Code on Social Security, 2020

Decode the Code on Social Security, 2020

ЁЯУМ Key Focus Areas


  • Provident Fund (рднрд╡рд┐рд╖реНрдп рдирд┐рдзрд┐ тАУ PF)
  • EmployeesтАЩ State Insurance (ESI тАУ рдХрд░реНрдордЪрд╛рд░реА рд░рд╛рдЬреНрдп рдмреАрдорд╛)
  • Maternity Benefits (рдорд╛рддреГрддреНрд╡ рд▓рд╛рдн)
  • Gratuity (рд╕реЗрд╡рд╛рдирд┐рд╡реГрддреНрддрд┐ рд▓рд╛рдн)
  • Gig & Platform Workers (рд╕реНрд╡рддрдВрддреНрд░ рдФрд░ рдбрд┐рдЬрд┐рдЯрд▓ рдХрд╛рдордЧрд╛рд░)

ЁЯУШ English Explanation


The Code on Social Security, 2020, is a landmark reform that unifies nine different laws related to social benefits, including retirement, insurance, and maternity. This code is designed to provide a robust safety net for workers across organised, unorganised, and gig economy sectors, such as delivery agents, app-based drivers, and freelancers.


тЬЕ Key Provisions


  1. Provident Fund (PF)
    • How it works: Both employee and employer contribute monthly (typically 12% each).
    • Purpose: Builds a retirement fund for employees.
    • Scope: Applies to most organized sector employees and is being extended to more workers.
  2. EmployeesтАЩ State Insurance (ESI)
    • Eligibility: Employees earning up to тВ╣21,000/month.
    • Benefits: Covers medical treatment, disability, maternity, and more.
    • Purpose: Provides health and financial security.
  3. Maternity Benefits
    • Entitlement: 26 weeks of paid leave for women employees (in eligible workplaces).
    • Protection: Employers cannot terminate women during maternity leave.
    • Objective: Supports womenтАЩs health and job security.
  4. Gratuity
    • Eligibility: Paid as a lump sum if an employee works for 5 years or more in a company.
    • Example: An employee with a тВ╣10 lakh salary might receive тВ╣4-5 lakh as gratuity upon leaving.
    • Purpose: Rewards long-term service and loyalty.
  5. Gig & Platform Workers
    • Who is covered: food delivery agents, app-based drivers, freelancers, and other gig workers.
    • WhatтАЩs new: For the first time, these workers are included in social security schemes.
    • Significance: A major step toward inclusivity in Indian labour law.

ЁЯУЩ Hindi Explanation (рд╕рд░рд▓ рднрд╛рд╖рд╛ рдореЗрдВ)

рдпрд╣ рдХрд╛рдиреВрди 9 рдкреБрд░рд╛рдиреЗ рдХрд╛рдиреВрдиреЛрдВ (рдЬреИрд╕реЗ PF, ESI, рдорд╛рддреГрддреНрд╡ рд▓рд╛рдн) рдХреЛ рдПрдХ рд╣реА рд╕рдВрд╣рд┐рддрд╛ рдореЗрдВ рдЬреЛрдбрд╝рддрд╛ рд╣реИред рдЕрдм рд╕рдВрдЧрдард┐рдд, рдЕрд╕рдВрдЧрдард┐рдд рдФрд░ рдРрдк/рдбрд┐рдЬрд┐рдЯрд▓ рдХрд╛рдордЧрд╛рд░реЛрдВ (рдЬреИрд╕реЗ Zomato, Ola рдбреНрд░рд╛рдЗрд╡рд░, рдлреНрд░реАрд▓рд╛рдВрд╕рд░) рдХреЛ рднреА рд╕рд╛рдорд╛рдЬрд┐рдХ рд╕реБрд░рдХреНрд╖рд╛ рдорд┐рд▓реЗрдЧреАред


тЬЕ рдХреНрдпрд╛-рдХреНрдпрд╛ рдорд┐рд▓реЗрдЧрд╛:


  1. PF (рднрд╡рд┐рд╖реНрдп рдирд┐рдзрд┐)
    • рдХреИрд╕реЗ рдХрд╛рдо рдХрд░рддрд╛ рд╣реИ: рдХрд░реНрдордЪрд╛рд░реА рдФрд░ рдХрдВрдкрдиреА рджреЛрдиреЛрдВ 12% рдпреЛрдЧрджрд╛рди рджреЗрддреЗ рд╣реИрдВред
    • рдЙрджреНрджреЗрд╢реНрдп: рдЖрдкрдХреА рд░рд┐рдЯрд╛рдпрд░рдореЗрдВрдЯ рдХреЗ рд▓рд┐рдП рдкреИрд╕рд╛ рдЬрдорд╛ рд╣реЛрддрд╛ рд╣реИред
  2. ESI (рдХрд░реНрдордЪрд╛рд░реА рд░рд╛рдЬреНрдп рдмреАрдорд╛)
    • рдпреЛрдЧреНрдпрддрд╛: тВ╣21,000 рддрдХ рд╕реИрд▓рд░реА рд╡рд╛рд▓реЗ рдХрд░реНрдордЪрд╛рд░реАред
    • рд▓рд╛рдн: рдореБрдлреНрдд рдЗрд▓рд╛рдЬ, рдорд╛рддреГрддреНрд╡, рдЕрдкрдВрдЧрддрд╛, рдмреАрдорд╛рд░рд┐рдпреЛрдВ рдХрд╛ рд▓рд╛рднред
  3. рдорд╛рддреГрддреНрд╡ рд▓рд╛рдн
    • рдЕрдзрд┐рдХрд╛рд░: рдорд╣рд┐рд▓рд╛ рдХрд░реНрдордЪрд╛рд░рд┐рдпреЛрдВ рдХреЛ 26 рд╣рдлреНрддреЗ рдХреА рд╕реИрд▓рд░реА рдХреЗ рд╕рд╛рде рдЫреБрдЯреНрдЯреАред
    • рд╕реБрд░рдХреНрд╖рд╛: рдЗрд╕ рджреМрд░рд╛рди рдиреМрдХрд░реА рд╕реЗ рдирд╣реАрдВ рдирд┐рдХрд╛рд▓рд╛ рдЬрд╛ рд╕рдХрддрд╛ред
  4. рдЧреНрд░реЗрдЪреНрдпреБрдЯреА (Gratuity)
    • рдпреЛрдЧреНрдпрддрд╛: рдЕрдЧрд░ рдЖрдк 5 рд╕рд╛рд▓ рд╕реЗ рдЕрдзрд┐рдХ рдПрдХ рдХрдВрдкрдиреА рдореЗрдВ рдХрд╛рдо рдХрд░рддреЗ рд╣реИрдВ, рддреЛ рд╕реЗрд╡рд╛рдирд┐рд╡реГрддреНрддрд┐ рдкрд░ рдПрдХрдореБрд╢реНрдд рд░рд╛рд╢рд┐ рдорд┐рд▓рддреА рд╣реИред
    • рдЙрджрд╛рд╣рд░рдг: тВ╣10 рд▓рд╛рдЦ рд╕реИрд▓рд░реА рд╡рд╛рд▓реЗ рдХрд░реНрдордЪрд╛рд░реА рдХреЛ тВ╣4-5 рд▓рд╛рдЦ рдЧреНрд░реЗрдЪреНрдпреБрдЯреА рдорд┐рд▓ рд╕рдХрддреА рд╣реИред
  5. рдЧрд┐рдЧ рдФрд░ рдкреНрд▓реЗрдЯрдлрд╝реЙрд░реНрдо рд╡рд░реНрдХрд░реНрд╕
    • рдХреМрди рд╢рд╛рдорд┐рд▓: рдлреВрдб рдбрд┐рд▓реАрд╡рд░реА рдПрдЬреЗрдВрдЯ, рдРрдк-рдЖрдзрд╛рд░рд┐рдд рдбреНрд░рд╛рдЗрд╡рд░, рдлреНрд░реАрд▓рд╛рдВрд╕рд░ рдЖрджрд┐ред
    • рдирд╡рд╛рдЪрд╛рд░: рдкрд╣рд▓реА рдмрд╛рд░ рдЗрдиреНрд╣реЗрдВ рднреА рд╕рд╛рдорд╛рдЬрд┐рдХ рд╕реБрд░рдХреНрд╖рд╛ рд▓рд╛рдн рдорд┐рд▓реЗрдВрдЧреЗред

ЁЯзСтАНЁЯПл Example (рдЙрджрд╛рд╣рд░рдг)

