Code on Social Security, 2020

Decode the Code on Social Security, 2020

📌 Key Focus Areas

• Provident Fund (भविष्य निधि – PF)
• Employees’ State Insurance (ESI – कर्मचारी राज्य बीमा)
• Maternity Benefits (मातृत्व लाभ)
• Gratuity (सेवानिवृत्ति लाभ)
• Gig & Platform Workers (स्वतंत्र और डिजिटल कामगार)

📘 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.

✅ 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. Employees’ State Insurance (ESI)
   • Eligibility: Employees earning up to ₹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 women’s 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 ₹10 lakh salary might receive ₹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.
   • What’s new: For the first time, these workers are included in social security schemes.
   • Significance: A major step toward inclusivity in Indian labour law.
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📙 Hindi Explanation (सरल भाषा में)

यह कानून 9 पुराने कानूनों (जैसे PF, ESI, मातृत्व लाभ) को एक ही संहिता में जोड़ता है। अब संगठित, असंगठित और ऐप/डिजिटल कामगारों (जैसे Zomato, Ola ड्राइवर, फ्रीलांसर) को भी सामाजिक सुरक्षा मिलेगी।

✅ क्या-क्या मिलेगा:

1. PF (भविष्य निधि)
   • कैसे काम करता है: कर्मचारी और कंपनी दोनों 12% योगदान देते हैं।
   • उद्देश्य: आपकी रिटायरमेंट के लिए पैसा जमा होता है।
2. ESI (कर्मचारी राज्य बीमा)
   • योग्यता: ₹21,000 तक सैलरी वाले कर्मचारी।
   • लाभ: मुफ्त इलाज, मातृत्व, अपंगता, बीमारियों का लाभ।
3. मातृत्व लाभ
   • अधिकार: महिला कर्मचारियों को 26 हफ्ते की सैलरी के साथ छुट्टी।
   • सुरक्षा: इस दौरान नौकरी से नहीं निकाला जा सकता।
4. ग्रेच्युटी (Gratuity)
   • योग्यता: अगर आप 5 साल से अधिक एक कंपनी में काम करते हैं, तो सेवानिवृत्ति पर एकमुश्त राशि मिलती है।
   • उदाहरण: ₹10 लाख सैलरी वाले कर्मचारी को ₹4-5 लाख ग्रेच्युटी मिल सकती है।
5. गिग और प्लेटफ़ॉर्म वर्कर्स
   • कौन शामिल: फूड डिलीवरी एजेंट, ऐप-आधारित ड्राइवर, फ्रीलांसर आदि।
   • नवाचार: पहली बार इन्हें भी सामाजिक सुरक्षा लाभ मिलेंगे।

🧑‍🏫 Example (उदाहरण)

Priya एक मार्केटिंग एक्जीक्यूटिव हैं, जिनकी सैलरी ₹18,000/महीना है।

• उनकी कंपनी उनकी सैलरी से PF काटती है।
• वे ESI के दायरे में आती हैं।
• उन्होंने कंपनी में 6 साल काम किया और फिर नौकरी छोड़ दी।

✔ Priya को मिलेंगे:

• PF से रिटायरमेंट बचत (✔)
• ESI से मेडिकल लाभ (✔)
• ग्रेच्युटी (✔)

Code on Wages, 2019

 Simplifying Payroll

Your Guide to the Code on Wages, 2019—Know Your Rights!

Understand your right to fair pay, timely salary, and equal treatment !
समान वेतन, समय पर वेतन और बोनस—जानिए अपने वेतन से जुड़े सारे अधिकार आसान भाषा में!

Key Focus Areas:

Minimum Wages (न्यूनतम वेतन)

Equal pay for equal work (समान काम के लिए समान वेतन)

Timely payment of wages (समय पर वेतन)

Bonus (बोनस)

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.

✅ What this law says:

1. Minimum Wages must be paid to all employees.

  👉  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).

  👉  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 – no gender discrimination.

 👉   A man and a woman doing the same job must receive the same salary.

4. Bonus must be paid if the company earns profit.

 👉   If the company is profitable and you earn below ₹21,000/month, you must get a bonus (minimum 8.33% or as per the applicable rules).

 📙 HINDI EXPLANATION 

यह कानून 4 पुराने कानूनों को जोड़ता है। अब सभी वेतन (salary) से जुड़े नियम एक ही जगह हैं।

✅ इस कानून के मुख्य नियम:

1. हर कर्मचारी को न्यूनतम वेतन (Minimum Wage) मिलना चाहिए।

   👉 चाहे वो सफाईकर्मी हो या डाटा एंट्री क्लर्क, सरकार द्वारा तय न्यूनतम वेतन से कम नहीं दे सकते।

2. वेतन समय पर देना जरूरी है।

   👉 अगर आपकी सैलरी महीने की है, तो कंपनी को हर महीने की 7 तारीख तक वेतन देना होगा (राज्य और कंपनी के नियमों पर भी निर्भर करता है, लेकिन ज्यादातर 7 तारीख तक देना होता है)।

3. समान काम के लिए समान वेतन।

   👉 कोई भी महिला या पुरुष एक जैसा काम कर रहे हैं, तो दोनों को एक ही वेतन देना होगा।

4. बोनस मिलना जरूरी है अगर कंपनी मुनाफा कमाती है।

  👉 अगर आपकी सैलरी ₹21,000 से कम है और कंपनी को फायदा हो रहा है, तो आपको सालाना बोनस मिलना चाहिए।

🧑‍🏫 EXAMPLE (उदाहरण):

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

Ravi earns ₹15,000/month

Rani also earns ₹15,000/month

The company is making profits.

✔ Under this code:

Both should get equal pay (✔)

Both should be paid by the 7th of the next month (✔ – check contract/state rules for exact date)

Both should receive an annual bonus (✔)

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 ₹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, it’s 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.

Overwork’s 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; it’s also brilliant.