The Employee’s State Insurance Corporation (ESIC) has established arrangements with various hospitals to provide comprehensive medical care to insured persons and their dependents in Goa. This initiative ensures access to both secondary and super-specialty healthcare services across different regions.
Overview of Services:
ESIC’s tie-up hospitals in Goa offer a range of medical services, including secondary care and super-specialty treatments. These facilities cater to a variety of medical needs, ensuring that insured individuals receive timely and effective healthcare support for themselves and their families.
Accessing Medical Facilities:
To benefit from these medical arrangements, insured persons should visit the hospitals tied up with ESIC as per their requirements. Detailed information, including the district-wise list of these hospitals and their specialties, is provided in the attached document.
Conclusion:
ESIC’s healthcare initiatives reflect its ongoing commitment to delivering quality and accessible medical services to its beneficiaries. For more details, please refer to the attached list of tie-up hospitals in the Goa region.
Important Update for Gurugram Organizations: POSH Annual Report Submission Deadline and Compliance Requirements
The Office of the Additional Deputy Commissioner-cum-District Officer of Gurugram has issued a crucial reminder for all organizations, both government and non-government, operating in the district. This notification mandates that all establishments, including industries, schools, banks, hospitals, and more, comply with the POSH (Prevention of Sexual Harassment) Act, 2013 by submitting their annual report on sexual harassment cases by February 28th every year. This requirement underlines the district administration’s commitment to ensuring a safe and inclusive workplace for all employees.
Here’s a comprehensive guide to the latest POSH compliance requirements for Gurugram, along with the penalties for non-compliance and steps for timely reporting.
Understanding the POSH Annual Report Submission Requirement
Under the Sexual Harassment of Women at Workplace (Prevention, Prohibition and Redressal) Act, 2013, every organization with ten or more employees must take proactive steps to prevent sexual harassment in the workplace. This includes establishing an Internal Committee (IC), conducting regular sensitization programs, and submitting an annual POSH report that records the number of complaints received, the actions taken, and the measures put in place to prevent future incidents.
The POSH annual report serves as an essential document showcasing an organization’s compliance efforts and its commitment to a safe and respectful workplace environment.
Key Details of the Recent POSH Compliance Notification in Gurugram
The official notice issued by the Additional Deputy Commissioner of Gurugram emphasizes the importance of timely reporting. This annual report ensures that cases of sexual harassment are documented, addressed, and prevented, thereby fostering a safe workplace environment.
Steps to Ensure POSH Compliance by February 28th
Establish or Strengthen Your Internal Committee (IC) Every organization must have an Internal Committee to address and investigate complaints of sexual harassment. The IC is responsible for maintaining records of complaints, conducting investigations, and providing resolutions. Ensure your IC is active and adequately trained to handle complaints effectively.
Update Compliance Calendars Organizations should integrate the February 28th POSH report submission deadline into their compliance calendar. Early preparation can help in gathering accurate data, completing IC evaluations, and submitting reports within the stipulated timeframe.
Conduct Regular Sensitization Programs POSH compliance requires regular sensitization and training programs for employees. These sessions promote awareness, educate employees about their rights, and highlight the importance of a respectful workplace culture. Documenting these initiatives will be valuable for the annual report.
Ensure Comprehensive Documentation Accurate and detailed record-keeping is crucial for POSH compliance. Ensure that all complaints, investigations, and resolutions are thoroughly documented. This will make it easier to compile the POSH report and avoid potential errors in the submission.
Refer to the Checklist on the Gurugram Website The district administration has made a POSH compliance checklist available on its official website. Utilize this resource to ensure all requirements are met, and nothing is overlooked in the annual report.
Seek Professional Guidance if Needed Consulting with POSH compliance experts or legal advisors can provide clarity on the submission process and help avoid penalties. Professional guidance can be particularly helpful in ensuring that all aspects of the POSH Act are fully adhered to.
Penalties for Non-Compliance
According to the official notice, any organization that fails to submit the POSH annual report by the February 28th deadline will face a penalty of ₹50,000. In case of repeated non-compliance, strict action will be initiated against the organization under the provisions of the POSH Act, 2013. This penalty serves as a reminder of the importance of timely compliance and the district’s commitment to promoting a safe workplace for all employees.
