{"id":3092,"date":"2026-03-20T12:56:23","date_gmt":"2026-03-20T07:26:23","guid":{"rendered":"https:\/\/www.sgcms.com\/regulatory-updates\/?p=3092"},"modified":"2026-03-23T13:04:47","modified_gmt":"2026-03-23T07:34:47","slug":"draft-labour-code-rules-delhi","status":"publish","type":"post","link":"https:\/\/www.sgcms.com\/regulatory-updates\/draft-labour-code-rules-delhi\/","title":{"rendered":"Draft Labour Code Rules &#8211; Delhi"},"content":{"rendered":"<style>\n  :root {<br \/>    --navy:       #1a2f4e;<br \/>    --blue:       #2563a8;<br \/>    --blue-light: #dbeafe;<br \/>    --blue-mid:   #93c5fd;<br \/>    --teal:       #0d7377;<br \/>    --teal-light: #ccfbf1;<br \/>    --amber:      #92400e;<br \/>    --amber-light:#fef3c7;<br \/>    --amber-mid:  #f59e0b;<br \/>    --red:        #991b1b;<br \/>    --red-light:  #fee2e2;<br \/>    --green:      #14532d;<br \/>    --green-light:#dcfce7;<br \/>    --gray-900:   #111827;<br \/>    --gray-700:   #374151;<br \/>    --gray-500:   #6b7280;<br \/>    --gray-200:   #e5e7eb;<br \/>    --gray-100:   #f3f4f6;<br \/>    --gray-50:    #f9fafb;<br \/>    --white:      #ffffff;<br \/>    --accent:     #f59e0b;<br \/>  }<\/p>\n<p>  *, *::before, *::after { box-sizing: border-box; margin: 0; padding: 0; }<\/p>\n<p>  html { scroll-behavior: smooth; }<\/p>\n<p>  body {<br \/>    font-family: 'Source Sans 3', Georgia, serif;<br \/>    font-size: 16px;<br \/>    line-height: 1.7;<br \/>    color: var(--gray-700);<br \/>    background: #f8f7f4;<br \/>    background-image:<br \/>      radial-gradient(ellipse at 20% 0%, rgba(37,99,168,0.06) 0%, transparent 50%),<br \/>      radial-gradient(ellipse at 80% 100%, rgba(13,115,119,0.06) 0%, transparent 50%);<br \/>  }<\/p>\n<p>  \/* \u2500\u2500 Sticky nav \u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500 *\/<br \/>  .sticky-nav {<br \/>    position: sticky;<br \/>    top: 0;<br \/>    z-index: 100;<br \/>    background: rgba(26,47,78,0.97);<br \/>    backdrop-filter: blur(8px);<br \/>    border-bottom: 2px solid var(--accent);<br \/>    padding: 0 2rem;<br \/>    display: flex;<br \/>    align-items: center;<br \/>    gap: 0;<br \/>    overflow-x: auto;<br \/>    scrollbar-width: none;<br \/>  }<br \/>  .sticky-nav::-webkit-scrollbar { display: none; }<br \/>  .sticky-nav a {<br \/>    display: inline-block;<br \/>    padding: 0.75rem 1.1rem;<br \/>    color: rgba(255,255,255,0.7);<br \/>    text-decoration: none;<br \/>    font-size: 0.78rem;<br \/>    font-weight: 600;<br \/>    letter-spacing: 0.05em;<br \/>    text-transform: uppercase;<br \/>    white-space: nowrap;<br \/>    border-bottom: 2px solid transparent;<br \/>    transition: color 0.2s, border-color 0.2s;<br \/>  }<br \/>  .sticky-nav a:hover {<br \/>    color: var(--accent);<br \/>    border-bottom-color: var(--accent);<br \/>  }<\/p>\n<p>  \/* \u2500\u2500 Page wrapper \u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500 *\/<br \/>  .page {<br \/>    max-width: 900px;<br \/>    margin: 0 auto;<br \/>    padding: 0 1.5rem 4rem;<br \/>  }<\/p>\n<p>  \/* \u2500\u2500 Hero \u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500 *\/<br \/>  .hero {<br \/>    background: var(--navy);<br \/>    background-image:<br \/>      linear-gradient(135deg, #1a2f4e 0%, #0d3b6e 60%, #0a4a5c 100%);<br \/>    color: white;<br \/>    padding: 4rem 3rem 3rem;<br \/>    margin: 0 -1.5rem 2.5rem;<br \/>    position: relative;<br \/>    overflow: hidden;<br \/>  }<br \/>  .hero::before {<br \/>    content: '';<br \/>    position: absolute;<br \/>    top: -60px; right: -60px;<br \/>    width: 300px; height: 300px;<br \/>    border: 1px solid rgba(245,158,11,0.2);<br \/>    border-radius: 50%;<br \/>  }<br \/>  .hero::after {<br \/>    content: '';<br \/>    position: absolute;<br \/>    bottom: -80px; left: -40px;<br \/>    width: 200px; height: 200px;<br \/>    border: 1px solid rgba(255,255,255,0.07);<br \/>    border-radius: 50%;<br \/>  }<br \/>  .hero-badge {<br \/>    display: inline-block;<br \/>    background: rgba(245,158,11,0.2);<br \/>    border: 1px solid rgba(245,158,11,0.5);<br \/>    color: var(--accent);<br \/>    font-size: 0.72rem;<br \/>    font-weight: 700;<br \/>    letter-spacing: 0.12em;<br \/>    text-transform: uppercase;<br \/>    padding: 0.3rem 0.8rem;<br \/>    border-radius: 2px;<br \/>    margin-bottom: 1rem;<br \/>    font-family: 'JetBrains Mono', monospace;<br \/>  }<br \/>  .hero h1 {<br \/>    font-family: 'Playfair Display', Georgia, serif;<br \/>    font-size: clamp(2rem, 5vw, 3.2rem);<br \/>    font-weight: 900;<br \/>    line-height: 1.15;<br \/>    margin-bottom: 0.6rem;<br \/>    letter-spacing: -0.01em;<br \/>  }<br \/>  .hero h1 span { color: var(--accent); }<br \/>  .hero-sub {<br \/>    