by Prompt Personnel | Nov 27, 2025 | POSH Compliance
A safe workplace is not created by rules alone. It grows through everyday interactions, consistent awareness, and the confidence employees feel when they know they will be heard and protected. This is the real essence of POSH compliance. It goes far beyond policies or mandatory sessions. It is about shaping a culture where dignity is non-negotiable, and respect becomes part of the organisation’s identity.
At Prompt Personnel, we have spent close to three decades supporting organisations across India with HR and compliance solutions. Through this journey, we have seen how deeply workplace behaviour influences how secure employees feel. A well-written policy can guide actions; however, real trust comes from awareness, understanding, and compassionate training. This is why our approach to POSH awareness training focuses on people first.
Many organisations still view POSH training for employees as a legal requirement. It is a cultural investment that strengthens brand perception, employee wellbeing, and long-term organisational health. When people feel safe, they collaborate better, voice concerns early, and contribute more openly. Workplace relationships improve, productivity rises, and retention strengthens. These outcomes show why POSH must be embraced as a cultural priority—not just a checklist item.
Why POSH Is About Culture and Not Just Compliance
Compliance fulfils the law. Culture reflects who you are as an organisation. POSH sits at this intersection. While the law mandates policy creation, employee training, Internal Committee constitution, and reporting mechanisms, these steps alone cannot guarantee a harassment-free environment.
Employees need clarity. They must understand what inappropriate behaviour looks like, how power imbalance influences interactions, and how emotional well-being is affected by repeated discomfort or unsafe situations. They also need the confidence that their concerns will be handled with seriousness and empathy. This can only happen when organisations treat POSH compliance as a commitment to people rather than an annual formality
A culture built on trust allows employees to speak up without fear. It encourages healthy communication and removes the stigma around reporting. When this culture strengthens, compliance becomes a natural outcome instead of a forced obligation.
Our Approach: Awareness, Accountability, and Action
At Prompt Personnel, we believe POSH compliance becomes meaningful when awareness, accountability, and action work together. Awareness helps employees recognise harmful behaviours. Accountability encourages leadership and colleagues to take responsibility. Action ensures every concern is addressed with sensitivity and fairness.
We design POSH awareness training to make employees feel safe to learn and participate. Each session reflects real workplace situations and challenges employees commonly face. This helps teams connect with the subject rather than view it as theoretical.
We also work closely with leadership and Internal Committee members to help them understand their responsibilities. A well-informed IC builds trust, handles cases with neutrality, and documents processes correctly.
Our goal is to build systems that employees can rely on. When training, counselling, and complaint handling work as a connected framework, organisations develop long-term resilience. People feel supported, leaders remain accountable, and workplace culture strengthens.
Winning a client once is only the beginning. Converting that engagement into a recurring relationship requires reliability, empathy, and initiative.
The Role of Continuous Sensitisation in Brand Reputation
Workplace culture is one of the strongest reflections of an organisation’s values. A respected brand is not defined only by its products or growth—it is defined by how it treats people. Regular POSH awareness training helps maintain this clarity.
Employees come from diverse backgrounds with varied experiences. Their understanding of boundaries, communication, and respect may not be the same. Without continuous sensitisation, misunderstandings and harmful behaviour may arise. Regular refreshers maintain transparency and help new employees align with organisational expectations.
From an employer branding perspective, consistent POSH training for employees shows that the organisation values dignity and safety. It reduces reputational risks caused by mishandled incidents or silence around harassment.
Most importantly, ongoing awareness builds empathy. Employees learn how to intervene respectfully, understand how small actions affect others, and become more mindful of their behaviour. This collective awareness shapes a supportive environment.
How Our Training Builds Long-Term Behavioural Change
Behavioural change does not occur in a single session. It develops through consistent learning, reflection, and shared responsibility. Our POSH training for employees is designed as a steady, human-centred process that encourages real behavioural improvements.
1. Building Clarity and Understanding
We help employees understand what respectful behaviour looks like at work. Key areas include:
- Recognising acceptable and unacceptable actions
- Understanding subtle forms of harassment
- Learning from workplace examples
- Reflecting on spoken and unspoken cues
This clarity sets the foundation for further learning.
2. Strengthening Self-Awareness
Many behaviours are shaped by habit or unconscious bias. This part focuses on:
- Identifying personal biases
- Understanding how reactions impact colleagues
- Becoming mindful of tone and gestures
- Taking responsibility for creating a safe environment
Self-awareness encourages empathy and reduces misjudgement.
3. Developing Safe Intervention Skills
A safe workplace depends on colleagues who know how to step in respectfully when needed. Employees learn to:
- Recognise situations requiring support
- Act as responsible bystanders
- Escalate concerns correctly
This strengthens collective responsibility.
4. Equipping Internal Committee Members
Internal Committee members carry key responsibilities. Our IC training includes:
- Conducting fair, empathetic inquiries
- Active and sensitive listening
- Aligning processes with legal guidelines
This builds IC capability and trust.
Within the Prompt Privilege network, franchise partners receive CRM and reporting tools that simplify this process, helping them maintain professionalism and consistency while scaling client portfolios.
5. Reinforcing Behaviour Through Continuous Sensitisation
Lasting change requires reinforcement through:
- Periodic refresher sessions
- Scenario-based discussions
- Organisation-wide communication
These steps help employees internalise respectful behaviour.