Conclusion
The recent notification from the Gurugram District Office underscores the significance of POSH compliance for every organization operating in the district. By mandating an annual POSH report submission by February 28th, the district administration aims to create a culture of transparency, accountability, and respect within workplaces. Organizations must take this deadline seriously, align their internal policies, and take proactive measures to ensure a safe and supportive work environment.
Employers in Gurugram should prioritize POSH compliance not just to avoid penalties but also to demonstrate their commitment to safeguarding employee rights and promoting a positive work culture. By adhering to these guidelines, organizations can play a pivotal role in fostering a respectful and inclusive workplace environment.
For any organization seeking to stay compliant, it is advisable to start preparations well in advance, utilize the resources provided by the district administration, and ensure that all aspects of the POSH Act, 2013 are thoroughly met.
The Nidhi Aapke Nikat 2.0 program by the Employees’ Provident Fund Organisation (EPFO) is set to take place on 28th October 2024, offering a unique opportunity for direct interaction between employees, employers, pensioners, and EPFO officials. This initiative is designed to resolve concerns related to Provident Fund (PF) accounts, pension schemes, and compliance issues.
By hosting these camps, EPFO aims to streamline communication and ensure that stakeholders get real-time assistance. Whether you’re dealing with a delay in pension payments, unclear about your PF withdrawal status, or need guidance on employer compliance, these camps are the ideal place for solutions.
What to Expect:
Grievance Redressal: Resolve PF and pension issues directly with EPFO officials for faster outcomes.
Provident Fund Services: Check your PF balance, learn about the transfer process, and clarify withdrawal queries.
Pension Support: Get assistance with pension eligibility, disbursement delays, and claim processing.
Compliance Guidance: Employers can get clarity on statutory requirements and ensure full compliance with EPF regulations.
Digital Services: Learn more about EPFO’s digital platforms such as the Unified Portal, UAN (Universal Account Number), and the e-Nomination process.
Why You Should Attend:
Attending Nidhi Aapke Nikat 2.0 is crucial for anyone looking to resolve their PF or pension concerns swiftly. It also provides employers with the necessary tools to meet statutory compliance and avoid penalties. With a focus on grievance redressal and digital awareness, these camps bring essential EPFO services closer to you.
Check with your local EPFO office or visit the EPFO website for the nearest camp venue details.
The Tripura government has made a significant move by amending the Tripura Shops and Establishments Act, 1970, allowing women to work night shifts in shops and establishments. This update, known as the Sixth Amendment, 2024, was approved during a cabinet meeting held on 26th September 2024. The amendment aims to align the state’s labour laws with modern business requirements while maintaining the rights and privileges of female employees.
Key Highlights of the Amendment:
Women Allowed to Work Night Shifts
The amendment enables women to work during night hours in shops and commercial establishments. This change allows businesses to extend their operating hours and tap into a more flexible workforce, providing equal employment opportunities for women in Tripura.
Modification of Sections 10(a) and 10(b)
Previously, Sections 10(a) and 10(b) of the Tripura Shops and Establishments Act, 1970, restricted women from working beyond certain hours. With the Sixth Amendment, these restrictions have been lifted, permitting women to work during night shifts while ensuring their safety and well-being.
No Financial Burden on Government
The amendment states that all costs for implementing these changes will be borne by the employers, with no additional financial liability falling on the government.
Aim to Enhance Ease of Doing Business
This change supports the Ease of Doing Business initiative by enabling establishments to operate for longer hours without compromising the legal protections for employees. It ensures that the state’s businesses remain competitive and can adapt to changing market needs.
Why Is This Amendment Important?
The Tripura Shops and Establishments Amendment 2024 marks a progressive step towards gender equality in the workplace. By allowing women to work night shifts, the amendment not only provides greater employment flexibility but also boosts the state’s economic growth by encouraging businesses to expand their operations.
Moreover, the amendment aligns with national and international trends where women are increasingly participating in sectors that operate 24/7, such as retail, hospitality, healthcare, and information technology. It reflects the government’s commitment to creating a conducive environment for businesses and employees alike.