font-size: 1.05rem;<br \/>    color: rgba(255,255,255,0.65);<br \/>    font-weight: 300;<br \/>    max-width: 560px;<br \/>    margin-bottom: 1.5rem;<br \/>  }<br \/>  .hero-codes {<br \/>    display: flex;<br \/>    flex-wrap: wrap;<br \/>    gap: 0.5rem;<br \/>    margin-bottom: 1.5rem;<br \/>  }<br \/>  .hero-code-tag {<br \/>    background: rgba(255,255,255,0.08);<br \/>    border: 1px solid rgba(255,255,255,0.15);<br \/>    color: rgba(255,255,255,0.8);<br \/>    font-size: 0.8rem;<br \/>    font-weight: 600;<br \/>    padding: 0.3rem 0.8rem;<br \/>    border-radius: 2px;<br \/>  }<br \/>  .draft-warning {<br \/>    background: rgba(245,158,11,0.12);<br \/>    border-left: 3px solid var(--accent);<br \/>    padding: 0.75rem 1rem;<br \/>    border-radius: 0 4px 4px 0;<br \/>    font-size: 0.85rem;<br \/>    color: rgba(255,255,255,0.8);<br \/>    max-width: 620px;<br \/>  }<br \/>  .draft-warning strong { color: var(--accent); }<\/p>\n<p>  \/* \u2500\u2500 Section title \u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500 *\/<br \/>  .section-title {<br \/>    font-family: 'Playfair Display', serif;<br \/>    font-size: 1.5rem;<br \/>    font-weight: 700;<br \/>    color: var(--navy);<br \/>    padding: 0.6rem 1.2rem;<br \/>    background: var(--navy);<br \/>    color: white;<br \/>    margin: 2.5rem 0 1.2rem;<br \/>    display: flex;<br \/>    align-items: center;<br \/>    gap: 0.6rem;<br \/>    border-left: 4px solid var(--accent);<br \/>    border-radius: 0 4px 4px 0;<br \/>  }<br \/>  .section-title .num {<br \/>    font-family: 'JetBrains Mono', monospace;<br \/>    font-size: 0.8rem;<br \/>    color: var(--accent);<br \/>    background: rgba(245,158,11,0.15);<br \/>    padding: 0.1rem 0.4rem;<br \/>    border-radius: 2px;<br \/>  }<\/p>\n<p>  \/* \u2500\u2500 Sub heading \u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500 *\/<br \/>  .sub-head {<br \/>    font-size: 1rem;<br \/>    font-weight: 700;<br \/>    color: var(--teal);<br \/>    margin: 1.4rem 0 0.5rem;<br \/>    padding-bottom: 0.3rem;<br \/>    border-bottom: 1.5px solid var(--teal-light);<br \/>    letter-spacing: 0.01em;<br \/>  }<\/p>\n<p>  \/* \u2500\u2500 Callout \u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500 *\/<br \/>  .callout {<br \/>    border-left: 3px solid var(--blue);<br \/>    background: var(--blue-light);<br \/>    padding: 0.75rem 1.1rem;<br \/>    border-radius: 0 6px 6px 0;<br \/>    font-size: 0.92rem;<br \/>    color: var(--navy);<br \/>    margin: 0.8rem 0;<br \/>  }<br \/>  .callout.teal {<br \/>    border-left-color: var(--teal);<br \/>    background: var(--teal-light);<br \/>    color: #134e4a;<br \/>  }<br \/>  .callout.amber {<br \/>    border-left-color: var(--amber-mid);<br \/>    background: var(--amber-light);<br \/>    color: var(--amber);<br \/>  }<\/p>\n<p>  \/* \u2500\u2500 Info table \u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500 *\/<br \/>  .info-table {<br \/>    width: 100%;<br \/>    border-collapse: collapse;<br \/>    font-size: 0.9rem;<br \/>    margin: 0.6rem 0 1rem;<br \/>  }<br \/>  .info-table tr:nth-child(even) td:first-child { background: var(--blue-light); }<br \/>  .info-table tr:nth-child(odd)  td:first-child { background: #eff6ff; }<br \/>  .info-table tr:nth-child(even) td:last-child  { background: var(--gray-50); }<br \/>  .info-table tr:nth-child(odd)  td:last-child  { background: var(--white); }<br \/>  .info-table td {<br \/>    padding: 0.55rem 0.85rem;<br \/>    border: 1px solid var(--gray-200);<br \/>    vertical-align: top;<br \/>    line-height: 1.5;<br \/>  }<br \/>  .info-table td:first-child {<br \/>    font-weight: 700;<br \/>    color: var(--navy);<br \/>    width: 30%;<br \/>    white-space: nowrap;<br \/>  }<br \/>  .info-table td:last-child { color: var(--gray-700); }<\/p>\n<p>  \/* \u2500\u2500 Fee table \u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500 *\/<br \/>  .fee-table {<br \/>    width: 100%;<br \/>    border-collapse: collapse;<br \/>    font-size: 0.88rem;<br \/>    margin: 0.6rem 0 1rem;<br \/>  }<br \/>  .fee-table th {<br \/>    background: var(--teal);<br \/>    color: white;<br \/>    padding: 0.5rem 0.85rem;<br \/>    text-align: left;<br \/>    font-weight: 600;<br \/>    font-size: 0.82rem;<br \/>    letter-spacing: 0.04em;<br \/>    text-transform: uppercase;<br \/>  }<br \/>  .fee-table td {<br \/>    padding: 0.45rem 0.85rem;<br \/>    border-bottom: 1px solid var(--gray-200);<br \/>    vertical-align: middle;<br \/>  }<br \/>  .fee-table tr:nth-child(even) { background: var(--teal-light); }<br \/>  .fee-table tr:nth-child(odd)  { background: white; }<br \/>  .fee-table td:first-child { font-weight: 600; color: var(--navy); }<br \/>  .fee-table td:not(:first-child) {<br \/>    font-family: 'JetBrains Mono', monospace;<br \/>    font-size: 0.85rem;<br \/>    color: var(--teal);<br \/>    font-weight: 600;<br \/>  }<\/p>\n<p>  \/* \u2500\u2500 Bullet list \u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500 *\/<br \/>  .bullet-list {<br \/>    list-style: none;<br \/>    margin: 0.4rem 0 0.8rem 0;<br \/>    padding: 0;<br \/>  }<br \/>  .bullet-list li {<br \/>    position: relative;<br \/>    padding: 0.3rem 0 0.3rem 1.4rem;<br \/>    font-size: 0.92rem;<br \/>    color: var(--gray-700);<br \/>    border-bottom: 1px dashed var(--gray-200);<br \/>  }<br \/>  .bullet-list li:last-child { border-bottom: none; }<br \/>  .bullet-list li::before {<br \/>    content: '\u25b8';<br \/>    position: absolute;<br \/>    left: 0;<br \/>    color: var(--blue);<br \/>    font-size: 0.8rem;<br \/>    top: 0.42rem;<br \/>  }<br \/>  .bullet-list li.delhi {<br \/>    background: #fffbeb;<br \/>    border-left: 2px solid var(--accent);<br \/>    padding-left: 1.2rem;<br \/>    border-radius: 0 3px 3px 0;<br \/>    margin: 0.2rem 0;<br \/>    border-bottom: 1px dashed #fde68a;<br \/>  }<br \/>  .bullet-list li.delhi::before { color: var(--accent); }<br \/>  .badge {<br \/>    display: inline-block;<br \/>    font-size: 0.68rem;<br \/>    font-weight: 700;<br \/>    font-family: 'JetBrains Mono', monospace;<br \/>    text-transform: uppercase;<br \/>    letter-spacing: 0.08em;<br \/>    padding: 0.1rem 0.4rem;<br \/>    border-radius: 2px;<br \/>    margin-right: 0.3rem;<br \/>    vertical-align: middle;<br \/>  }<br \/>  .badge.delhi  { background: #fde68a; color: #78350f; }<br \/>  .badge.new    { background: #dcfce7; color: #14532d; }<\/p>\n<p>  \/* \u2500\u2500 Quick ref grid \u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500 *\/<br \/>  .quick-grid {<br \/>    display: grid;<br \/>    grid-template-columns: 1fr 1fr;<br \/>    gap: 0.5rem;<br \/>    margin: 0.6rem 0 1rem;<br \/>  }<br \/>  @media (max-width: 600px) { .quick-grid { grid-template-columns: 1fr; } }<br \/>  .quick-card {<br \/>    background: white;<br \/>    border: 1px solid var(--gray-200);<br \/>    border-radius: 6px;<br \/>    padding: 0.7rem 0.9rem;<br \/>    display: flex;<br \/>    gap: 0.7rem;<br \/>    align-items: flex-start;<br \/>    transition: box-shadow 0.15s;<br \/>  }<br \/>  .quick-card:hover { box-shadow: 0 2px 8px rgba(0,0,0,0.08); }<br \/>  .quick-num {<br \/>    font-family: 'JetBrains Mono', monospace;<br \/>    font-size: 1rem;<br \/>    font-weight: 700;<br \/>    color: var(--blue);<br \/>    white-space: nowrap;<br \/>    min-width: 90px;<br \/>    line-height: 1.3;<br \/>  }<br \/>  .quick-desc {<br \/>    font-size: 0.85rem;<br \/>    color: var(--gray-700);<br \/>    line-height: 1.45;<br \/>  }<br \/>  .quick-card.amber .quick-num { color: var(--amber-mid); }<br \/>  .quick-card.teal  .quick-num { color: var(--teal); }<\/p>\n<p>  \/* \u2500\u2500 Women safeguards grid \u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500 *\/<br \/>  .safeguard-grid {<br \/>    display: grid;<br \/>    grid-template-columns: 1fr 1fr;<br \/>    gap: 0.5rem;<br \/>    margin: 0.6rem 0;<br \/>  }<br \/>  @media (max-width: 600px) { .safeguard-grid { grid-template-columns: 1fr; } }<br \/>  .safeguard-item {<br \/>    background: #fdf4ff;<br \/>    border: 1px solid #e9d5ff;<br \/>    border-radius: 5px;<br \/>    padding: 0.55rem 0.8rem;<br \/>    font-size: 0.85rem;<br \/>    color: #4c1d95;<br \/>    display: flex;<br \/>    gap: 0.5rem;<br \/>    align-items: flex-start;<br \/>  }<br \/>  .safeguard-item .sn {<br \/>    font-family: 'JetBrains Mono', monospace;<br \/>    font-size: 0.75rem;<br \/>    font-weight: 700;<br \/>    color: #7c3aed;<br \/>    min-width: 1.5rem;<br \/>    padding-top: 0.05rem;<br \/>  }<\/p>\n<p>  \/* \u2500\u2500 Code overview cards \u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500 *\/<br \/>  .code-cards {<br \/>    display: grid;<br \/>    grid-template-columns: 1fr 1fr;<br \/>    gap: 0.8rem;<br \/>    margin: 0.8rem 0 1.2rem;<br \/>  }<br \/>  @media (max-width: 600px) { .code-cards { grid-template-columns: 1fr; } }<br \/>  .code-card {<br \/>    background: white;<br \/>    border-radius: 8px;<br \/>    border: 1px solid var(--gray-200);<br \/>    padding: 1rem 1.1rem;<br \/>    border-top: 3px solid var(--blue);<br \/>  }<br \/>  .code-card.teal  { border-top-color: var(--teal); }<br \/>  .code-card.amber { border-top-color: var(--amber-mid); }<br \/>  .code-card.navy  { border-top-color: var(--navy); }<br \/>  .code-card-label {<br \/>    font-family: 'JetBrains Mono', monospace;<br \/>    font-size: 0.72rem;<br \/>    font-weight: 600;<br \/>    color: var(--blue);<br \/>    letter-spacing: 0.1em;<br \/>    