6. The Result of a Structured, People-First Process
When organisations adopt a structured approach, workplace behaviour evolves meaningfully. Employees become more conscious, leaders become stronger role models, and teams learn how to support one another. Over time, workplaces grow more inclusive, respectful, and emotionally secure.
Creating Safer Workplaces with a People-First Mindset
A safe workplace is a shared responsibility. Employees, leaders, HR teams, and the Internal Committee all contribute to the environment people experience daily. When an organisation commits to POSH awareness training with genuine intent, it sends a clear message: every person matters, and every concern deserves attention.
At Prompt Personnel, we help organisations build safer workplaces through structured POSH compliance, continuous sensitisation programs, and comprehensive IC training. If your teams work in hybrid or distributed settings, you can also explore our insights on choosing between online and onsite POSH sessions in Blog 2 of this series.
If your organisation is ready to foster a culture where respect is a shared value, we are here to support you. Our goal is to help every workplace become more informed, empathetic, and secure for all.
by Prompt Personnel | Nov 18, 2025 | POSH Compliance
As workplaces become more hybrid and geographically spread out, employees no longer learn or engage in the same way. Teams operate from offices, plants, homes, and client sites, and each group experiences workplace interactions differently. This shift has changed how organisations approach POSH awareness. Training that once depended mainly on classroom sessions now needs formats that fit varied schedules, locations, and comfort levels.
POSH learning is most effective when employees can access it easily and feel comfortable participating. Some employees learn better through guided conversations and group discussions, while others prefer the privacy and flexibility of online modules. The real question is not which format is superior, but which format supports your people in the best possible way.
At Prompt Personnel, we have seen that the right mix of online POSH training and onsite workshops helps organisations strengthen both compliance and culture. Understanding how each format works and when to use it is the first step toward building a workplace where employees feel safe, informed, and respected.
The Evolution of POSH Learning in Hybrid Setups
When the POSH Act first came into effect, most organisations relied on classroom training. These sessions were held onsite, usually as half-day or full-day workshops. They helped build initial awareness among employees and Internal Committee members. As teams started working across multiple cities, work-from-home arrangements grew, and field staff became more widespread, the limitations of purely classroom-based sessions became clear.
Organisations began adopting e-learning modules, virtual instructor-led training, and self-paced POSH courses online. These formats helped reach employees who could not attend in-person sessions because of travel, shift patterns, or geographic distance.
Today, workplaces are more dynamic than ever. Hybrid teams need learning solutions that are flexible and accessible, but they also need meaningful interaction around sensitive topics like harassment, bystander intervention, confidentiality, and grievance handling. This shift has pushed organisations to rethink how POSH training should be delivered.
Our Blended Learning Model at Prompt Personnel
At Prompt Personnel, we design POSH awareness programs with a blended approach because every organisation has different realities. We deliver training in multiple formats so that HR teams can choose what works best for their people.
- Self-paced online POSH training
Employees learn through structured modules available on our LMS. The content includes scenarios, case examples, short videos, and assessments. This is ideal for large teams, remote staff, and employees who work on rotational shifts.
- Instructor-led POSH sessions
We conduct in-person workshops and live virtual sessions for teams that need deeper discussion. These sessions allow employees to ask questions, clarify doubts, and reflect on real situations that may occur in their work environment.
- Advanced learning for IC and leadership
We offer masterclasses, refresher trainings, and specialised sessions that help Internal Committee members build decision-making, inquiry, and documentation skills.
This blended structure ensures both reach and depth. It also helps organisations maintain consistent learning across the year instead of relying on a single annual workshop.
- Advantages of Online POSH Training
Online POSH training is a valuable tool for organisations with distributed workforces. It allows employees to access learning without disrupting daily operations.
Here are some of the key strengths:
Online modules allow companies to train hundreds or thousands of employees quickly. Every employee receives the same content, which ensures consistency across locations.
- Convenient for hybrid teams
Remote staff, sales teams, and field employees can complete their POSH course online at a time that suits their schedule. This reduces resistance and improves completion rates.
- Suitable for induction and refreshers
New employees can be onboarded instantly through online POSH courses. Annual refreshers can also be completed easily through LMS modules.
- Easy tracking and audit readiness
HR teams gain access to reports, assessments, and training records. This supports compliance under the POSH Act and makes audits smoother.
Online learning works especially well as the foundation for POSH awareness. It ensures every employee understands their rights, responsibilities, and the organisation’s policy structure.
Advantages of Onsite and Instructor-Led POSH Workshops
The strengths of instructor-led sessions include:
- Interactive and engaging atmosphere
Employees can ask questions directly, discuss concerns, or talk about grey areas. This level of interaction builds clarity that self-paced formats sometimes cannot offer.
- Real-time reflection through case studies
Facilitators use role-play, group discussions, and scenario analysis to show how POSH principles apply in real workplace situations.
Every organisation has its own culture. Trainers can adjust examples and explanations in real time to make the session relevant to the participants in the room.
When leaders join onsite sessions, it reinforces that POSH is a cultural priority rather than a formality.
These sessions are especially powerful for teams that work closely together in shared spaces such as plants, warehouses, corporate floors, and customer-facing environments.
Choosing Between Online and Onsite: Key Decision Factors
Most organisations do not have to choose one format over the other. The goal is to find the right mix based on workforce characteristics. Some practical decision points include:
- Workforce size and location
Large, multi-city teams benefit from online training for basic awareness.
