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Full-service Law Firm with law offices in Chandigarh, Panchkula, Mohali, Noida, Faridabad, Ludhiana, Dehradun. 50+ years of excellence. B&B Associates LLP is an all service law firm providing benchmark legal services in India, in both litigation as well as corporate law domain. This FB Page is dedicated to awareness exercise. Our followers can expect Articles, updates

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Minimum wages sound simple, but many people still don’t know how they actually work.Under the Code on Wages, 2019, minim...
23/04/2026

Minimum wages sound simple, but many people still don’t know how they actually work.

Under the Code on Wages, 2019, minimum wages are made more clear, fair, and applicable to more workers.

The Central Government sets a “floor wage” based on living costs and basic needs. States cannot fix wages below this amount, but they can set higher wages depending on local conditions.

Minimum wages can change based on:
• Skill level (unskilled, semi-skilled, skilled)
• Type of work
• Location

This means everyone does not get the same wage—wages depend on the work and place.

Earlier, minimum wages applied only to certain jobs. Now, the law aims to cover all employees, including organised and unorganised sectors.

This gives workers better protection from being underpaid.

For employers, it means they must follow the updated wage rules and stay compliant.

The full implementation is still pending, but the goal is clear—better wage protection, wider coverage, and fairer pay for all.

WorkersRights HRCompliance LegalAwareness LabourCodes IndiaLaw

Minimum wages sound simple, but many people still don’t know how they actually work.Under the Code on Wages, 2019, minim...
23/04/2026

Minimum wages sound simple, but many people still don’t know how they actually work.

Under the Code on Wages, 2019, minimum wages are made more clear, fair, and applicable to more workers.

The Central Government sets a “floor wage” based on living costs and basic needs. States cannot fix wages below this amount, but they can set higher wages depending on local conditions.

Minimum wages can change based on:
• Skill level (unskilled, semi-skilled, skilled)
• Type of work
• Location

This means everyone does not get the same wage—wages depend on the work and place.

Earlier, minimum wages applied only to certain jobs. Now, the law aims to cover all employees, including organised and unorganised sectors.

This gives workers better protection from being underpaid.

For employers, it means they must follow the updated wage rules and stay compliant.

The full implementation is still pending, but the goal is clear—better wage protection, wider coverage, and fairer pay for all.

Most people think a strike is just a decision.Show up or don't.Under the new Industrial Relations Code, it's not that si...
22/04/2026

Most people think a strike is just a decision.
Show up or don't.

Under the new Industrial Relations Code, it's not that simple.

60 days' advance notice. No action within 14 days of that notice. No strike during ongoing conciliation or arbitration.

Miss any of these and a lawful strike becomes unlawful overnight.

This applies to employees. It applies to unions. It applies to employers too.

The right to strike still exists.

But under the new IR Code, how you do it matters as much as why.

Timing. Documentation. Procedure.

That's what protects you now.
Know the law before the situation does.

IRCode2020 LabourLaw IndianLabourLaw EmployeeRights WorkplaceRights CorporateIndia KnowYourRights LegalAwareness HRIndia LabourRights

Most people think a strike is just a decision.Show up or don't.Under the new Industrial Relations Code, it's not that si...
22/04/2026

Most people think a strike is just a decision.
Show up or don't.

Under the new Industrial Relations Code, it's not that simple.

60 days' advance notice. No action within 14 days of that notice. No strike during ongoing conciliation or arbitration.

Miss any of these and a lawful strike becomes unlawful overnight
This applies to employees. It applies to unions. It applies to employers too.

The right to strike still exists.

But under the new IR Code, how you do it matters as much as why.

Timing. Documentation. Procedure.

That's what protects you now.
Know the law before the situation does.

Minimum wages sound simple, but in reality, many people do not fully understand how they work.Under the Code on Wages, 2...
16/04/2026

Minimum wages sound simple, but in reality, many people do not fully understand how they work.

Under the Code on Wages, 2019, the government is trying to make minimum wages more clear, fair, and applicable to more workers.

