overtime = 2x pay, only with employee consent ✅ Up to 12-hour workday, but 48-hour weekly limit ✅ Contract & fixed-term workers get PF, ESIC, pro-rata gratuity ✅ Appointment letter mandatory for all employees ✅ Women can work night shifts with safety measures ✅ Annual health check-up (especially above 40) #it #labour #law #new #viral #trendingreels
#Labour Code Reel by @ca.sakchijain (verified account) - The new Labour Law is about to change your salary structure, PF contributions, work hours and even your weekly offs… and most people still don't know
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@ca.sakchijain
The new Labour Law is about to change your salary structure, PF contributions, work hours and even your weekly offs… and most people still don’t know what these changes actually mean. If you’re working in India today, this update affects you directly. Follow for more clear money updates. Till then bye🫶🏻 [CA Sakchi Jain, Personal finance, Finance for Gen Z, Finance, Labour law India, Wage code explained, Salary structure changes, Work hour rules India,] #labourlaw #salaryupdate #pfcontribution #workrulesindia #pib #casakchijain
#Labour Code Reel by @casarthakahuja (verified account) - Your employer may now have to pay you more salary because of the changes in the new Labour Codes... 👉🏻 So far, a lot of employers would break your
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@casarthakahuja
Your employer may now have to pay you more salary because of the changes in the new Labour Codes... 👉🏻 So far, a lot of employers would break your CTC in such a manner that your Basic Salary + DA used for calculation of statutory payments like Gratuity and Leave Encashment would be kept to lowest possible - say, 25-30% of your total CTC... And the remaining amount would be paid as Allowances, thus they would reduce their total payout as retirement benefits would only be calculated on the Basic + DA. Now, the new uniform wages definition says that Basic + DA + Retaining Allowance for calculation of statutory payments like Gratuity should be 50% of your CTC. This means your overall payout in the form of accrual of retirement benefits could increase. 👉🏻 The new Social Security Code reduces your time spent with a company to be eligible for Gratuity to just 1 year of continuous service for “fixed term” employees (and certain contract / export sector workers), provided they complete at least 240 days in that year. For regular permanent employees, the general 5 year timelines remains. 👉🏻 Now there are discussions among companies to break up employees’ salaries into fixed + variable... As because of ambiguity under the law, they aim to keep variable performance linked pay away from the definition which would include them for calculation of statutory payments. This is a point of contention, which let’s hope there comes more concrete views on as we go along. If this happens though, companies may increase your variable portion, which may get paid out after every quarter or six months or year, which means your fixed monthly payout could go down... And a number of employees may have to think if their EMIs and fixed expenses can be met routinely in the reduced monthly fixed pay. A lot more to see as we go along. Wish everyone the best. #casarthakahuja

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