Smaller or single-location teams may prefer onsite sessions for annual sensitisation.
- Employee roles and responsibilities
Supervisors, team leads, and customer-facing employees often need instructor-led training to understand complex scenarios.
Back-office staff can be covered effectively through online POSH training.
- Work environment
Plants, warehouses, and manufacturing units may require onsite sessions supported by LMS modules.
IT and consulting teams often prefer flexible online POSH courses.
- Compliance and audits
Companies under strict audit cycles may choose online learning first for trackable documentation.
Those focusing on culture-building may add onsite workshops for higher engagement.
A combination of these factors helps organisations choose a format that feels supportive, practical, and aligned with their goals.
Why a Blended POSH Strategy Works Best
A blended strategy brings the best of both worlds. It allows organisations to maintain compliance while promoting genuine behavioural change.
A simple structure looks like this:
Start with online training for awareness
Every employee completes a POSH course online to understand rights, responsibilities, policy details, and definitions.
Add instructor-led sessions for depth
Annual or bi-annual POSH workshops for corporates help employees internalise this knowledge and apply it to real situations.
Offer specialised programs for IC members
Advanced workshops strengthen investigation skills, inquiry processes, documentation, and confidentiality.
Prompt Personnel already provides this complete ecosystem, from policy drafting to IC formation, training, documentation, and annual returns. This helps organisations build a long-term, reliable POSH compliance framework.
If you want to explore how specialised programs strengthen Internal Committee capability, you can read our next blog titled Empowering Internal Committees: Advanced POSH Workshops That Deliver Impact.
Creating a Safe Workplace Through the Right Training Mix
A safe workplace grows when employees feel informed, supported, and confident about speaking up. Choosing the right POSH training format helps teams understand boundaries clearly and respond responsibly when something feels uncomfortable. The goal is not only compliance but long-term cultural awareness.
At Prompt Personnel, we bring more than 28 years of rich HR excellence, supported by a strong repository of certified trainers who specialise in POSH sensitisation. With over 3500 employees trained across industries and locations, we understand how to design learning experiences that reach people effectively and respectfully.
Whether you choose online POSH training, POSH workshop for corporates, or a blended format, we tailor every program to fit your organisation’s needs. Our aim is simple. We help you build workplaces where safety is consistent, respect is shared, and every employee feels valued.
by Prompt Personnel | Nov 13, 2025 | HR outsourcing companies in Mumbai
As businesses expand across cities, adopt hybrid work models, and operate with varied workforce structures, the demands on HR teams have never been greater. Hiring, onboarding, payroll, compliance, employee support, performance processes, and documentation all require structured attention every single day. For many organisations, handling everything in-house becomes overwhelming and inefficient, especially when the priority is growth.
This is why more companies in India are moving toward strategic HR outsourcing services. They want dependable support that manages routine HR operations with accuracy, scale, and consistency. They also want an expert partner who understands India’s complex labour landscape, follows statutory requirements, and provides technology-enabled solutions that simplify how HR functions.
At Prompt Personnel, we understand this shift clearly. Over the last 28+ years, we have supported organisations across industries and sizes with complete HR outsourcing solutions designed to remove operational load while improving efficiency, compliance, and workforce experience. Our approach is not transactional. It is end-to-end, people-centred, and built to help businesses stay focused on what drives growth.
The Rising Need for Strategic HR Partnerships
Human resources are no longer limited to paperwork or employee administration. Modern HR teams are expected to work on culture, engagement, performance, productivity, and leadership development. However, the reality is that most HR teams lose significant time to:
- hiring across multiple levels and locations
- managing large temporary or project-based workforces
- process payroll and statutory deductions
- manage complex compliance and labour law requirements
- to do documentation and record management
- to do background checks and verification
- update HIRS, attendance, and leaves
When these operational responsibilities pile up, strategic HR takes a back seat.
This is where HR outsourcing services create real impact. With an expert managing the operational layer, organisations gain the time, clarity, and capability to invest in deeper HR initiatives. For businesses scaling across geographies, HR outsourcing also ensures uniform processes, compliance control, and consistent employee experience.
How Prompt Personnel Delivers End-to-End HR Operations
Prompt Personnel is positioned as one of the experienced HR outsourcing companies in India with the capability to manage 360-degree HR operations. Our solutions cover every critical HR activity that supports business continuity.
1. Temporary Staffing and Managed Services
We offer temporary staffing solutions for general. This includes:
- blue-collar staffing
- industry-specific staffing for retail, BFSI, telecom, logistics, infrastructure, healthcare and manufacturing
Our managed services model ensures continuous workforce support, attendance control, documentation, contractor compliance, and seamless onboarding and exit processes. As organisations scale rapidly across locations, this support becomes essential for maintaining operational efficiency.
2. Permanent Recruitment and Expert Search
Hiring mid, senior, and top-level professionals requires specialised skill. Our teams use research-driven headhunting methods to identify the right talent for leadership and critical roles. This ensures companies always receive candidates aligned with skill, culture, and long-term growth potential.
3. Payroll Processing and Compliance Support
Payroll accuracy is central to employee satisfaction and statutory compliance. We manage end-to-end payroll, including:
- Monthly salary processing
- PF, ESIC, PT, LWF deductions
- Statutory filings
- Payslip distribution
- Payroll compliance documentation
Our labour law advisory and compliance support ensures organisations stay aligned with ever-changing state and central laws.
