The four new Labour Codes — the Code on Wages, the Industrial Relations Code, the Social Security Code, and the Occupational Safety, Health and Working Conditions Code — consolidate a tangle of older legislation. Most growing companies are not yet fully compliant.
The change is not cosmetic. Definitions of "wages" shift, which affects PF, gratuity and leave encashment. Thresholds move. Documentation expectations rise. For a company running payroll on a single spreadsheet and one person's memory, that is a lot of exposure building quietly in the background.
Start with a compliance position assessment: where are you against each code today, and what is the gap? Then implement the specific changes your headcount, state and industry require — payroll structure, policy updates and filings. This is exactly the kind of quiet risk an HR Audit surfaces before it becomes a notice.