text-transform: uppercase;<br \/>    margin-bottom: 0.3rem;<br \/>  }<br \/>  .code-card.teal  .code-card-label { color: var(--teal); }<br \/>  .code-card.amber .code-card-label { color: #b45309; }<br \/>  .code-card.navy  .code-card-label { color: var(--navy); }<br \/>  .code-card-name {<br \/>    font-weight: 700;<br \/>    color: var(--navy);<br \/>    font-size: 0.95rem;<br \/>    margin-bottom: 0.4rem;<br \/>    line-height: 1.3;<br \/>  }<br \/>  .code-card-desc {<br \/>    font-size: 0.83rem;<br \/>    color: var(--gray-500);<br \/>    line-height: 1.5;<br \/>  }<\/p>\n<p>  \/* \u2500\u2500 Warning box \u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500 *\/<br \/>  .warning-box {<br \/>    background: var(--amber-light);<br \/>    border: 1.5px solid #fcd34d;<br \/>    border-radius: 6px;<br \/>    padding: 1rem 1.2rem;<br \/>    margin: 2rem 0 0;<br \/>    font-size: 0.88rem;<br \/>    color: var(--amber);<br \/>    line-height: 1.6;<br \/>  }<br \/>  .warning-box strong { font-weight: 700; }<\/p>\n<p>  \/* \u2500\u2500 Print styles \u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500\u2500 *\/<br \/>  @media print {<br \/>    .sticky-nav { display: none; }<br \/>    .hero { margin: 0 0 2rem; }<br \/>    .page { padding: 0; }<br \/>  }<br \/><\/style>\n<h5><strong style=\"font-size: 20px;\">Draft Status:<\/strong><span style=\"font-size: 20px; font-weight: normal;\"> All Delhi rules are draft rules \u2014 not yet finally notified. Verify with the Delhi Labour Department before making compliance changes.<\/span><\/h5>\n<div class=\"page\">\n<section id=\"overview\">\n<p style=\"margin-bottom: 1rem; font-size: 0.95rem;\"><span style=\"color: #000080;\"><strong><span style=\"font-size: 20px;\">Code on Wages, 2019<\/span><\/strong><\/span><\/p>\n<\/section>\n<section id=\"wages\">\n<div class=\"sub-head\">The 50% Basic Wage Rule \u2014 The Biggest Change for Payroll<\/div>\n<div><\/div>\n<p>Your employees&#8217; allowances cannot exceed 50% of their total remuneration. This means basic salary + DA must be <strong>at least 50% of total remuneration<\/strong>. If allowances cross 50%, the excess gets added back into &#8220;wages&#8221; \u2014 increasing PF, gratuity, and bonus calculations.<\/p>\n<table class=\"info-table\">\n<tbody>\n<tr>\n<td>Counted in the 50%<\/td>\n<td>Employer PF contribution, pension contribution, statutory bonus<\/td>\n<\/tr>\n<tr>\n<td>NOT counted in 50%<\/td>\n<td>Gratuity, ESI, HRA, conveyance, travel allowance, overtime, performance bonuses<\/td>\n<\/tr>\n<tr>\n<td>Action needed<\/td>\n<td>Review all CTC structures so basic + DA \u2265 50% of total remuneration<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<div><\/div>\n<div class=\"sub-head\">Other Key Points<\/div>\n<ul class=\"bullet-list\">\n<li>Overtime pay = <strong>2\u00d7 ordinary wages<\/strong>. Daily wage for OT calculation = monthly wages \u00f7 26.<\/li>\n<li>Minimum wages are set by Delhi \u2014 must always be above the Central floor wage.<\/li>\n<li>Statutory bonus requires minimum 30 working days in a year.<\/li>\n<li>Wages can be paid by cash, cheque, or bank transfer.<\/li>\n<li>Annual performance incentives are <strong>not<\/strong> part of &#8220;wages&#8221;.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<\/section>\n<\/div>\n<hr \/>\n<p>&nbsp;<\/p>\n<p><strong style=\"color: #000080;\">Industrial Relations Code \u2014 Delhi Rules<\/strong><\/p>\n<div class=\"page\">\n<section id=\"irc\">\n<div><\/div>\n<div class=\"sub-head\"><strong>Bi-Partite Forums<\/strong><\/div>\n<table class=\"info-table\">\n<tbody>\n<tr>\n<td>Works Committee<\/td>\n<td>Mandatory if <strong>100+ workers<\/strong>. Max 20 members. Worker reps must be \u2265 employer reps. Must meet at least every 3 months.<\/td>\n<\/tr>\n<tr>\n<td>Grievance Redressal Committee (GRC)<\/td>\n<td>Equal employer &amp; worker reps, max 10 members.<\/p>\n<p>Delhi Women must be represented in proportion to their share of the workforce.<\/p>\n<p>GRC must resolve grievances within 3<strong>0 days<\/strong>.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<div><\/div>\n<div><\/div>\n<div class=\"sub-head\"><strong>Trade Unions<\/strong><\/div>\n<ul class=\"bullet-list\">\n<li>Minimum union subscription: <strong>\u20b9100\/year<\/strong> per member.<\/li>\n<li>A single union needs <strong>&gt;25% membership<\/strong> to be the sole negotiating union.<\/li>\n<li>State Trade Union recognition: <strong>20,000+ members<\/strong> across at least 4 industries in Delhi.<\/li>\n<li>TU general funds can only be spent on salaries, legal costs, industrial disputes, and welfare.<\/li>\n<\/ul>\n<div class=\"sub-head\"><strong>Standing Orders<\/strong><\/div>\n<ul class=\"bullet-list\">\n<li>Mandatory for establishments with <strong>300+ workers.