4. HRIS, Automation and Digital HR Tools
A modern HR function relies on technology. Prompt Personnel provides HRIS-driven automation, including:
- Mobile attendance systems
- Leave management
- Reimbursement management
- Digital onboarding through the Prompt Jobs mobile app
- Employee document management system
This reduces manual work, prevents errors, and gives HR teams complete visibility across locations.
5. Background Verification and HR Administration
We conduct thorough background verification checks, including:
- Address verification
- Employment history
- Professional reference checks
- Qualification verification
Alongside this, we manage critical HR administration tasks such as employee assistance, performance process support, and coordination across teams for seamless daily operations.
Strategic Advantages of HR Outsourcing with Prompt Personnel
Companies do not choose an HR outsourcing partner for convenience alone. They choose a partner who enhances the speed, accuracy, and reliability of HR operations.
Here are the key advantages organisations gain with Prompt Personnel:
1. Cost Efficiency and Better Resource Allocation
Managing HR internally needs specialised talent, infrastructure, technology, and constant upskilling. HR outsourcing reduces overheads by:
- Eliminating the need for large in-house HR teams
- Minimising investment in HR technology
- Reducing compliance-related penalties
- Cutting costs of hiring, training, and attrition
This allows companies to focus their resources on core operations and revenue-generating activities.
2. Improved Compliance and Reduced Risk
Compliance errors can lead to penalties, employee disputes, and reputational issues. With our labour law expertise and PAN India presence, businesses stay protected from compliance risks. We handle:
- Statutory adherence
- Documentation
- Vendor compliance
- Audit preparedness
- Location-wise regulatory requirements
This ensures organisations operate safely within India’s labour ecosystem.
3. Scalability Across Locations
Whether a company is onboarding 20 employees or 2,000 across multiple cities, our HR outsourcing services scale smoothly. We support distributed, on-site, remote, and hybrid teams with equal consistency.
4. Faster Hiring Through Wide Network Access
With extensive networks, industry knowledge and state-level presence, Prompt Personnel accelerates hiring cycles. We reduce time-to-fill, improve candidate matching, and maintain strong pipelines for both permanent and temporary roles.
5. Reliable Processes and 24/7 Support
We offer:
- 24/7 client support
- Extensive network of business associates
- On-ground teams across states
- Clear SOPs across every HR function
This makes HR operations predictable, transparent, and dependable.
Why India’s Leading Brands Trust Prompt Personnel
Over 28+ years, Prompt Personnel has earned the confidence of organisations across Retail, Logistics, BFSI, Telecom, Manufacturing, Ecommerce, and Infrastructure. Companies trust us because:
- We take complete ownership of HR operations
- We customise solutions for each business model
- We support clients across their entire growth journey
- We handle scale, complexity, and compliance with expertise
- We maintain long-term partnerships built on reliability
Our end-to-end approach positions us strongly among HR outsourcing companies in India. For businesses looking for the best HR outsourcing partner, Prompt Personnel offers a depth of experience, technology capability, and a human-first service culture that aligns with modern workforce needs.
A Human-Centred HR Outsourcing Partner
HR outsourcing is not simply about reducing workload. It is about creating a smooth employee experience, building a compliant organisation, and supporting business growth with dependable systems.
At Prompt Personnel, we combine technology, expertise, and PAN India execution to offer HR outsourcing services that are structured, scalable and responsive to your needs. Whether you are expanding into new markets, hiring at scale, or simply looking to strengthen your HR capability, we are committed to being your long-term compliance and HR operations partner.
If you want to understand how HR outsourcing creates direct financial impact, you can explore our upcoming blog titled How Prompt Personnel Helps You Save Money with Better HR Vendor Management.
Connect with us to explore ways to simplify HR processes and operate with greater efficiency. Our team can help you design a model that supports both your present needs and long-term growth.
by Prompt Personnel | Nov 7, 2025 | labour law advisory, Uncategorized
India has undertaken one of the most sweeping labour reforms in its post-independence history. On 21st November 2025, the Government of India finally enforced the four amalgamated Labour Codes, replacing 29 obsolete labour laws with a uniform, modern regulatory environment. These New Labour Codes India might serve to bring a change to the labour landscape of the country by enhancing protection for workers, increasing social security, formalizing jobs, and making compliance easier for businesses.
The new framework, through a streamlined and technology-friendly system, addresses decades-old challenges like informality, inconsistent regulations, and complicated compliance procedures. It also brings India’s labour regime in line with global standards, advancing the cause of a more competitive and transparently inclusive economy.
This blog breaks down the key changes introduced under the unified labour code framework and highlights important new updates.
