The best Training to attend - A lifetime benefit
MASTERING EMPLOYMENT & LABOUR LAW REFORMS
IIBI
I N T E R N AT I O N A L I N S T I T U T E
OF BUSINESS INTELLIGENCE
AND NEW LABOUR CODES
The workshop aims to prepare States, Corporates, PSU’s, MSME’s for the nationwide rollout of the Labour Law Reforms &
Codes, ensuring readiness and pre-empting legal challenges in the process.
Date : 12th & 13th February 2025 Date : 14th& 15th February 2025
Venue : Holiday Inn, Mumbai Venue : Jaypee Vasant Continental, New Delhi
Training Focus
Apart from Discussion On The Significant Features
As country is witnessing the extremely positive and encouraging business
environment in view of the recent economic and structural reforms initiated as Of The Codes. The following emerging issues will
various indicators have divulged the increased level of investment by both also be discussed.
state as well as private and also the boosted consumption level of the people.
• Possibilities of frequent variation in wages of the employees because of new concept of
But at the same time, we do have excessive human capital in the country who component of wages introduced.
are either engaged or waiting to be engaged in the business activities of the • Broadening the scope of the coverage of almost all categories and level of employees
country, so the issues from their point of view like decent wages, working under the codes.
conditions, social security can not be ignored. • Why there should not be a National minimum wage in India?
• Whether introduction of fixed term employment to be considered movement in the
Precisely these are the reasons why Govt. has gone ahead with the labour
reverse direction i.e. towards informalization or to be considered as progressive
laws reforms to align the same not only with the existing upbeat economic concept.
growth and business environment but also with the need to protect the • Increased threshold of no. of workers for obtaining prior permission of Govt. before lay-
aspirations of the work force employed. off, retrenchment and closure- Whether will provide more flexibility to the industries?
Though the four codes after subsuming the 29 no. of central legislations were • Seeking more proactive and transparent conciliation proceeding in case of industrial
disputes
notified in the year 2019-20 but their implementations were delayed because • Impact of introducing model standing orders separately for manufacturing, service and
of issues relating to framing of rules by the state governments and union mining sectors.
territories. But now the Central Govt. has made its priorities clear by advising • Whether right to strike of the workers has been curtailed as alleged by trade unions.
• Introduction of core and non-core activities in the management of contract labours- Is it a
all stakeholders to be prepared for new labour codes replacing the existing step towards ease of doing business?
labour legislations very shortly in coming days. Most of the states and union • More liberal regime in registration and licensing process.
territories have already framed their rules under the codes. • More vigilance required in managing the migrant work force.
This workshop has been designed in the same direction as will cover the • Responsibilities of employers including principal employers in handling the contribution
issues in respect of PF and ESIC on focus on outsourced workers.
critical and historical reforms points in all the four codes i.e. Code on Wages
• Easing of the trial of the offences in cases of certain violations by introducing the
2019, Code on OSH & WC 2020, IR Code 2020 and Code on Social Security decriminalization of the offences under all the codes
2020 which may be significantly impacting the working environment in the • And many more connected issues especially the issues relating to gratuity, bonus and
industrial and commercial activities across the country. The deliberations on maternity benefit not only in respect of regular work force but also outsourced work force.
• Equal concerns towards unorganized workers including gig workers and plate form
the codes will be done viz-a-viz existing labour laws like Industrial Disputes workers.
Act, CL Act 1970, PG Act 1972 etc.
The two days professional interaction will also cover the critical areas of
Who Should Attend
challenges faced by the professionals in the industrial relations matters both • Head of Human Resources
• Head of Legal Department
at bilateral and tripartite level like dealing with the trade unions, appropriate
• Head of Industrial Relation
handling of the conciliation and adjudication proceedings before the Labour • Head of Employee Relation
authorities and Industrial tribunals, compensation and remuneration issues Legal Department - Manager, Senior Manager, Vice President, General Manager and more
HR Department - Manager, Senior Manager, Vice President, General Managerand more
out of wage, bonus and gratuity administration, challenges in the area of
contract labour management, new labour codes along with the discussions on All Fraternity from Government & Corporate Industries Decission makers who has Interest in
Labour Law must attend this Interactive Practical workshop which will also consist of several
various landmark judicial pronouncements. case laws under the umbrella.
MOST AWAITED AND PREFERRED TRAINING PROGRAM
The best Training to attend - A lifetime benefit
MASTERING ENTERPRISE & LABOUR LAW REFORMS,
IIBI
I N T E R N AT I O N A L I N S T I T U T E
OF BUSINESS INTELLIGENCE
ID ACTS AND NEW LABOUR CODES
COURSE DIRECTOR
Shri. Rajan Verma
Former - Chief Labour Commissioner (Central),
Government of India
Former- Advisor to Ministry of Labour & Employment,
Government of India
Shri. Rajan Verma is advisor to Ministry of Labour & Employment, Government of India. He has
recently retired from the post of Chief Labour Commissioner (Central), Government of India. He is
having huge exposure and experience in the field of labour laws and has played a significant role
in recent changes and developments on the present subject.