So what has changed?
The law introduces something called a floor wage.
This is the minimum level set by the central government based on cost of living.
States cannot go below this, but they can set higher wages depending on their conditions.

Minimum wages can still be different based on:
• Skill level
• Type of work
• Location
This means wages are not the same for everyone, but are adjusted based on real conditions.
Another big change is coverage.

Earlier, minimum wages applied only to certain types of jobs.
Now, the aim is to cover almost all workers, including those in the unorganised sector.
For employees, this means better protection from being underpaid.
For employers, it means staying updated with wage rules is important.

The law is not fully implemented yet, so the full impact will depend on future rules. But the direction is clear. More coverage, clearer rules, and better wage protection.

WorkplaceRights LegalAwareness CorporateLaw HRIndia EmployeeRights

Minimum wages sound simple, but in reality, many people do not fully understand how they work.Under the Code on Wages, 2...
16/04/2026

Minimum wages sound simple, but in reality, many people do not fully understand how they work.

Under the Code on Wages, 2019, the government is trying to make minimum wages more clear, fair, and applicable to more workers.

So what has changed?
The law introduces something called a floor wage.
This is the minimum level set by the central government based on cost of living.

States cannot go below this, but they can set higher wages depending on their conditions.

Minimum wages can still be different based on:
• Skill level
• Type of work
• Location

This means wages are not the same for everyone, but are adjusted based on real conditions.
Another big change is coverage.
Earlier, minimum wages applied only to certain types of jobs.

Now, the aim is to cover almost all workers, including those in the unorganised sector.

For employees, this means better protection from being underpaid.

For employers, it means staying updated with wage rules is important.

The law is not fully implemented yet, so the full impact will depend on future rules. But the direction is clear. More coverage, clearer rules, and better wage protection.

The Industrial Relations Code, 2020 has officially recognised fixed-term employment in India. This makes it important fo...
14/04/2026

The Industrial Relations Code, 2020 has officially recognised fixed-term employment in India. This makes it important for both employees and employers to understand the difference.
Here is the simple breakdown:

Fixed-Term Employment
A fixed-term job is for a specific time or project.
You still get benefits like ESI, PF, and gratuity, even if you work for a short period. There is no notice period at the end because the contract itself decides when the job ends. But employers cannot keep renewing short contracts again and again just to avoid making you permanent. This can be challenged legally.

Permanent Employment
A permanent job has no end date. It continues until you resign, retire, or are legally terminated. Employers must follow proper legal steps before terminating, including notice and compensation. There is stronger protection if you are dismissed unfairly. You also get long-term benefits based on your service and seniority.

What changed under the law
Fixed-term employees now get the same pay and benefits as permanent employees.But they do not get the same job security.

What this means for you
If you are an employee, always check your contract before signing.
If you are an employer, fixed-term hiring is not a shortcut to avoid legal obligations. Wrong classification can create serious legal trouble.

The Industrial Relations Code, 2020 has officially recognised fixed-term employment in India. This makes it important fo...
14/04/2026

The Industrial Relations Code, 2020 has officially recognised fixed-term employment in India. This makes it important for both employees and employers to understand the difference.
Here is the simple breakdown:

Fixed-Term Employment
A fixed-term job is for a specific time or project.
You still get benefits like ESI, PF, and gratuity, even if you work for a short period. There is no notice period at the end because the contract itself decides when the job ends. But employers cannot keep renewing short contracts again and again just to avoid making you permanent. This can be challenged legally.

Permanent Employment
A permanent job has no end date. It continues until you resign, retire, or are legally terminated. Employers must follow proper legal steps before terminating, including notice and compensation. There is stronger protection if you are dismissed unfairly. You also get long-term benefits based on your service and seniority.

What changed under the law
Fixed-term employees now get the same pay and benefits as permanent employees. But they do not get the same job security.

What this means for you
If you are an employee, always check your contract before signing.
If you are an employer, fixed-term hiring is not a shortcut to avoid legal obligations. Wrong classification can create serious legal trouble.