Compliance Requirements for Employers
With this amendment, employers in Tripura need to ensure the following to remain compliant:
Safety Measures: Employers must implement adequate safety measures for women working during night shifts, including secure transportation and workplace security.
Work Conditions: The working hours should not exceed the legally permissible limits, and appropriate rest intervals should be provided.
Record-Keeping: Employers are required to maintain detailed records of employees’ working hours, wages, and other necessary documents to comply with the updated regulations.
Equal Opportunities: The amendment mandates that women working night shifts should not be discriminated against in terms of pay, promotions, or work conditions.
How Does This Amendment Impact Businesses?
The Sixth Amendment to the Tripura Shops and Establishments Act opens doors for businesses to operate for extended hours, allowing them to cater to more customers and improve productivity. Sectors such as retail, hospitality, and IT are expected to benefit the most from this change, as it gives them the flexibility to schedule shifts based on business requirements.
Frequently Asked Questions (FAQs)
Q1. What is the Sixth Amendment to the Tripura Shops and Establishments Act, 1970?
The Sixth Amendment, approved on 26th September 2024, allows women to work during night shifts in shops and commercial establishments in Tripura, thus extending operational hours while ensuring employee rights.
Q2. Are there any specific compliance requirements for businesses?
Yes, businesses need to implement safety measures for women working at night, maintain proper records, and ensure equal opportunities without discrimination.
Q3. How does this amendment support Ease of Doing Business in Tripura?
By allowing businesses to operate during extended hours and providing greater workforce flexibility, the amendment aims to enhance the Ease of Doing Business in the state, encouraging economic growth.
Official Notification Details
The official notification for the amendment is available as No.F.24 (3)-LAB/ENF/SE/99/Vol-II, dated 30th September 2024. Employers and stakeholders are advised to review the notification for complete details and compliance requirements.
The Labour Department of Puducherry has issued a revised notification regarding minimum wages for various industries and employment categories, effective from September 2024. The notification aims to ensure fair compensation for workers across different sectors by revising the wage structure. It is important for employers to comply with these new rates to avoid penalties under the Minimum Wages Act, 1948.
Comprehensive Minimum Wages for All Employment Categories (Effective September 2024)
Below is a detailed table outlining the minimum wages for different categories of employment in Puducherry. The rates cover various skill levels, from unskilled to highly skilled workers, across multiple industries:
Industry/Category of Employment
Unskilled
Semi-skilled
Skilled
Highly Skilled
Shops and Establishments
₹11,131
₹11,695
₹12,340
₹12,970
Security Services
₹14,550
₹15,115
₹15,796
₹16,380
Tailoring Industry
₹11,870
₹12,425
₹13,045
₹13,630
Automobile Workshops and Servicing
₹15,296
₹15,956
₹16,617
₹17,181
Electronics and Electrical Manufacturing
₹15,056
₹15,596
₹16,256
₹16,900
Construction Industry
₹14,420
₹14,980
₹15,620
₹16,250
Hotels and Restaurants
₹11,970
₹12,540
₹13,170
₹13,820
Plastic and Rubber Manufacturing
₹14,750
₹15,330
₹15,960
₹16,580
Chemical and Fertilizer Industry
₹16,080
₹16,760
₹17,390
₹17,990
Textiles and Garments
₹13,980
₹14,550
₹15,180
₹15,780
Leather and Footwear Manufacturing
₹14,280
₹14,850
₹15,490
₹16,120
Furniture Manufacturing
₹14,760
₹15,340
₹15,970
₹16,610
Printing and Packaging Industry
₹15,420
₹16,010
₹16,650
₹17,290
Glass and Ceramics Manufacturing
₹15,620
₹16,210
₹16,860
₹17,510
Key Highlights of the Notification:
Uniform Wage Structure: The notification applies uniformly across all regions in Puducherry, ensuring that both male and female workers receive equal pay for equal work as mandated by the Equal Remuneration Act.