Master of commerce LLB, PG in Labour laws, PG in Industrial relations and Personnel management. Have attended two international
trainings on Labour Inspections and Labour administration & OSH in International training center of ILO at Turin Italy ,Have also
participated as delegate from India in meetings, workshops of ILO on subjects like Forced labor at Rio de janario Brazil, Review of
conventions and recommendations at ILO Geneva Switzerland , Disputes resolution mechanism workshop by ILO at Dhaka
Bangladesh.
Agenda Day – 1
TOPIC- 1
Prominent reform points under CODE ON WAGES 2019 with critical/gap analysis viz-a-viz existing wage
legislations
• Broadening the coverage of all categories of employees instead of a limited categories under the existing wage and gender related
legislations
• More clarity on the applicability of the rate of minimum wages fixed by both central as well as state governments on the
establishments.
• Initiative to address to the issue of gender gaps at the workplace by introducing more inclusive coverage of all categories of the
women employees.
• How the new proposed wage structure is going to have impact in the compensation package policy of the
companies/establishments.
• Whether the new concept of floor level wages shall be catalyst in bringing the uniform rate of minimum wages across the country.
• Bringing the element of ease of doing business by proposing a flexible system of calculation of bonus, the ceiling limit along with
simplified definition of accounting year, allocable surplus etc. Also, the impact of proposed coverage of contract labours for the
payment of bonus.
TOPIC- 2
Occupational safety, health and working conditions issues for the different sectors under the CODE ON OSH&WC
2020 along with the historicalreforms in the area of contract labour management
• More simplified and liberal license regime for the establishments engaged in the factories, project work, building construction etc.
employing both permanent as well as contract labours.
• Expected significant impact on the business houses engaging contract labours because of modified definition of contract labour in
the code.
• How the demarcation between the core and non-core activities is going to impact commercial activities in effective contract labour
management.
• Enlarging the scope of responsibilities of Principal employer towards contract workers safety, health, welfare and other working
conditions.
• Impact of modified and more inclusive definition of migrant workers and how all the employers including the principal employers
need to be more vigilant toward their working conditions, welfare and social security.
• Introduction of new liberal leave with wages rules with feature of limited encashment option.
• Revolutionary changes proposed to enlarge the scope for women employability in all categories of working place i.e. factories,
service sector, mines etc. including night shift deployment without any restrictions.
MOST AWAITED AND PREFERRED TRAINING PROGRAM
The best Training to attend - A lifetime benefit
MASTERING ENTERPRISE & LABOUR LAW REFORMS,
IIBI
I N T E R N AT I O N A L I N S T I T U T E
OF BUSINESS INTELLIGENCE
ID ACTS AND NEW LABOUR CODES
Agenda Day – 2
TOPIC- 3
Prominent reform points concerning workers, their trade unions and also the employers proposed in the
Industrial Relations Code 2020, a complete analysis along with existing Industrial Relations laws like ID Act,
Standing Order Act and Trade Union Act.
• New definition of Industry in line with landmark judgments of higher courts but with exclusion clause. How far this is going to help
stakeholders.
• Modified definition of strike- whether going to affect workers right under article 19 of the constitution of India as alleged by the trade
unions. Why the trade unions are apprehensive?
• Workers right to raise industrial disputes but who will be worker among the vast categories of employees including supervisors and
managers. Whether nomenclature is enough to decide the issue. Also, whether strike observed by the supervisors and managers
can be brought under the ambit of industrial relations law.
• Recognizing negotiating union and negotiating council by the employer- now necessary in the industrial establishment- impact
thereof.
• Trade union concern for proposed increased threshold for the applicability of standing order law. More liberal and simplified
procedure in certification and modification of standing order. Option for the new employer to adopt model standing order. Inclusion
of system of work from home in the proposed model standing order.
• Time limit for raising industrial disputes, proactive intervention of the conciliation officers.
• Increased threshold for seeking permission of the government before lay off, retrenchment and closure- concern of the trade
unions.
• Debate on fixed term employment – the element of ease of doing business and also the trade unions concern for large scale of
unemployment.
TOPIC- 4
Social Security for both organized and unorganized workers under the CODE ON SOCIAL SECURITY 2020
• Challenges in encountering the provident fund and ESIC contribution issues for the PE not only for their regular employees but also
for the contract labours deployed in their premises.
• Legal points in the administration of gratuity and maternity benefit and employee’s compensation as vindicated by the judiciary in
their various landmark and recent judgments.
• Social Security measures for unorganized workers like self-employed, home based or domestic workers through National and
states social security fund and social security board.
• Inclusion of emerging category of unorganized workers- gig workers, platform workers and also the inclusion of the aggregators
with the laid down responsibilities towards the social security of the work force engaged by them as gig and platform workers
MOST AWAITED AND PREFERRED TRAINING PROGRAM
The best Training to attend - A lifetime benefit
MASTERING ENTERPRISE & LABOUR LAW REFORMS,
IIBI
I N T E R N AT I O N A L I N S T I T U T E
OF BUSINESS INTELLIGENCE
ID ACTS AND NEW LABOUR CODES
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