Overview of the Four New Labour Codes
Code On Wages, 2019
| FOCUS AREA | CODE OF WAGES, 2019 | EARLIER LAW |
| Applicability | Covers every category of employee across both organised and unorganised sectors. | The Minimum Wages Act, 1948 applied only on scheduled employments, limiting coverage. |
| Coverage | Covers all employees without any wage limit, including supervisor & managers | Applied to those employees drawing less than Rs.24,000/- for filing claim under Payment of Wages Act, 1936 |
| Floor Wages | Empowers the Central Government to prescribe a national floor wage, with the flexibility to vary it for different States or geographical zones. | The Minimum Wages Act had no mechanism for setting a floor-level wage across the country. |
| Time Limit for Wage Claims | Employees may raise wage-related claims within three years. | The Minimum Wages Act allowed claims only within six months. |
| Bonus Eligibility | Continues the statutory bonus range of 8.33%–20%, but leaves the wage eligibility limit to be notified by the appropriate Government for their jurisdictions. | Under the Payment of Bonus Act, eligibility was restricted to employees earning ₹21,000 per month or below. |
| Accounting Year for Bonus Calculations | Fixes a uniform accounting year from 1 April to 31 March, with no option to alter it. | Under the Payment of Bonus Act, employers were not tied to this cycle; the accounting year could differ, be changed once by the employer, and in some cases exceed a 12-month period. |
| Disqualification from Bonus | Disqualification includes all earlier listed misconducts (in the previous law) , with an added bar for employees convicted of sexual harassment. | Under the Payment of Bonus Act, 1965, employees were disqualified for acts such as fraud, theft, misappropriation, and riotous & disorderly behaviour leading to dismissal. |
| Bonus Liability During Dispute | When a dispute over higher bonus is sent for adjudication, the employer must still pay at least 8.33% as minimum bonus. | The Payment of Bonus Act, 1965 did not address this area. |
| Mode of Payment of Bonus | Bonus must be transferred directly to the employee’s bank account. | Payment could be made in cash. |
| Gender-Based Wage Discrimination | Explicitly bans discrimination in wages and hiring for identical or similar work, defining similar work in terms of comparable skill, effort, experience, and responsibility. | The Equal Remuneration Act, 1976 restricted discrimination only in wage payments. |
| Gender Bias in Recruitment | Prohibits gender-based discrimination in hiring, promotions, and transfers. | The Equal Remuneration Act, 1976 did not address this area |
| Registers & Returns | Requires maintenance of only two registers and filing of one consolidated return. | Mandated more than ten registers and four separate returns. |
| Territorial Jurisdiction of Inspector-cum-Facilitator | This area has not been addressed | Inspectors were appointed for specific geographic areas. |
Code On Social Security, 2020
| FOCUS AREA | CODE ON SOCIAL SECURITY, 2020 | EARLIER LAW |
| Maintenance of Registers and Records | Requires documentation on employee engagement, apprentice details, wages, hazardous incidents, injuries, vacancies, and mandatory notices. | The earlier law did not prescribe records in this manner. |
| Limitation Period for Assessment of Dues | Provident fund inquiries cannot begin after five years from the period in question. | No time limit under Section 7A of the EPF & MP Act. |
| Penalties for Non-Compliance | Penalties apply for failure to pay contributions, wrongful deductions, and non-submission of returns or reports. | Penalties existed under earlier statutes. |
| Enhanced Punishment for Repeat Offences | Provides stricter penalties for subsequent violations. | The earlier law did not address this area |
| Power to Reduce/Defer Contributions | The Central Government may defer or reduce employer/employee ESI or PF contributions for up to three months during pandemics or natural disasters. | The earlier law did not address this area |
| Misuse of Benefits | Establishments or individuals misusing benefits may be denied further entitlements. | The earlier law did not prescribe records in this manner. |
| Reporting Vacancies to Career Centres | Employers must notify the government before filling vacancies; exemptions include agriculture, domestic work, and engagements under 90 days. | Similar requirements existed under the Employment Exchanges (CNV) Act, 1959, but in a different form. |
| Registration of Unorganised, Gig, and Platform Workers | Worker registration is allowed upon production of basic documents including Aadhaar. | The earlier law did not address this area |
| Schemes for Unorganised, Gig, and Platform Workers | Provides ESI-related benefits for gig workers, platform workers, and their families based on contributions. | The earlier law did not address this area |
| Schemes for Gig and Platform Workers | Central Government may introduce schemes offering life and disability insurance, accident cover, health and maternity support, old-age protection, crèche facilities, and other benefits funded through a social security fund; a dedicated board will also be established. | The earlier law did not address this area |
| Welfare Schemes for Unorganised Workers | Central Government: May launch schemes covering life and disability insurance, health and maternity benefits, old-age protection, education, and other welfare measures. State Governments: May introduce schemes for provident fund, employment injury compensation, housing, children’s education, skill enhancement, funeral support, and old-age homes. | The earlier law did not address this area |
| National and State Boards for Unorganised Workers | Establishes a 42-member National Social Security Board along with corresponding State Boards. | The earlier law did not address this area |
| Helplines and Facilitation Centres | Requires governments to set up toll-free helplines and facilitation centres for unorganised, gig, and platform workers. | The earlier law did not address this area |
| Registration and Cancellation of Establishments | Registration is required only if the establishment is not already registered under any other labour law. | Each Act mandated a separate registration. |
| ESI Corporation’s Rights When Employers Fail to Register | Allows the Corporation to recover expenses incurred for insuring an employee belatedly covered by a non-compliant employer. | The earlier law did not address this area |
| Liability for Excess Sickness Benefit Due to Poor Conditions | Owners of factories or tenements may be held liable when unsanitary conditions cause excessive sickness benefit claims. | The earlier law did not address this area |