Dearness Allowance (DA): In addition to the basic wages, workers are entitled to a Dearness Allowance (DA), which will be adjusted periodically based on the Consumer Price Index (CPI). The DA serves to offset inflation and ensure that wages keep pace with rising living costs.
Apprentices and Trainees: The minimum wages notification also covers apprentices and trainees in various industries, ensuring fair remuneration during their training periods.
Compliance Mandate: Employers must implement the revised wage rates immediately, and failure to do so may lead to penalties under the Minimum Wages Act, 1948.
Impact on Employers: The revision in minimum wages aims to provide better living standards for workers while ensuring employers comply with fair compensation practices. It is important for employers to update their payroll systems and maintain wage records as required by law.
Understanding the Wage Structure
Basic Wage: The specified minimum wage for different employment categories, covering various skill levels.
Dearness Allowance (DA): An additional amount paid over the basic wage to accommodate for inflation, based on CPI changes.
Gross Pay: The total pay, combining both basic wage and DA, which employees should receive.
Importance of the Minimum Wage Notification
This notification reflects the government’s commitment to safeguarding workers’ rights and promoting fair compensation practices. Employers are required to review their wage structures and ensure that the revised rates are applied across all categories of employment. By adhering to these standards, companies not only comply with legal requirements but also foster a positive work environment, boosting employee morale and productivity.
Legal Implications for Non-Compliance
Non-compliance with the minimum wage revisions can attract legal penalties, including fines and imprisonment, as per the provisions of the Minimum Wages Act, 1948. It is crucial for employers to stay informed about updates in the CPI and subsequent adjustments to the DA to remain compliant.
Conclusion
The revised minimum wages in Puducherry for September 2024 mark a significant update for various industries. Employers must update payroll processes, adjust salaries where required, and stay informed about future CPI adjustments. Ensuring compliance with the new wage structure not only protects businesses from legal penalties but also contributes to the well-being of the workforce.
The Chandigarh Minimum Wages Notification for the period from April 2024 to September 2024 has been officially released. This notification outlines the revised minimum wages for different categories of workers, ensuring compliance with the Minimum Wages Act, 1948. Employers must update their wage structures to reflect these changes and avoid penalties.
Revised Minimum Wages in Chandigarh:
Category
Basic Wage (₹)
VDA (₹)
Total Wage (₹)
Unskilled
₹10,000
₹2,400
₹12,400
Semi-Skilled
₹11,000
₹2,500
₹13,500
Skilled
₹12,000
₹2,800
₹14,800
Highly Skilled
₹13,000
₹3,000
₹16,000
Key Changes:
Unskilled workers now receive ₹12,400, with a ₹400 increase from the previous period.
Semi-Skilled workers‘ wages have increased by ₹500, bringing the total to ₹13,500.
Skilled workers‘ wages have risen by ₹500 to ₹14,800.
Highly Skilled workers now earn ₹16,000, a ₹400 increase from the previous period.
Impact of VDA:
The Variable Dearness Allowance (VDA) has been adjusted to protect workers against inflation. This helps maintain their purchasing power and ensures fair wages.
Employers must implement these changes immediately to ensure compliance with the updated wage structure. The Chandigarh minimum wage revisions protect workers and promote economic stability.
Stay compliant and ensure your payroll is up-to-date with the new Chandigarh wage notification to avoid any legal consequences.
The Gujarat Labour Department has issued an important circular regarding the timely payment of bonuses for the financial year 2023-24. This notification emphasizes the need for employers to comply with the Payment of Bonus Act, 1965, which mandates bonus payments to eligible employees.
Key Points:
Bonus Payment Deadline:
All industrial and commercial establishments must begin disbursing bonuses for 2023-24. Employers are required to submit bonus payment reports to the Labour Department by 10th October 2024.
Eligibility:
Employees earning a monthly salary of ₹21,000 or less are entitled to a bonus. The minimum payable bonus is 8.33% of their annual salary, which can be increased up to 20% based on the establishment’s profitability.
Submission of Data:
Establishments must submit their bonus data in Excel format via email to asc-bgact-labour@gujarat.gov.in. This data includes the number of employees who received bonuses and the total amount disbursed.