<\/strong><\/li>\n<li>Delhi Must be maintained in both <strong>Hindi and English.<\/strong><\/li>\n<li>Adopt Central Model Standing Orders \u2192 notify certifying officer \u2192 no objection within 30 days = automatically certified.<\/li>\n<\/ul>\n<div class=\"sub-head\"><strong>Strikes &amp; Lock-outs<\/strong><\/div>\n<ul class=\"bullet-list\">\n<li>Workers must give <strong>14 days&#8217; advance notice<\/strong> before going on strike.<\/li>\n<li class=\"delhi\"><span class=\"badge delhi\">Delhi<\/span> Lock-out notice must go to: TU secretaries + Conciliation Officer + <strong>Joint\/Dy. Labour Commissioner of the district<\/strong> + Labour Commissioner, GNCT Delhi.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<div class=\"sub-head\"><strong>Retrenchment, Lay-off &amp; Closure<\/strong><\/div>\n<table class=\"info-table\">\n<tbody>\n<tr>\n<td>Prior permission<\/td>\n<td><strong>300+ workers<\/strong> \u2014 must get GNCT Delhi approval before retrenchment, lay-off, or closure.<\/td>\n<\/tr>\n<tr>\n<td>Retrenchment compensation<\/td>\n<td>15 days&#8217; wages for each completed year of service.<\/td>\n<\/tr>\n<tr>\n<td>Notice required<\/td>\n<td>1 month written notice or 1 month&#8217;s wages in lieu.<\/td>\n<\/tr>\n<tr>\n<td>Closure notice<\/td>\n<td>At least <strong>90 days<\/strong> before closure \u2014 apply to GNCT Delhi Labour Dept.<\/td>\n<\/tr>\n<tr>\n<td>Re-employment<\/td>\n<td>Must offer vacancy to retrenched workers at least 10 days before filling it.<\/td>\n<\/tr>\n<tr>\n<td>Re-skilling fund<\/td>\n<td>Deposit 15 days&#8217; wages within 10 days of retrenchment. <span class=\"badge delhi\">Delhi<\/span> GNCT must disburse to workers within <strong>45 days<\/strong> of receipt.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/section>\n<\/div>\n<div><\/div>\n<div><\/div>\n<div class=\"page\">\n<section id=\"irc\">\n<div class=\"sub-head\"><strong>Industrial Tribunal \u2014 Delhi Specific<\/strong><\/div>\n<div class=\"callout\">Two-member tribunal: Judicial Member + Administrative Member.<\/div>\n<table class=\"info-table\">\n<tbody>\n<tr>\n<td>Judicial Member salary<\/td>\n<td><span class=\"badge delhi\">Delhi<\/span> \u20b92,25,000\/month fixed + Group A allowances<\/td>\n<\/tr>\n<tr>\n<td>Admin Member salary<\/td>\n<td><span class=\"badge delhi\">Delhi<\/span> \u20b91,75,000\/month fixed + Group A allowances<\/td>\n<\/tr>\n<tr>\n<td>Admin Member qualification<\/td>\n<td><span class=\"badge delhi\">Delhi<\/span> Must have served as Joint Secretary or above in GNCT Delhi for at least 3 years.<\/td>\n<\/tr>\n<tr>\n<td>Both member tenures<\/td>\n<td>4 years or until age 65, whichever is earlier.<\/td>\n<\/tr>\n<tr>\n<td>Adjournments<\/td>\n<td>Max 3 per party; max 1 week each. Award uploaded on portal within 1 month.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/section>\n<\/div>\n<p>&nbsp;<\/p>\n<p>&nbsp;<\/p>\n<hr \/>\n<div><\/div>\n<div><\/div>\n<div class=\"page\">\n<section id=\"ss\">\n<div><\/div>\n<div class=\"section-title\"><span style=\"color: #000080;\"><strong>Code on Social Security \u2014 Delhi Rules<\/strong><\/span><\/div>\n<div class=\"sub-head\"><strong>PF &amp; ESI (Unchanged)<\/strong><\/div>\n<ul class=\"bullet-list\">\n<li>EPF: establishments with <strong>20+ workers<\/strong>. Administered by Central EPFO.<\/li>\n<li>ESI: establishments with <strong>10+ workers<\/strong>. Administered by Central ESIC.<\/li>\n<li>Delhi has its own ESI Court, under Delhi High Court superintendence.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<div class=\"sub-head\"><strong>Gratuity<\/strong><\/div>\n<table class=\"info-table\">\n<tbody>\n<tr>\n<td>Who qualifies<\/td>\n<td>5 years continuous service. <strong>Fixed-term employees qualify after just 1 year.<\/strong><\/td>\n<\/tr>\n<tr>\n<td>How much<\/td>\n<td>15 days&#8217; wages \u00d7 completed years of service (daily wage = monthly wages \u00f7 26).<\/p>\n<p>For FTE, calculation shall be made on pro-rata basis<\/td>\n<\/tr>\n<tr>\n<td>Employee must apply<\/td>\n<td>Within 30 days of gratuity becoming due (legal heir: within 1 year).<\/td>\n<\/tr>\n<tr>\n<td>Employer must respond<\/td>\n<td>Within 15 days \u2014 issue Form-V with amount or reason for rejection.<\/td>\n<\/tr>\n<tr>\n<td>Payment deadline<\/td>\n<td>Within 30 days of receiving the application.<\/td>\n<\/tr>\n<tr>\n<td>Minor nominees<\/td>\n<td><span class=\"badge delhi\">Delhi<\/span> Invest only in <strong>SBI or Nationalised Bank<\/strong> term deposits.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<\/section>\n<\/div>\n<div><\/div>\n<div><\/div>\n<div class=\"page\">\n<section id=\"ss\">\n<div class=\"sub-head\"><strong>Maternity Benefit<\/strong><\/div>\n<ul class=\"bullet-list\">\n<li><strong>26 weeks<\/strong> for first two children; 12 weeks for third child onwards.