| Presumption of Accident During Employment | Extends protection to individuals who may suffer injury during an accident, including those travelling in employer-approved vehicles from the workplace. | Similar provisions existed but were fragmented across sections. |
| Appointment and Powers of Inspector-cum-Facilitators | Inspectors also act as facilitators, guiding employers and workers on compliance in addition to inspections. | Inspectors were limited to inspection functions. |
| Appeals to Tribunal | Appeals relating to provident fund matters require depositing 25% of the disputed excess amount. | The requirement could go up to 75% under previous labour law |
| Funding of State Government Schemes | Schemes may be financed jointly by State contributions, worker contributions, and Central assistance. | The earlier law did not address this area |
Industrial Relations Code, 2020
| FOCUS AREA | INDUSTRIAL RELATIONS CODE | EARLIER LAW |
| Industry | Exclusions from the definition of ‘industry’ – Excluded Any capital has been invested for the purpose of carrying on such activity; or such activity is carried on with a motive to make any gain or profit, but does not include – (i) institutions owned or managed by organisations wholly or substantially engaged in any charitable, social or philanthropic service; or(ii) any activity of the appropriate Government relatable to the sovereign functions of the appropriate Government including all the activities carried on by the departments of the Central Government dealing with defence research, atomic energy and space; or(iii) any domestic service; or(iv) any other activity as may be notified by the Central Government. | Did not exclude, with the exception of domestic service, which was determined by judicial interpretations. |
| Employee | Introduced in the Industrial Relations Code, 2020. Includes any manual, operational, supervisory, management, administrative, technical, clerical, skilled, semi-skilled, or unskilled work done for pay or employment. | Never existed, with the exception of “workman,” which is not included in the Code. |
| Worker | This includes working journalists and sales promotion employees. | The Industrial Disputes Act only specified “workman,” while other pertinent Acts referred to “employee.” |
| Fixed Term Employment | Fixed term employment will be eligible to all statutory benefits including gratuity which will be available to them even for serving for one year. | The earlier law did not address this area. |
| Retrenchment | Excludes a worker’s service termination due to the end of their fixed-term employment. | The earlier law did not address this area. |
| Negotiating Union or Negotiating Council | By introducing the idea of a negotiating union or negotiating council, it has closed the loophole of taking use of the numerous unions within an establishment or organization. | The earlier law did not address this area. |
| Trade Union Forum For Appeal | Only the Tribunal may hear an appeal against non-registration or termination of registration. | It lies before the High Court also. |
| Industrial Tribunal | Would consist of two members to be appointed by the appropriate Government out of whom one shall be a Judicial Member and the other, an Administrative Member. | The Industrial Tribunal had just one member. |
| Flash Strike | It is completely prohibited. | There’s no such prohibition. |
| Prohibition Of Strike | If strikers decided to go on strike, they had to notify their employers at least 14 days in advance. This notice is good for up to 60 days. Strikes are forbidden while tribunal or arbitrator proceedings are pending. | Only in services provided by public utilities 14 days’ notice was required. |
| Re-Employment Of Retrenched Worker | Re-employment within a period of one year only. | There was no such period that was prescribed. |
| Prior Permission For Lay-Off, Retrenchment And Closure Of Industrial Establishment | Applies to a business with at least three hundred employees that isn’t seasonal or where work is done sporadically. | Applied for industrial establishment where 100 or more workers are employed |
| Composition Of Offences | Could be settled for a sum of 50% of the maximum fine allowed for such an offense, which is penalized by a fine alone, and for a sum of 75% of the maximum fine allowed for such an offense, which is punishable by either a fine or imprisonment for a maximum of one year. | The earlier law did not address this area. |
| Workers Reskilling Fund | Comprising contributions from an industrial establishment’s employer equal to fifteen days’ worth of wages that the employee had taken out just prior to the layoffs, or any other number of days that the Central Government may specify for each laid-off employee in the event of a layoff. | The earlier law did not address this area. |
Occupational Safety, Health And Working Conditions Code 2020
| FOCUS AREA | OSH CODE | EARLIER LAW |
| Registration | Every employer of any establishment to apply for registration digitally | Under each Act, separate registration was necessary. |
| Appointment Letter | Appointment letter to be issued to every employee | The earlier law did not address this area. |
| Rights Of Employee (Sec-14) | Every employee has the right to report to the Safety Committee and request information about their health and safety from their company. | The earlier law did not address this area. |
| Responsibility Of Employer | For maintenance of health, safety and working conditions of the employees. | There were different forms of this. |
| Daily And Weekly Hours Of Work | 48 hours per week and 8 hours each day A journalist may work up to 144 hours over the course of four consecutive weeks and at least 24 hours over the course of seven consecutive days. Particular provisions for holiday leave, casual leave, and other types of leave for working journalists and sales promotion employers. | The earlier law addressed this area. The earlier law did not address this area. The earlier law did not address this area. |
| Overtime Working | With the consent of the worker, overtime is allowed. | The earlier law did not address this area. |
| Notice Of Periods Of Work | Notice of the work time is displayed every day. | The earlier law addressed this area in different forms. |
| Annual Leave With Wages | One day out of every twenty days that he works | This was addressed in the earlier law as well. |
| Encashment Of Leave | Workers are entitled to encash leave above the ceiling as prescribed. | The earlier law did not address this area. |