Priya рдПрдХ рдорд╛рд░реНрдХреЗрдЯрд┐рдВрдЧ рдПрдХреНрдЬреАрдХреНрдпреВрдЯрд┐рд╡ рд╣реИрдВ, рдЬрд┐рдирдХреА рд╕реИрд▓рд░реА тВ╣18,000/рдорд╣реАрдирд╛ рд╣реИред
  • рдЙрдирдХреА рдХрдВрдкрдиреА рдЙрдирдХреА рд╕реИрд▓рд░реА рд╕реЗ PF рдХрд╛рдЯрддреА рд╣реИред
  • рд╡реЗ ESI рдХреЗ рджрд╛рдпрд░реЗ рдореЗрдВ рдЖрддреА рд╣реИрдВред
  • рдЙрдиреНрд╣реЛрдВрдиреЗ рдХрдВрдкрдиреА рдореЗрдВ 6 рд╕рд╛рд▓ рдХрд╛рдо рдХрд┐рдпрд╛ рдФрд░ рдлрд┐рд░ рдиреМрдХрд░реА рдЫреЛрдбрд╝ рджреАред

тЬФ Priya рдХреЛ рдорд┐рд▓реЗрдВрдЧреЗ:

  • PF рд╕реЗ рд░рд┐рдЯрд╛рдпрд░рдореЗрдВрдЯ рдмрдЪрдд (тЬФ)
  • ESI рд╕реЗ рдореЗрдбрд┐рдХрд▓ рд▓рд╛рдн (тЬФ)
  • рдЧреНрд░реЗрдЪреНрдпреБрдЯреА (тЬФ)

Code on Wages, 2019

 Simplifying Payroll

Your Guide to the Code on Wages, 2019тАФKnow Your Rights!

Understand your right to fair pay, timely salary, and equal treatment !
рд╕рдорд╛рди рд╡реЗрддрди, рд╕рдордп рдкрд░ рд╡реЗрддрди рдФрд░ рдмреЛрдирд╕тАФрдЬрд╛рдирд┐рдП рдЕрдкрдиреЗ рд╡реЗрддрди рд╕реЗ рдЬреБрдбрд╝реЗ рд╕рд╛рд░реЗ рдЕрдзрд┐рдХрд╛рд░ рдЖрд╕рд╛рди рднрд╛рд╖рд╛ рдореЗрдВ!



Key Focus Areas:
Minimum Wages (рдиреНрдпреВрдирддрдо рд╡реЗрддрди)
Equal pay for equal work (рд╕рдорд╛рди рдХрд╛рдо рдХреЗ рд▓рд┐рдП рд╕рдорд╛рди рд╡реЗрддрди)
Timely payment of wages (рд╕рдордп рдкрд░ рд╡реЗрддрди)
Bonus (рдмреЛрдирд╕)

ENGLISH EXPLANATION:

This law combines four older laws into one:
1. Minimum Wages Act, 1948
2. Payment of Wages Act, 1936
3. Payment of Bonus Act, 1965
4. Equal Remuneration Act, 1976

Now, all wage-related rules are under one code.

тЬЕ What this law says:

1. Minimum Wages must be paid to all employees.
  ЁЯСЙ  Even if you're a watchman, cleaner, or receptionist, the company must pay you at least the government-decided minimum wage.

2. Wages must be paid on time (weekly/monthly as agreed).
  ЁЯСЙ  If your salary cycle is monthly, the company must pay you by the 7th of the next month (as per the Payment of Wages Act, but the Code on Wages allows for flexibility; the exact date may vary as per the employment contract or state rules. The 7th of the next month is a common rule, but always check the latest notification or contract.)

3. Equal pay for equal work тАУ no gender discrimination.
 ЁЯСЙ   A man and a woman doing the same job must receive the same salary.

4. Bonus must be paid if the company earns profit.
 ЁЯСЙ   If the company is profitable and you earn below тВ╣21,000/month, you must get a bonus (minimum 8.33% or as per the applicable rules).

 ЁЯУЩ HINDI EXPLANATION 

рдпрд╣ рдХрд╛рдиреВрди 4 рдкреБрд░рд╛рдиреЗ рдХрд╛рдиреВрдиреЛрдВ рдХреЛ рдЬреЛрдбрд╝рддрд╛ рд╣реИред рдЕрдм рд╕рднреА рд╡реЗрддрди (salary) рд╕реЗ рдЬреБрдбрд╝реЗ рдирд┐рдпрдо рдПрдХ рд╣реА рдЬрдЧрд╣ рд╣реИрдВред

тЬЕ рдЗрд╕ рдХрд╛рдиреВрди рдХреЗ рдореБрдЦреНрдп рдирд┐рдпрдо:

1. рд╣рд░ рдХрд░реНрдордЪрд╛рд░реА рдХреЛ рдиреНрдпреВрдирддрдо рд╡реЗрддрди (Minimum Wage) рдорд┐рд▓рдирд╛ рдЪрд╛рд╣рд┐рдПред
   ЁЯСЙ рдЪрд╛рд╣реЗ рд╡реЛ рд╕рдлрд╛рдИрдХрд░реНрдореА рд╣реЛ рдпрд╛ рдбрд╛рдЯрд╛ рдПрдВрдЯреНрд░реА рдХреНрд▓рд░реНрдХ, рд╕рд░рдХрд╛рд░ рджреНрд╡рд╛рд░рд╛ рддрдп рдиреНрдпреВрдирддрдо рд╡реЗрддрди рд╕реЗ рдХрдо рдирд╣реАрдВ рджреЗ рд╕рдХрддреЗред

2. рд╡реЗрддрди рд╕рдордп рдкрд░ рджреЗрдирд╛ рдЬрд░реВрд░реА рд╣реИред
   ЁЯСЙ рдЕрдЧрд░ рдЖрдкрдХреА рд╕реИрд▓рд░реА рдорд╣реАрдиреЗ рдХреА рд╣реИ, рддреЛ рдХрдВрдкрдиреА рдХреЛ рд╣рд░ рдорд╣реАрдиреЗ рдХреА 7 рддрд╛рд░реАрдЦ рддрдХ рд╡реЗрддрди рджреЗрдирд╛ рд╣реЛрдЧрд╛ (рд░рд╛рдЬреНрдп рдФрд░ рдХрдВрдкрдиреА рдХреЗ рдирд┐рдпрдореЛрдВ рдкрд░ рднреА рдирд┐рд░реНрднрд░ рдХрд░рддрд╛ рд╣реИ, рд▓реЗрдХрд┐рди рдЬреНрдпрд╛рджрд╛рддрд░ 7 рддрд╛рд░реАрдЦ рддрдХ рджреЗрдирд╛ рд╣реЛрддрд╛ рд╣реИ)ред

3. рд╕рдорд╛рди рдХрд╛рдо рдХреЗ рд▓рд┐рдП рд╕рдорд╛рди рд╡реЗрддрдиред
   ЁЯСЙ рдХреЛрдИ рднреА рдорд╣рд┐рд▓рд╛ рдпрд╛ рдкреБрд░реБрд╖ рдПрдХ рдЬреИрд╕рд╛ рдХрд╛рдо рдХрд░ рд░рд╣реЗ рд╣реИрдВ, рддреЛ рджреЛрдиреЛрдВ рдХреЛ рдПрдХ рд╣реА рд╡реЗрддрди рджреЗрдирд╛ рд╣реЛрдЧрд╛ред
4. рдмреЛрдирд╕ рдорд┐рд▓рдирд╛ рдЬрд░реВрд░реА рд╣реИ рдЕрдЧрд░ рдХрдВрдкрдиреА рдореБрдирд╛рдлрд╛ рдХрдорд╛рддреА рд╣реИред

  ЁЯСЙ рдЕрдЧрд░ рдЖрдкрдХреА рд╕реИрд▓рд░реА тВ╣21,000 рд╕реЗ рдХрдо рд╣реИ рдФрд░ рдХрдВрдкрдиреА рдХреЛ рдлрд╛рдпрджрд╛ рд╣реЛ рд░рд╣рд╛ рд╣реИ, рддреЛ рдЖрдкрдХреЛ рд╕рд╛рд▓рд╛рдирд╛ рдмреЛрдирд╕ рдорд┐рд▓рдирд╛ рдЪрд╛рд╣рд┐рдПред


ЁЯзСтАНЁЯПл EXAMPLE (рдЙрджрд╛рд╣рд░рдг):

Ravi and Rani both work as data entry operators in a company.

Ravi earns тВ╣15,000/month
Rani also earns тВ╣15,000/month
The company is making profits.

тЬФ Under this code:
Both should get equal pay (тЬФ)
Both should be paid by the 7th of the next month (тЬФ тАУ check contract/state rules for exact date)
Both should receive an annual bonus (тЬФ)

Key Clarifications

Payment Date: The "by the 7th of the next month" rule is from the Payment of Wages Act, but the Code on Wages allows for flexibility. Always check your employment contract or state notification for the exact date.

Bonus Eligibility: The bonus threshold may change as per government notification, but тВ╣21,000/month is a common limit.

Implementation: The Code on Wages has not yet been fully implemented in all states (as of 2025), so some old rules may still apply. Always refer to the latest government notifications.


Promoting Respect for Different Languages: Strengthening Unity through Understanding


India is famous for its variety of languages, cultures, and traditions. This diversity is one of India's greatest strengths, showcasing unity despite differences. However, sometimes people face discrimination or harassment simply because they speak a different language. Such behavior goes against India's values of respect and unity and threatens national harmony.