<\/li>\n<li>12 weeks for adoptive or commissioning mothers.<\/li>\n<li>Employer may offer work-from-home after maternity leave if nature of work allows.<\/li>\n<\/ul>\n<div><\/div>\n<div class=\"sub-head\"><strong>BOCW (Building &amp; Construction Workers)<\/strong><\/div>\n<ul class=\"bullet-list\">\n<li>Delhi constitutes its own BOCW Welfare Board.<\/li>\n<li class=\"delhi\">Delhi At least <strong>1 appointed Board member must be a woman<\/strong>.<\/li>\n<li>1% cess on construction cost funds worker welfare schemes.<\/li>\n<li>Board meets at least once every 3 months. Tenure: 3 years.<\/li>\n<\/ul>\n<div><\/div>\n<p>&nbsp;<\/p>\n<hr \/>\n<\/section>\n<section id=\"osh\">\n<div><\/div>\n<\/section>\n<\/div>\n<div><\/div>\n<div><\/div>\n<div><\/div>\n<div class=\"page\">\n<section id=\"osh\">\n<div><\/div>\n<div class=\"section-title\"><span style=\"color: #000080;\"><strong>OSH Code \u2014 Delhi Rules<\/strong><\/span><\/div>\n<div class=\"sub-head\">Register Your Establishment First<\/div>\n<div class=\"callout teal\">Register on the Delhi Labour Dept portal within <strong>60 days<\/strong> of the Code applying to you. A 25% per annum late fee applies if you miss the deadline. Include inter-state migrant worker details in Form-02 with your application.<\/div>\n<table class=\"fee-table\" style=\"margin-top: 0.8rem;\">\n<thead>\n<tr>\n<th>Number of Employees<\/th>\n<th>Registration Fee<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>Up to 50<\/td>\n<td>\u20b92,000<\/td>\n<\/tr>\n<tr>\n<td>51 \u2013 100<\/td>\n<td>\u20b93,000<\/td>\n<\/tr>\n<tr>\n<td>101 \u2013 200<\/td>\n<td>\u20b95,000<\/td>\n<\/tr>\n<tr>\n<td>201 \u2013 500<\/td>\n<td>\u20b97,000<\/td>\n<\/tr>\n<tr>\n<td>501 \u2013 1,000<\/td>\n<td>\u20b910,000<\/td>\n<\/tr>\n<tr>\n<td>Above 1,000<\/td>\n<td>\u20b915,000<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<div><\/div>\n<div class=\"sub-head\"><strong>Working Hours<\/strong><\/div>\n<ul>\n<li>Maximum <strong>60\u00a0hours per week<\/strong>.<\/li>\n<li>One paid day of rest per week (substitution allowed with prior notice).<\/li>\n<li><span class=\"badge delhi\">Delhi<\/span> Overtime limit: <strong>144 hours per quarter<\/strong><\/li>\n<li>Overtime pay = <strong>2\u00d7 ordinary wages<\/strong>. OT fractions: 15\u201330 min = 30 min; &gt;30 min = 1 hour.<\/li>\n<li>Issue appointment letters (Form-06) to all workers. Existing workers without letters must receive them within <strong>3 months<\/strong>.<\/li>\n<\/ul>\n<div class=\"sub-head\"><strong>Medical Examinations<\/strong><\/div>\n<ul class=\"bullet-list\">\n<li>Workers aged <strong>45 years or older<\/strong>: free annual medical exam within 120 days of year start.<\/li>\n<li>Workers in <strong>hazardous processes<\/strong>: free annual exam within 30 days of year start (additional tests: PFT, audiometry, sputum).<\/li>\n<li>Any notified occupational disease must be reported to Inspector-cum-Facilitator within 1 week of diagnosis.<\/li>\n<li>Accident causing death or serious injury: notify Inspector immediately by phone\/email + written Form-07 within 24 hours.<\/li>\n<\/ul>\n<div class=\"sub-head\"><strong>Safety Committee<\/strong><\/div>\n<ul>\n<li>Mandatory for <strong>250+ workers<\/strong>, OR hazardous processes, OR dangerous operations.<\/li>\n<li><span class=\"badge delhi\">Delhi<\/span> Women workers must be adequately represented in proportion to their share of workforce.<\/li>\n<li><span class=\"badge delhi\">Delhi<\/span> Committee tenure: <strong>3 years<\/strong>. Must meet at least once every quarter.<\/li>\n<li>Employer must act on Safety Committee recommendations within <strong>15 days<\/strong>.<\/li>\n<\/ul>\n<div class=\"sub-head\"><strong>Safety Officer<\/strong><\/div>\n<ul class=\"bullet-list\">\n<li>Factories with <strong>500+ workers<\/strong>: one Safety Officer per 500 workers.<\/li>\n<li>Hazardous-process factories with <strong>250+ workers<\/strong>: one Safety Officer per 250 workers.<\/li>\n<li>Qualification: Engineering\/Tech degree + 2 yrs supervisory experience; OR Science degree + 5 yrs; OR Engineering diploma + 5 yrs.<\/li>\n<\/ul>\n<div class=\"sub-head\"><strong>Special Protections for Women Workers<\/strong><\/div>\n<div class=\"callout\" style=\"background: #f5f3ff; border-color: #8b5cf6; color: #4c1d95; margin-bottom: 0.8rem;\">Delhi adds <strong>14 specific conditions<\/strong> when employing women \u2014 significantly more detailed than Central rules. Items marked \u2b25 are Delhi-specific additions.<\/div>\n<div class=\"safeguard-grid\">\n<ol>\n<li>9:00 PM-7:00 AM (summer season) &amp; 8:00 PM-8:00 AM (winter season)<\/li>\n<li class=\"safeguard-item\">Get written consent before night deployment.