| Employment Of Women During Night Shift | The employer may hire a female employee between 7 p.m. and 6 a.m., subject to conditions like working hours, holidays, and safety. | This was addressed in the earlier law. |
| Contract Labour | Licence for engaging contract labour can be obtained for working in more than one State, or for the whole of India, valid for a period of five years. | There is no such provision and validity of the license is 12 months. |
| No Recovery From Contract Labour | Neither directly nor indirectly may the contractor charge in full or in part, any commission or charge from Contract labour | The earlier law did not address this area. |
| Contract Labour in Core Activity | Permitted under certain conditions. | It exists unless prohibited by the government. |
| Welfare Facilities To Contract Labour | This is to be provided by the Principal Employer | Contractor responsible for providing welfare facilities to his contract labour. |
| Code Not To Apply in Certain Cases | Excavation of the mine is being done solely for prospecting, not to collect minerals for use or sale, according to the conditions mentioned, etc. | The earlier law did not address this area. |
| Employment Of Persons Below Eighteen Years Of Age (Sec.70) | Relates to the employment of persons below 18 years of age. It stipulates that no one under the age of 18 may work in any mine or part thereof; however, this age restriction does not apply to apprentices or other trainees. | This law existed in different formats earlier. |
| Employment Of Audio-Visual Worker | Employment under a defined written agreement that is registered with the appropriate authority. | The earlier law did not address this area. |
| Notices Of Certain Accident, Dangerous Occurrence And Diseases | Notices to the authorities and for diseases as specified under Third Schedule of the Code | This law existed in different formats earlier. |
| Welfare Facility in The Establishment | Employers are accountable for providing and maintaining any welfare amenities for their staff that may be mandated by the central government. | The earlier law addressed this area. |
| Registers And Records | The register and records are to be maintained by the employer. | This existed where it was required to maintain more than one register. |
| Factory License To Industrial Premises And Person. | No employer may use or permit the use of any location or property without a license. | Existed differently. |
| National Occupational Safety And Health Advisory Board | Central government to constitute the national occupational safety and health advisory board | The earlier law did not address this area. |
| Welfare Officer | On 250 workers in mines, factories, and plantations. | 500 workers in a factory. |
| Safety Committee And Safety Officer | On 500 employees in a plant. On 250 employees engaged in dangerous work. On 250 labourers engaged in construction. On 100 miners | On 1000 workers. |
| Special Powers Of Inspector-Cum-Facilitators | Actions to be taken in the event of a major hazard or impending threat in a mine or plant | Existed in a different form. |
| Offenses And Penalties | Increased penalties and different imprisonment terms for various violations. | Lower Penalties and Shorter Imprisonment Terms |
Key Changes in the New Labour Codes
- Universal Minimum Wages
- For the first time, minimum wages apply to all workers, regardless of sector or skill level – organized or unorganized.
- The Central Government will set a National Floor Wage. States cannot fix wages lower than this benchmark.
- A unified definition of “wages” reduces disputes related to bonus, overtime, and statutory contributions.
- Social Security Expansion
- Inclusion of gig workers, platform workers, and unorganized workers under social security schemes for the first time.
- A new National Social Security Board to frame welfare policies for these categories.
- Universal registration through a Social Security Account linked to Aadhaar.
- Expansion of ESIC coverage to more establishments and areas.
- Voluntary schemes for self-employed workers under EPFO and ESIC benefits.
- Mandatory Appointment Letters
- Employers have to ensure all employees get appointment letters outlining their pay, work schedule, leave policies, and terms of employment.
- Regardless of the size of the establishment, this obligation is applicable to all industries.
- Gender Inclusivity & Flexible Working Hours
- Women are now legally permitted to work night shifts (between 7 pm and 6 am), with their written consent and safety provisions provided such as transportation, security.
- All sectors have uniform policies on flexible work schedules and overtime.
- Provisions introduced to prevent discrimination in recruitment, wages, and working conditions.
- Layoff, Retrenchment & Closure Flexibility
- Only businesses with 300+ employees are now subject to the requirement for prior approval of layoffs, retrenchments, or closures (up from the previous limit of 100).
- Establishments below this size can make business decisions with fewer procedural barriers.
- A new Reskilling Fund will provide assistance to retrenched workers.
- Gig & Platform Worker Protections
- Gig and platform workers (rideshare drivers, delivery workers, online service providers, etc.) receive eligibility for social security benefits.
- Aggregator platforms may be required to contribute to a Social Security Fund.
- Interstate migrants are provided portability of benefits and identification.
- Improvements in Worker Safety, Health & Welfare
- Establishments with more than a prescribed number of employees are obligated to establish Safety Committees.
- Employers must provide free annual health check-ups.
- Commute-related accidents (while traveling to/from work) are now recognized for compensation.
- Inter-State migrant workers are protected with access to public distribution systems and social benefits in their destination states.
- Digitized registers ensure real-time safety monitoring.
- Digital Compliance & Simplification
- Single registration, single license, and single return for multiple regulations.
- Online appeals, digital inspection systems, and automated risk-based inspections.
- Unified labour compliance portals centralize filings and employee records.
Conclusion
November 21, 2025, is a milestone for labour regulations in India. We have seen misinformation and simplistic interpretations continue to emerge on the internet, particularly over social media. Therefore, we suggest businesses rely only on credible updates backed by experts in the field. Application of the Labour Codes becomes functional only when state-specific rules are duly framed. Till then, awareness is better than impulsive reactions.
