HR Compliance & Labour-Code Readiness
Compliance without disruption
Labour and employment compliance for multi-state, multi-entity businesses — turned from a source of exposure into an operational, audit-ready position.
Important — general information, not legal advice. India's Labour Codes came into force on 21 November 2025, and the Central Rules were notified on 8 May 2026. State rules continue to be notified, so the applicable position varies by state and establishment and remains subject to further notification. This page describes readiness and potential impact, not a legal conclusion for your business. Confirm the current position with qualified counsel before acting.
Last reviewed: 27 June 2026.
What we deliver
End-to-end compliance services
- Labour & employment compliance audits
- Multi-state compliance reviews
- Shops & Establishments compliance
- Factories Act applicability review
- Contract Labour compliance
- PF, ESI, gratuity, bonus & statutory-benefit reviews
- POSH governance
- Employment contracts & appointment letters
- NDAs & confidentiality documentation
- Separation & settlement documentation
- Statutory registers & returns
- Compliance calendars
- Payroll-compliance review
- Wage-structure assessment
- Policy & contract refresh
- Manager & HR-team enablement
- Audit-ready & board-ready documentation
- India Labour Codes readiness & implementation planning
Labour-Code readiness
Readiness, not panic
The four Labour Codes — the Code on Wages, the Industrial Relations Code, the Code on Social Security, and the Occupational Safety, Health and Working Conditions Code — reorganise how pay, benefits and workplace obligations are structured.
One change draws the most attention: where allowance-heavy pay structures push defined "wages" below half of total remuneration, the codes can change how PF, gratuity and related benefits are calculated. The potential impact varies by company and is subject to the applicable central and state rules as notified. We model your specific position rather than apply a generic number.
Our readiness approach
- Wage-structure and pay-component diagnostic
- Modelled impact under the rules as applicable
- Statutory recalibration planning (PF, gratuity, ESI, social security)
- Policy and contract refresh — leave, hours, OSH, IR
- Manager and HR enablement
- Board-ready, audit-ready documentation pack
Frequently asked
- Are the Labour Codes in force?
- The four Labour Codes came into force on 21 November 2025, and the Central Rules were notified on 8 May 2026. States are still notifying their own rules, so the applicable position varies by state and by establishment. This page is general information, not legal advice — confirm the current position for your states before acting. Last reviewed 27 June 2026.
- What does a compliance audit cover?
- A review of your obligations under the labour and employment laws that apply to you — which can include the Shops & Establishments Acts of the states you operate in, Factories Act applicability, contract labour, and statutory benefits such as PF, ESI, gratuity and bonus — with a prioritised remediation plan.
- Can you help without disrupting our payroll cycle?
- Yes. Our approach is designed to sequence any pay-structure or statutory changes around your payroll calendar, with documentation and team enablement so the change is operational rather than theoretical.
Nimble provides HR and compliance advisory services. Information on this website is general in nature, may change as rules are notified, and does not constitute legal advice or create an advisory relationship. Engage qualified professional advice for your specific circumstances.
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