<\/li>\n<li class=\"safeguard-item\">No deployment against maternity benefit provisions.<\/li>\n<li class=\"safeguard-item\">Provide safe transport (pick-up and drop from residence).<\/li>\n<li class=\"safeguard-item\">All facilities \u2014 toilets, washrooms, water \u2014 must be well-lit and near the workplace.<\/li>\n<li class=\"safeguard-item\">Provide safe, secure and healthy working conditions.<\/li>\n<li class=\"safeguard-item\">\u2b25Minimum two woman must be on duty at all times.<\/li>\n<li class=\"safeguard-item\">Deploy women on a rotational basis.<\/li>\n<li class=\"safeguard-item\"><span class=\"sn\">\u2b25 I<\/span>nstall CCTV cameras where women work.<\/li>\n<li class=\"safeguard-item\">Provide cr\u00e8che wherever needed (mandatory for 50+ women workers).<\/li>\n<li class=\"safeguard-item\">\u2b25 Hold grievance day meeting with women&#8217;s representatives once every 8 weeks.<\/li>\n<li class=\"safeguard-item\">\u2b25 Send six-monthly report to Inspector on women in night shifts.<\/li>\n<li class=\"safeguard-item\">\u2b25 Deploy women security guards at women&#8217;s workplaces.<\/li>\n<li class=\"safeguard-item\">Comply with the POSH Act, 2013 (Sexual Harassment at Workplace).<\/li>\n<li class=\"safeguard-item\">Cr\u00e8che: min. 15 sq ft per child; ages 2\u20136 yrs; appoint a qualified woman as Cr\u00e8che-in-charge.<\/li>\n<\/ol>\n<\/div>\n<\/section>\n<\/div>\n<div><\/div>\n<div><\/div>\n<div><\/div>\n<div class=\"page\">\n<section id=\"osh\">\n<div class=\"sub-head\"><strong>Contract Labour<\/strong><\/div>\n<div class=\"callout teal\" style=\"margin-bottom: 0.8rem;\">Get a contractor licence from the Delhi Labour Dept portal. Licence issued within 30 days; deemed issued if no defect communicated.<\/div>\n<table class=\"fee-table\">\n<thead>\n<tr>\n<th>Workers Employed<\/th>\n<th>Annual Licence Fee<\/th>\n<th>Security Deposit<\/th>\n<\/tr>\n<\/thead>\n<tbody>\n<tr>\n<td>50 \u2013 100<\/td>\n<td>\u20b95,000<\/td>\n<td>\u20b950,000<\/td>\n<\/tr>\n<tr>\n<td>101 \u2013 250<\/td>\n<td>\u20b910,000 \u2013 \u20b920,000<\/td>\n<td>\u20b91 \u2013 2 lakh<\/td>\n<\/tr>\n<tr>\n<td>251 \u2013 750<\/td>\n<td>\u20b925,000 \u2013 \u20b930,000<\/td>\n<td>\u20b92.5 \u2013 3 lakh<\/td>\n<\/tr>\n<tr>\n<td>751 \u2013 2,000<\/td>\n<td>\u20b940,000 \u2013 \u20b960,000<\/td>\n<td>\u20b94 \u2013 6 lakh<\/td>\n<\/tr>\n<tr>\n<td>Above 2,000<\/td>\n<td>\u20b975,000<\/td>\n<td>\u20b97.5 lakh<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<ul class=\"bullet-list\" style=\"margin-top: 0.5rem;\">\n<li>Contract workers doing the same job as permanent workers get the <strong>same wages and working conditions<\/strong>.<\/li>\n<li>All contract workers must be enrolled in <strong>EPFO and ESIC<\/strong>.<\/li>\n<li>If contract workers are at your premises, <em>you<\/em> are responsible for toilets, water, first aid, canteen, and cr\u00e8che.<\/li>\n<li>Wages for non-construction contract workers: <strong>A\/c Payee Cheque or ECS only<\/strong>.<\/li>\n<li>Notify licensing authority of work order details within <strong>15 days<\/strong> of receipt.<\/li>\n<\/ul>\n<div class=\"sub-head\"><strong>Records &amp; Annual Return<\/strong><\/div>\n<ul class=\"bullet-list\">\n<li>Form-10: electronic register of workers, wages, overtime, fines \u2014 always available for inspection.<\/li>\n<li>Form-11: muster roll (electronic or manual).<\/li>\n<li>Form-12: leave register \u2014 preserve for <strong>2 years<\/strong> after last entry.<\/li>\n<li>Form-15: annual return \u2014 file electronically by <strong>31 January<\/strong> each year.<\/li>\n<\/ul>\n<p>&nbsp;<\/p>\n<\/section>\n<section id=\"quickref\">\n<div class=\"section-title\"><span style=\"color: #000080;\">Quick Reference \u2014 Key Numbers<\/span><\/div>\n<div class=\"quick-grid\">\n<div class=\"quick-card\">\n<ul>\n<li>100+ workers: Works Committee mandatory<\/li>\n<li>250+ workers: Safety Committee mandatory<\/li>\n<li>300+ workers: Standing Orders required + prior GNCT permission for retrenchment\/closure<\/li>\n<li>500+ workers: Safety Officer mandatory (1 per 500)<\/li>\n<li>50+ women: Cr\u00e8che mandatory<\/li>\n<li>50% rule: Allowances cannot exceed 50% of Total remuneration<\/li>\n<li>144 hrs\/qtr: Max overtime per quarter in Delhi (Central: 125 hrs)<\/li>\n<li>60 hrs\/week: Maximum weekly working hours<\/li>\n<li>14 days: Prior notice required before a strike<\/li>\n<li>30 days: GRC must resolve grievances within 30 days<\/li>\n<li>90 days: Advance notice required before establishment closure<\/li>\n<li>15 days wages: Retrenchment compensation per year of service; also re-skilling fund deposit amount<\/li>\n<li>45 days: Delhi Govt must disburse re-skilling fund to