Dispute Resolution:
In case of disputes regarding bonus amounts, employers are advised to contact the labour commissioner for prompt resolution.
Compliance:
Non-compliance with these guidelines can result in penalties and legal action. It’s crucial for employers to maintain transparency and adhere to the timelines set by the department.
Conclusion:
The 2023-24 circular aims to ensure that all eligible employees receive their bonuses in a timely and compliant manner. Employers must act swiftly to avoid penalties and ensure a smooth bonus disbursement process.
In September 2024, the Tamil Nadu Government released an official notification announcing the revision of minimum wages for workers in Shops and Commercial Establishments. This update is crucial for employers, employees, and businesses across Tamil Nadu, as it reflects the state’s commitment to ensuring fair compensation amidst rising inflation and regional economic disparities.
This comprehensive guide covers everything you need to know about the 2024 Tamil Nadu Minimum Wage Revision, including wage breakdowns by job category and zone, employer compliance requirements, and key takeaways for workers.
Why the 2024 Tamil Nadu Minimum Wage Revision Matters
The 2024 wage revision is part of Tamil Nadu’s larger effort to align wages with the cost of living, inflation, and other economic factors. Key objectives of the wage revision include:
Ensuring fair compensation for workers in line with inflation and regional cost differences.
Promoting wage parity across urban and rural areas.
Protecting workers in shops and commercial establishments from exploitation through legally mandated wages.
This wage revision applies to a wide range of employment categories, both general and special, ensuring workers across Tamil Nadu are compensated fairly based on their job roles and geographical locations.
2024 Revised Minimum Wages: General Categories
The Tamil Nadu Government has divided the state into four zones (A, B, C, D), with wage variations across different job categories. Below is the breakdown of revised minimum wages for general categories of workers employed in shops and commercial establishments.
Classes of Employees
Zone-A (₹)
Zone-B (₹)
Zone-C (₹)
Zone-D (₹)
Manager
7390.00
7328.00
7264.00
7214.00
Sales Manager
7390.00
7328.00
7264.00
7214.00
Field Officer
7390.00
7328.00
7264.00
7214.00
Development Officer
7390.00
7328.00
7264.00
7214.00
Office Incharge
7390.00
7328.00
7264.00
7214.00
Sales Executive
6880.00
6815.00
6753.00
6691.00
Purchaser
6880.00
6815.00
6753.00
6691.00
Store Keeper
6880.00
6815.00
6753.00
6691.00
Cashier
6829.00
6753.00
6680.00
6619.00
Typist-cum-Clerk
6829.00
6753.00
6680.00
6619.00
Salesman
6829.00
6753.00
6680.00
6619.00
Bill Writer
6829.00
6753.00
6680.00
6619.00
Receptionist
6767.00
6691.00
6619.00
6553.00
Security Guard
6767.00
6691.00
6619.00
6553.00
Driver
6767.00
6691.00
6619.00
6553.00
Watchman
6691.00
6619.00
6541.00
6470.00
Peon
6691.00
6619.00
6541.00
6470.00
2024 Revised Minimum Wages: Special Categories
In addition to general categories, Tamil Nadu’s wage revision includes special categories like chemists, hairdressers, photographers, and electricians. Below is the breakdown of revised minimum wages for special categories.
