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ESIC has issued a fresh circular expanding employee coverage under the Code on Social Security. Understand how the revised wage definition and the 50% rule bring previously excluded employees under ESIC coverage and what employers must do next.
Karma Global offers comprehensive HR and statutory compliance services for MSMEs in India. From Labour Code implementation and payroll reconfiguration to PF, ESI, licensing, and litigation support, we help MSMEs build compliant, scalable, and risk-free operations.
Does the New Labour Code mandate salary payment by the 7th of every month for all employees? Understand Section 17 of the Code on Wages, earlier salary payment rules, the Ministry of Labour’s 21 November 2025 statement, and the specific impact on IT & ITeS workers.
The government has notified new labour laws on 21st November 2025 requiring all establishments in India to ensure basic salary gets stretched to at least 50% of the total cost-to-company (CTC), necessitating direction into envisaging how pay packets should be structured going forward from the effective date of 21st Nov 2025.
In the recent writ petitions filed by several employers and employees against the provisions related to international workers under Para 83 of EPF Scheme 1952 and Para 43-A of EPF Scheme 1995, the Single Bench of the Honourable High Court of Karnataka has struck down the provisions as ultra vires.
The Labour Department, Delhi has issued directions following the Supreme Court’s Order in Aureliano Fernandes versus State of Goa, mandating a survey of Organizations with 10 or more employees to ensure compliance with the Sexual Harassment of Women at Workplace Act, 2013.
The Central PF Commissioner , in exercise of powers conferred under Para 78 (3) of the Employees Provident Funds Scheme 1952 has given an Order to the PF Fund Organisation’s Officers to issue a directive to the establishments , to ensure prominent display of the extract of Form 5A at the entrance of the establishment or on their web site along with mobile application.
The Karnataka Government has proposed some changes in the Karnataka Shops and Commercial Establishments Rules, 1963, and by virtue of powers conferred by section 40 of the Karnataka Shops and Commercial Establishment Act, 1961 (Karnataka Act 8 of 1962) and as required by sub-section (4) of section 40 of the said Act, they have published information of all persons likely to be affected thereby and notice has been given for consideration of these amendments after the expiry of thirty days from the date of its publication in the official Gazette.
The Workmen Compensation Act 1923 aims to provide financial compensation to employees in case they meet with an unfortunate accident while performing their duties. All employees working full-time, part-time, temporarily or casually are liable to receive financial protection under this law. It comes into effect in case they get injured, or incapacitated and disfigured or die while performing their duties.
In pursuance of the instructions of Government of India with regard to the exercise of deregulation and compliance reduction exercise to the industry and as part of the priority areas identified, it was suggested that States may revisit the threshold limit, which is currently 0 in most States, for compliance under the Shops & Establishments Act, as this will encourage MSMEs by reducing the compliance burden on them.