retrenched workers<\/li>\n<li>Every 8 weeks: Employer grievance day meeting with women workers<\/li>\n<li>31 January: Annual return (Form-15) filing deadline<\/li>\n<\/ul>\n<\/div>\n<\/div>\n<\/section>\n<div class=\"warning-box\"><strong>\u26a0 Important Disclaimer<\/strong><br \/>\nAll rules summarised in this document are <strong>draft rules<\/strong> issued by the GNCT Delhi Labour Department and have <strong>not been finally notified<\/strong>. Provisions may change before final notification. The Central Code on Wages (Central) Rules, 2025 are also in draft form (published 30 December 2025). Always verify the current status at <strong>delhi.gov.in\/labour<\/strong> or the Ministry of Labour &amp; Employment website before making any compliance changes.<\/div>\n<\/div>\n<div><\/div>\n<div>Please find the official notification below:<\/div>\n<div>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-2162\" src=\"https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon-210x300.png\" alt=\"pdf icon\" width=\"18\" height=\"26\" srcset=\"https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon-210x300.png 210w, https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon-105x150.png 105w, https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon.png 512w\" sizes=\"auto, (max-width: 18px) 100vw, 18px\" \/> \u00a0<strong><a href=\"https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2026\/03\/delhi-occupational-safety-health-and-working-conditions-rules-2025.pdf\">delhi-occupational-safety-health-and-working-conditions-rules-2025<\/a><\/strong><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-2162\" src=\"https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon-210x300.png\" alt=\"pdf icon\" width=\"18\" height=\"26\" srcset=\"https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon-210x300.png 210w, https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon-105x150.png 105w, https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon.png 512w\" sizes=\"auto, (max-width: 18px) 100vw, 18px\" \/> <strong><a href=\"https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2026\/03\/industrial-relation-delhi-rules-2025.pdf\">industrial-relation-delhi-rules-2025<\/a><\/strong><\/p>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignnone wp-image-2162\" src=\"https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon-210x300.png\" alt=\"pdf icon\" width=\"18\" height=\"26\" srcset=\"https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon-210x300.png 210w, https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon-105x150.png 105w, https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2024\/09\/pdf-icon.png 512w\" sizes=\"auto, (max-width: 18px) 100vw, 18px\" \/> <strong><a href=\"https:\/\/www.sgcms.com\/regulatory-updates\/wp-content\/uploads\/2026\/03\/delhi_code_security_rules_2025.pdf\">delhi_code_security_rules_2025<\/a><\/strong><\/p>\n<\/div>\n<p><!-- \/page --><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Draft Status: All Delhi rules are draft rules \u2014 not yet finally notified. Verify with the Delhi Labour Department before making compliance changes. Code on Wages, 2019 The 50% Basic Wage Rule \u2014 The Biggest Change for Payroll Your employees&#8217; allowances cannot exceed 50% of their total remuneration. This means basic salary + DA must&hellip; <a class=\"more-link\" href=\"https:\/\/www.sgcms.com\/regulatory-updates\/draft-labour-code-rules-delhi\/\">Continue reading <span class=\"screen-reader-text\">Draft Labour Code Rules &#8211; Delhi<\/span><\/a><\/p>\n","protected":false},"author":1,"featured_media":2815,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[109,110],"tags":[54,105,106],"class_list":["post-3092","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-labour-codes","category-labour-codes-compliance","tag-compliance","tag-new-labour-code","tag-wage-code","statesofindia-delhi","entry"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.1.1 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Draft Labour Code Rules - Delhi - Regulatory Updates by SGCMS<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.sgcms.com\/regulatory-updates\/draft-labour-code-rules-delhi\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Draft Labour Code Rules - Delhi - Regulatory Updates by SGCMS\" \/>\n<meta property=\"og:description\" content=\"Draft Status: All Delhi rules are draft rules \u2014 not yet finally notified. Verify with the Delhi Labour Department before making compliance changes. Code on Wages, 2019 The 50% Basic Wage Rule \u2014 The Biggest Change for Payroll Your employees&#8217; allowances cannot exceed 50% of their total remuneration. 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