1. Chemist and Druggist Shop
Classes of Employees
Zone-A (₹)
Zone-B (₹)
Zone-C (₹)
Zone-D (₹)
Pharmacist
7390.00
7328.00
7264.00
7214.00
Chemist
7390.00
7328.00
7264.00
7214.00
Compounder
6829.00
6753.00
6680.00
6619.00
2. Hair Dressing Saloon / Beauty Parlour
Classes of Employees
Zone-A (₹)
Zone-B (₹)
Zone-C (₹)
Zone-D (₹)
Hair Dresser
6880.00
6815.00
6753.00
6675.00
Hair Cutter
6880.00
6815.00
6753.00
6675.00
Beautician
6880.00
6815.00
6753.00
6675.00
3. Photo Studios
Classes of Employees
Zone-A (₹)
Zone-B (₹)
Zone-C (₹)
Zone-D (₹)
Photographer
6829.00
6753.00
6680.00
6619.00
Photo Artist
6829.00
6753.00
6680.00
6619.00
Assistant Photo Artist
6767.00
6691.00
6619.00
6553.00
4. Service Shops (Watch/Radio/Bicycle)
Classes of Employees
Zone-A (₹)
Zone-B (₹)
Zone-C (₹)
Zone-D (₹)
Watch Mechanic
6880.00
6815.00
6753.00
6675.00
5. Electrical Light and Sound Services
Classes of Employees
Zone-A (₹)
Zone-B (₹)
Zone-C (₹)
Zone-D (₹)
Electrician/Wireman
6829.00
6753.00
6680.00
6619.00
Assistant Wireman
6767.00
6691.00
6619.00
6553.00
Mike Operator
6829.00
6753.00
6680.00
6619.00
6. Diagnostic Laboratory
Classes of Employees
Zone-A (₹)
Zone-B (₹)
Zone-C (₹)
Zone-D (₹)
Radiographer
6829.00
6753.00
6680.00
6619.00
X-Ray Photographer
6829.00
6753.00
6680.00
6619.00
Laboratory Technician/Analyst
6829.00
6753.00
6680.00
6619.00
Employer Compliance and Penalties
Employers in Tamil Nadu must ensure full compliance with the 2024 wage revision. Non-compliance could result in:
Fines and Penalties: Failure to implement the revised wages will attract fines and penalties from the Labour Department.
Inspections: Regular inspections will be carried out to verify compliance with the new wage structure.
Record Maintenance: Employers must maintain proper payroll documentation to demonstrate compliance during inspections.
Impact on Employees
The wage revision is a significant move to improve the livelihood of workers. Key benefits for employees include:
Financial Security: Increased wages ensure that workers can better cope with the rising costs of living.
Job Satisfaction: Fair compensation improves morale and reduces turnover.
Legal Protection: Workers have the right to file complaints if they are underpaid, with tribunals available for dispute resolution.
Conclusion
The 2024 Tamil Nadu Minimum Wage Revision is a crucial update for both employers and employees. By addressing regional disparities and inflationary pressures, the state has ensured that workers in shops and commercial establishments are compensated fairly. Employers must implement these changes to remain compliant with labour laws, and employees should be aware of their rights under the revised wage structure.
For more information on wage revisions and to stay updated with the latest labour law updates in Tamil Nadu, stay tuned.
FAQs on Tamil Nadu Minimum Wage Revision 2024
Who is affected by the wage revision?
All employees working in shops and commercial establishments, including general and special categories, are impacted by the revision.
What are the consequences of non-compliance?
Employers who fail to comply with the wage revision may face fines, penalties, and legal action by the Labour Department.
How are the zones classified for wage revisions?
Tamil Nadu is divided into four zones (A, B, C, D) based on economic and geographical conditions, with wages adjusted accordingly.
What is the effective date of the revised wages?
The revised wages come into effect from the date of publication in the Tamil Nadu Government Gazette.
The Government of Bihar, in a significant move to ensure fair compensation for workers, has revised the Minimum Wages and introduced the Variable Dearness Allowance (VDA) for various industries, effective from 1st October 2024. The Minimum Wages Act, 1948, empowers both central and state governments to revise and fix minimum wages periodically to protect workers from the ever-rising cost of living and inflation.
In this comprehensive guide, we will provide a detailed breakdown of the revised minimum wages across key sectors in Bihar, along with an explanation of how VDA works and its impact on wages. We will also include essential SEO keywords related to minimum wage revisions, VDA calculation, and worker rights in India to help improve your understanding of this critical topic.
Understanding Variable Dearness Allowance (VDA)
Variable Dearness Allowance (VDA) is a crucial component of the revised wages that adjusts according to changes in the All India Consumer Price Index (CPI). VDA helps ensure that workers’ wages are aligned with inflation, ensuring fair compensation for the work done.
Sector-Wise Breakdown of Revised Minimum Wages (Effective October 2024)
Below is a detailed table of the revised minimum wages across various sectors in Bihar. This breakdown includes wages for unskilled, semi-skilled, skilled, and highly skilled workers, as well as supervisory/clerical roles. These wages include the Variable Dearness Allowance (VDA) component that compensates workers for inflation.