Recently, big cities like Bengaluru and Mumbai have experienced conflicts related to language differences. These cities have people from various states, and misunderstandings or biases due to language differences can lead to tensions. Such incidents show how important it is to respect language diversity.


Understanding the Issue


Harassment based on language harms community harmony and unity. India's constitution guarantees everyone the right to speak their language, promoting equality and dignity. However, misunderstandings and intolerance still lead to problems.


Ways to Reduce Language Discrimination:


1. Strong Laws:

   Laws should clearly punish language-based discrimination. Having specific laws against harassment based on language will help people understand the seriousness of such offenses.


2. Education and Awareness:

   Schools and workplaces should teach people to respect different languages. Regular workshops, seminars, and exchange programs can help build understanding and appreciation among diverse groups.


3. Responsible Media:

   The media can influence public opinion positively by showing stories of cooperation and harmony among people of different languages. This can help reduce misunderstandings and negative stereotypes.


4. Cultural Exchange Programs:

   Cultural festivals and language exchange events can help people understand and appreciate different traditions. These activities encourage friendship and reduce language barriers.


5. Using Technology:

   Technology, such as translation tools and multilingual websites, can make information accessible to everyone, regardless of their language. This ensures language is not a barrier to important services.



Respecting different languages is important for India's unity and identity. By introducing strong laws, educational programs, positive media coverage, cultural exchanges, and technological support, we can create communities that understand and respect language diversity. Embracing and respecting language differences will strengthen the unity and integrity of our nation.



The Detrimental Effects of a 90-Hour Work Week: Prioritizing Well-being Over Exploitation


Recent discussions regarding the feasibility of a 90-hour workweek have sparked important conversations about the balance between productivity and employee well-being. While some may advocate for extended work hours to enhance output, itтАЩs crucial to recognize the potential negative consequences of such a model.

The Hidden Costs of Overwork: Health and Productivity at Risk

The notion that working more hours means more productivity is a fallacy. Extensive research, including reports by the World Health Organization (WHO) and the International Labour Organization (ILO), shows that overwork has serious health consequences: the risk of heart disease, stroke, and premature death increases. Besides physical health, overwork leads to cognitive impairment, stress, and burnout, ultimately hindering innovation and long-term performance. A tired workforce is less creative, less motivated, and more prone to mistakes, reducing short-term gains.

Work-Life Balance: A Cornerstone for Sustainable Success

Sustainable growth depends on a healthy work-life balance. Employees who have time to relax, recharge, and attend to their personal lives are more engaged, productive, and contribute meaningfully. This is not just a matter of employee satisfaction but a strategic imperative.

Staying Competitive: How Employee Well-being Shapes the Global Talent Race

Globally, leading organizations are adopting flexible work arrangements and shorter work weeks, recognizing the importance of employee well-being. By advocating longer work hours, Indian companies risk becoming less competitive in the global talent market. Skilled professionals prioritize the quality of life, and companies that fail to adapt struggle to attract and retain top talent. Evidence shows that employee well-being boosts productivity, innovation, and workplace morale.

OverworkтАЩs Ripple Effect: The True Economic Impact on Organizations

The costs of overwork extend far beyond individual health. Studies show that there is a strong correlation between long working hours, increased absenteeism, decreased job satisfaction, and higher healthcare costs. These factors collectively place a significant economic burden on organizations and the broader economy. True, sustainable productivity is not achieved simply through the number of hours worked but through efficient, intelligent, and health-conscious work practices.

Leading with empathy: Building a Thriving Culture is more impactful.

Leaders have a responsibility to shape a positive future for their work. Instead of continuing outdated and harmful work models, they should promote sustainable and humane practices. This includes respecting boundaries, promoting flexibility, and prioritizing employee health and well-being.

Prioritizing Well-being is the Smartest Investment

In conclusion, advocating for a 90-hour work week is ethically questionable and economically unjustifiable. Organizations prioritizing employee well-being are better positioned for long-term success in a competitive global economy. Striking a balance between ambition and well-being is not only the right thing to do; itтАЩs also brilliant.

Code on Social Security, 2020

Decode the Code on Social Security, 2020 ЁЯУМ Key Focus Areas Provident Fund (рднрд╡рд┐рд╖реНрдп рдирд┐рдзрд┐ тАУ PF) EmployeesтАЩ State Insurance (ESI тАУ рдХрд░реНрдордЪрд╛рд░реА рд░рд╛рдЬ...