You can’t do what you want. You do what’s legalIndia’s Industrial Relations Code, 2020 has changed how businesses must t...
09/04/2026

You can’t do what you want. You do what’s legal

India’s Industrial Relations Code, 2020 has changed how businesses must think about workforce actions such as strikes, layoffs, and retrenchments.

The intent is to create a more structured dispute-resolution framework while increasing compliance responsibility for employers.

For businesses, the practical impact is significant. Rules around notice requirements, industrial disputes, standing orders, and conditions for retrenchment now demand closer attention. In certain establishments, prior government approval thresholds and procedural safeguards can materially affect workforce decisions.

For employees, the Code seeks to balance industrial peace with procedural protections. It places greater emphasis on lawful process before drastic employment actions are taken.

The key takeaway for employers is this: workforce decisions can no longer be handled informally or reactively. Before initiating a strike-related response, layoff plan, or retrenchment exercise, businesses should review their internal policies, documentation, and compliance readiness.

In a stricter regulatory environment, process is not optional; it is the safeguard.

LegalUpdates WorkplaceLaw HRIndia EmploymentLaw Layoffs Retrenchment StrikeRules ComplianceMatters IndianBusinesses LegalAwareness HRInsights CorporateCompliance LabourReforms IndiaLaw WorkplaceRights

You can’t do what you want. You do what’s legalIndia’s Industrial Relations Code, 2020 has changed how businesses must t...
09/04/2026

You can’t do what you want. You do what’s legal

India’s Industrial Relations Code, 2020 has changed how businesses must think about workforce actions such as strikes, layoffs, and retrenchments. The intent is to create a more structured dispute-resolution framework while increasing compliance responsibility for employers.

For businesses, the practical impact is significant. Rules around notice requirements, industrial disputes, standing orders, and conditions for retrenchment now demand closer attention. In certain establishments, prior government approval thresholds and procedural safeguards can materially affect workforce decisions.

For employees, the Code seeks to balance industrial peace with procedural protections. It places greater emphasis on lawful process before drastic employment actions are taken.

The key takeaway for employers is this: workforce decisions can no longer be handled informally or reactively. Before initiating a strike-related response, layoff plan, or retrenchment exercise, businesses should review their internal policies, documentation, and compliance readiness.

In a stricter regulatory environment, process is not optional; it is the safeguard.

Salary credited. Still broke. Why?India’s Wage Code, 2019 is more than a compliance update—it’s quietly reshaping how yo...
07/04/2026

Salary credited. Still broke. Why?

India’s Wage Code, 2019 is more than a compliance update—it’s quietly reshaping how your salary is structured.

While your overall CTC may remain unchanged, the composition beneath it could shift. A higher basic pay means increased PF and gratuity contributions—which sounds responsible, until you notice your take-home salary playing a disappearing act.

What’s really changing?
• Basic pay may increase
• Allowances may reduce
• Deductions may rise
• In-hand salary may feel lighter

The takeaway? Your salary isn’t just about what you earn—it’s about how it’s structured.

So if you haven’t looked closely at your payslip lately, now might be a good time. Because clearly, HR has been looking at it very closely already.

Corporate India, your work rules are changing in 2026India has changed its labour laws — and this is not a small update....
02/04/2026

Corporate India, your work rules are changing in 2026

India has changed its labour laws — and this is not a small update.

29 different laws have now been combined into 4 Labour Codes.

So what does this actually mean for you?
If you’re an employer or HR team:
You can’t treat compliance like separate checklists anymore.
Everything is now connected
salaries, working hours, contracts, safety rules, even how you manage employees.

If you’re an employee:
This is meant to protect you better
1. fair wages
2. better social security
3. safer workplaces

But here’s the real point
2026 is not business as usual.

If companies don’t update their:
contracts
HR policies
payroll systems

they could easily fall into compliance issues.

Simple takeaway:
Old templates won’t work in a new system.

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Panchkula
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