Our experts at Prompt Personnel, one of India’s top labour law compliance experts for the last 28 years, will continue to track every official notification and offer lucid, accurate updates as the labour codes evolve.
by Prompt Personnel | Nov 4, 2025 | labour law advisory
As companies grow, so do their responsibilities—especially around labour law compliance. What begins as a small checklist quickly turns into a complex web of licences, registrations, filings, audits, and constantly changing statutory requirements. Many expanding businesses struggle with:
- Multiple central and state-level laws that vary by geography and workforce type
- Limited internal bandwidth or expertise to track and interpret regulations
- Risk of non-compliance, penalties, and legal disputes
- Cumbersome documentation and fragmented compliance workflows
- Delays and confusion during inspections or audits, especially in pan-India operations
For many organisations, these compliance challenges pull focus away from core business goals. Without the right support, compliance becomes reactive, stressful, and uncertain.
This is where Prompt Personnel steps in—acting as a trusted compliance partner so businesses can focus on growth while their statutory responsibilities remain under expert supervision.
How Prompt Personnel Helps: 5 Core Levers for Compliance Simplification
1. Proactive Audits That Prevent Penalties
We don’t wait for compliance issues to escalate. Our labour law advisory team conducts proactive audits across locations to ensure your registrations, licences, employee documentation, payroll compliance, working hours, wage structures, and contract terms align with the latest central and state regulations.
With India transitioning to consolidated labour codes—Code on Wages, Industrial Relations Code, Social Security Code, and Occupational Safety & Working Conditions Code—regulatory requirements are evolving rapidly.
Prompt Personnel’s audit approach ensures:
- Early detection of compliance gaps
- Clear action plans for HR teams
- Audit schedules spread across the year
- Preparedness for external inspections
This reduces the likelihood of last-minute issues, penalties, or legal exposure.
2. Simplified Documentation, Real-Time Updates & Clear Reporting
Compliance often fails not due to negligence but because paperwork becomes scattered, delayed, or incorrectly filed.
Prompt Personnel streamlines the process by offering:
- Centralised documentation and record-keeping
- Real-time updates on regulatory changes
- Transparent reporting on compliance status, audit findings, and corrective actions
- Support with statutory registers, notices, forms, and formats
- Filing calendars for PF, ESIC, LWF, Bonus Act, and Shops & Establishments requirements
As a comprehensive provider of labour law services, we manage the end-to-end process—ensuring every requirement remains traceable and compliant.
3. Expertise of Labour Law Consultants Across States and Industries
Labour laws vary not only between central and state regulations but also across industries. For companies with multi-state operations, compliance becomes significantly more complex.
Our team of experienced labour law consultants in Mumbai and across India stays updated with both central codes and state-specific changes. Whether you operate manufacturing plants, retail stores, logistics hubs, or corporate offices, we ensure accurate interpretation and implementation of regulations.
Our expertise includes:
- Sector-specific advisory
- Contractor compliance under the Contract Labour Act
- Licence renewals and amendments during expansion
- Guidance for organisations operating under multiple laws simultaneously
This level of specialisation ensures that growing organisations stay compliant across all locations and industries.
4. Compliance as a Support Function—Enabling Business Growth
For many businesses, compliance becomes an additional burden on HR or admin teams already juggling hiring, payroll, and operations. Adding statutory responsibilities often leads to inefficiencies.
By partnering with Prompt Personnel, companies offload this burden. Our labour law advisory services, audits, documentation support, and assistance with licences and filings allow internal teams to stay focused on strategic business priorities.
We support businesses by:
- Setting up location-specific compliance frameworks
- Managing compliance integration during mergers or expansions
- Creating leadership dashboards for real-time compliance visibility
This ensures business continuity and smooth scaling without operational disruption.
5. Pan-India Presence & a Trusted Reputation Built Over Decades
Prompt Personnel offers labour law services across India, supporting organisations with operations in multiple regions. Our long-standing industry experience and nationwide network help businesses maintain consistency in compliance, no matter the location.
Clients trust us as their compliance partner because:
- We operate in metros and Tier-2/3 cities
- We maintain strong relationships with statutory authorities
- We ensure timely renewals, filings, and documentation
- We deliver reliable compliance execution across state boundaries
This makes us a dependable partner for companies expanding across India.
Why Compliance Matters More Than Ever, Especially Post-2025
With the new labour codes expected to be implemented more comprehensively by November 2025, India’s compliance environment is undergoing a major shift. While the consolidated codes create clarity, they also introduce:
- Revised wage definitions
- Expanded social security obligations
- Uniform norms for contractors
- New record-keeping requirements
- Updated working condition standards
Without expert advisory, aligning with these changes can be difficult. Mistakes may lead to audit failures, disputes, or penalties.
Having a knowledgeable compliance partner like Prompt Personnel ensures smooth transition and continuous compliance.
If you want a clearer understanding of how compliance differs across states, you can explore our next blog: “The State-Wise Labour Law Playbook 2025: What Every HR Head Should Know.”
A Compliance Partnership You Can Trust
Compliance does not have to be overwhelming. With the right guidance, it becomes a strong foundation for business continuity, employee confidence, and long-term growth.
Prompt Personnel combines decades of expertise with deep industry understanding to deliver labour law services that support businesses through expansion, restructuring, and regulatory change. As one of the trusted labour law consultants in Mumbai with pan-India capabilities, we help organisations navigate complex regulations with clarity and consistency.
If your organisation is ready to strengthen its compliance framework, Prompt Personnel is here to support you with reliable labour law advisory, seamless documentation management, and a dedicated compliance partner model that grows with your business.