1. General Work (Applicable Across All Sectors)
Category
Basic Wage (₹ per day)
VDA (₹ per day)
Total Wage (₹ per day)
Total Monthly Wage (₹)
Unskilled Workers
₹366.00
₹7.00
₹412.00
₹10,712.00
Semi-Skilled Workers
₹380.00
₹8.00
₹428.00
₹11,128.00
Skilled Workers
₹463.00
₹9.00
₹521.00
₹13,546.00
Highly Skilled Workers
₹566.00
₹11.00
₹636.00
₹16,536.00
Supervisory/Clerical
₹10,478.00 (monthly)
₹210.00
₹11,780.00 (monthly)
N/A
2. Agriculture Operations
Agriculture remains a backbone of Bihar’s economy, and these revised wages reflect the importance of compensating agricultural workers fairly.
Category
Basic Wage (₹ per day)
VDA (₹ per day)
Total Wage (₹ per day)
Total Monthly Wage (₹)
Unskilled Agricultural Workers
₹348.00
₹7.00
₹391.00
₹10,186.00
Semi-Skilled Workers
₹366.00
₹7.00
₹403.00
₹10,678.00
Tractor Driver/Pump Operator
₹390.00
₹7.00
₹503.00
₹13,078.00
Tractor Khalasi
₹252.00
₹7.00
₹503.00
₹13,078.00
Supervisory
₹2,587.00 (monthly)
₹140.00
₹14,097.00 (monthly)
N/A
3. Domestic Workers
Domestic workers, who provide essential household services such as cleaning and childcare, are now included in the wage revision. Below is a breakdown of their revised wages:
Task
Basic Wage (₹ per month)
VDA (₹ per month)
Total Wage (₹ per month)
Washing Utensils (Per Hour)
₹1,182.00
₹5.00
₹1,226.00
Housekeeping and Childcare (8 hours/day)
₹9,480.00
₹37.00
₹9,830.00
Housekeeping, Childcare, and School Pick-up
₹9,480.00
₹37.00
₹9,830.00
4. Tailoring Industry
In the tailoring industry, precision and skill are crucial. The revised minimum wages for workers in this sector are as follows:
Category
Basic Wage (₹ per day)
VDA (₹ per day)
Total Wage (₹ per day)
Total Monthly Wage (₹)
Unskilled Workers
₹366.00
₹7.00
₹397.00
₹10,712.00
Semi-Skilled Workers
₹380.00
₹8.00
₹413.00
₹11,128.00
Skilled Workers
₹463.00
₹9.00
₹502.00
₹13,546.00
Highly Skilled Workers
₹566.00
₹11.00
₹613.00
₹15,936.00
Supervisory/Clerical
₹10,478.00 (monthly)
₹210.00
₹11,361.00 (monthly)
N/A
5. Stone Crushing Industry
Workers engaged in the stone crushing industry are crucial to Bihar’s infrastructure projects. Below are the revised wages for these workers:
Category
Basic Wage (₹ per day)
VDA (₹ per day)
Total Wage (₹ per day)
Total Monthly Wage (₹)
Unskilled Workers
₹366.00
₹7.00
₹412.00
₹10,712.00
Semi-Skilled Workers
₹380.00
₹8.00
₹428.00
₹11,128.00
Skilled Workers
₹463.00
₹9.00
₹521.00
₹13,546.00
Highly Skilled Workers
₹566.00
₹11.00
₹636.00
₹16,536.00
6. Brick Manufacturing
The brick manufacturing industry is labour-intensive, and the revised wages reflect fair compensation for this demanding work.
