Ministry of Labour & Employment Notifies Final Central Rules under Labour Codes & Model Standing Orders, 2026

In a significant step towards implementation of India’s labour law reforms, the Ministry of Labour & Employment (“MoL&E”) in furtherance to the successful notification of Four Labour Codes on 21^st November, 2026, has now notified the final rules under the following labour codes on 8^th May 2026 and 9^th May 2026:

• Code on Wages (Central) Rules, 2026
• Industrial Relations (Central) Rules, 2026
• Social Security (Central) Rules, 2026
• Occupational Safety, Health and Working Conditions (Central) Rules, 2026
• Model Standing Orders, 2026

The Code on Wages (Central) Rules, 2026, Industrial Relations (Central) Rules, 2026, Social Security (Central) Rules, 2026 and the Model Standing Orders, 2026 were notified in the Official Gazette on 8^th May 2026, whereas the Occupational Safety, Health and Working Conditions (Central) Rules, 2026 were notified on 9^th May 2026.

All the aforesaid rules have come into force from their respective dates of publication.

Key Highlights

• The newly notified rules formally repeal and consolidate multiple existing labour legislations and subordinate rules into a unified compliance framework under the Labour Codes. The notifications specifically supersede various legacy rules relating to wages, industrial disputes, standing orders, social security, contract labour, inter-state migrant workers, mines, welfare, gratuity, ESI, EPF and occupational safety.
• The Rules across all four Codes place significant emphasis on digitisation and electronic governance. Employers are required to undertake registrations, filings, notices and maintenance of records through designated electronic portals and digital systems.
• Specifically, the OSH Central Rules, 2026 introduce a common registration mechanism for establishments through the Shram Suvidha Portal or other notified portal. Registration certificates are required to be issued electronically within 7 (seven) days, failing which registration shall be deemed to have been granted automatically.
• The Rules also mandate:
  • appointment letters for all employees;
  • annual medical examinations for workers above 40 years in specified sectors; and
  • enhanced obligations concerning health, safety and welfare measures.

• The Code on Wages (Central) Rules, 2026 operationalise the framework relating to minimum wages, payment of wages, bonus and equal remuneration under a single code.
• The implementation is expected to significantly impact employer payroll structures, particularly due to the continued emphasis on the statutory definition of “wages”, which may affect:
  • provident fund contributions;
  • gratuity liability;
  • overtime calculations; and
  • overall compensation structuring.

• The Industrial Relations (Central) Rules, 2026 streamline industrial dispute resolution, conciliation processes, settlements and recognition mechanisms under a consolidated framework.
• Simultaneously, the Government has notified the Model Standing Orders, 2026 which is applicable to the industrial establishments in the mining, manufacturing and services sectors. The Model Standing Orders introduce:
  • classification of workers into permanent, temporary, apprentice, probationer, fixed-term and casual categories;
  • provisions relating to probation and fixed-term employment;
  • disciplinary procedures and misconduct provisions; and
  • standardised service conditions for industrial establishments.

• The Social Security (Central) Rules, 2026 consolidate provisions relating to EPF, ESI, gratuity, maternity benefits, employee compensation, building and construction workers welfare and unorganised workers.

Impact

Employers should immediately review and align:

• HR policies and employee handbooks;
• Standing orders and disciplinary frameworks;
• Salary and compensation structures;
• PF, ESI and gratuity exposure;
• Contractor and gig workforce compliance;
• Workplace health and safety practices; and
• Digital labour law compliance systems.

How MBG can help?

In light of the implementation of the Labour Codes and the newly notified rules, MBG can assist organisations in assessing regulatory impact, mitigating compliance risks and aligning their employment framework with the revised legal regime.

Our Services includes:

• Conducting a comprehensive Labour Code impact assessment based on the organisation’s sector, workforce structure, operating model and existing HR/IR practices;
• Reviewing compensation structures and payroll frameworks to align with the revised definition of “wages” and evaluate implications on PF, ESI, gratuity, overtime and other statutory liabilities;
• Reviewing and updating employment contracts (including for fixed term employees), appointment letters, HR manuals, standing orders and workplace policies in line with the newly notified rules and Model Standing Orders;
• Advising on compliance requirements relating to working hours, contractors engagement, social security coverage, occupational safety obligations, grievance redressal mechanisms and disciplinary procedures.

Source : Gazette Notifications dated 8 May 2026 issued by Ministry of Labour & Employment