Category
Basic Wage (₹ per day)
VDA (₹ per day)
Total Wage (₹ per day)
Total Monthly Wage (₹)
Unskilled Workers
₹366.00
₹7.00
₹412.00
₹10,712.00
Semi-Skilled Workers
₹380.00
₹8.00
₹428.00
₹11,128.00
Skilled Workers
₹463.00
₹9.00
₹521.00
₹13,546.00
Highly Skilled Workers
₹566.00
₹11.00
₹636.00
₹16,536.00
Supervisory/Clerical
₹10,478.00 (monthly)
₹210.00
₹11,780.00 (monthly)
N/A
7. Private Security Agencies
Private security personnel ensure the safety of businesses and individuals. The revised wages for workers in this sector are structured as follows:
Category
Basic Wage (₹ per day)
VDA (₹ per day)
Total Wage (₹ per day)
Total Monthly Wage (₹)
Unskilled Workers
₹366.00
₹7.00
₹412.00
₹10,712.00
Semi-Skilled Workers
₹380.00
₹8.00
₹428.00
₹11,128.00
Skilled Workers
₹463.00
₹9.00
₹521.00
₹13,546.00
Highly Skilled Workers
₹566.00
₹11.00
₹636.00
₹16,536.00
Supervisory/Clerical
₹10,478.00 (monthly)
₹210.00
₹11,780.00 (monthly)
N/A
8. Power Loom Industry
The revised wages for the power loom industry, an important contributor to Bihar’s economy, are provided below:
Category
Basic Wage (₹ per day)
VDA (₹ per day)
Total Wage (₹ per day)
Total Monthly Wage (₹)
Unskilled Workers
₹366.00
₹7.00
₹412.00
₹10,712.00
Semi-Skilled Workers
₹380.00
₹8.00
₹428.00
₹11,128.00
Skilled Workers
₹463.00
₹9.00
₹521.00
₹13,546.00
Highly Skilled Workers
₹566.00
₹11.00
₹636.00
₹16,536.00
Conclusion
The revised minimum wages and VDA adjustments introduced by the Government of Bihar reflect the state’s commitment to protecting workers’ rights and ensuring fair compensation. Employers are required to comply with these new wage rates from 1st October 2024 onwards.
Stay informed about future changes and updates in minimum wage laws by visiting our website at blog.pcsmgmt.com. For any queries or assistance, feel free to reach out.
The Gujarat Labour Department has published the minimum wage notification for the period from 1st October 2024 to 31st March 2025. The key highlight of this notification is the zero increment in the wage rates, meaning the same rates from April 2024 to September 2024 will continue. This provides both employers and workers with a stable wage structure for the next six months.
Worker Categories Defined
The minimum wages are classified based on the skill level of workers, as follows:
Unskilled Workers: These employees perform tasks that involve simple duties, requiring little to no independent judgment. The tasks are typically manual and repetitive in nature.
Semi-Skilled Workers: These workers perform tasks that are routine but require more defined skills than unskilled workers. While their jobs are repetitive, they may require basic knowledge or training.
Skilled Workers: Skilled employees are capable of working efficiently with minimal supervision. Their roles involve exercising independent judgment and expertise in their field.
Highly Skilled Workers: These workers are proficient in their trade and capable of supervising the work of other skilled workers, ensuring both quality and efficiency.
Zone Classification in Gujarat
The minimum wages are also divided based on geographical zones:
Zone-I: This zone consists of all municipal corporations.
Zone-II: This zone includes major municipalities with a population of over 1 lakh.
Revised Minimum Wage Rates (October 2024 to March 2025)
Here’s a detailed breakdown of the minimum wages applicable to different worker categories in Zone-I (within the municipality area) and Zone-II (outside the municipality area):
Zone-I (Within Municipality Area)
Workers Category
Daily Wages
Monthly Wages
Unskilled Workers
Basic: ₹452.00 Sp. All. ₹35.00
Basic: ₹11,752.00 Sp. All. ₹910.00 Total: ₹12,662.00
Semi-Skilled Workers
Basic: ₹462.00 Sp. All. ₹35.00
Basic: ₹12,012.00 Sp. All. ₹910.00 Total: ₹12,922.00
Skilled Workers
Basic: ₹474.00 Sp. All. ₹35.00
Basic: ₹12,324.00 Sp. All. ₹910.00 Total: ₹13,234.00
Zone-II (Outside Municipality Area)
Workers Category
Daily Wages
Monthly Wages
Unskilled Workers
Basic: ₹441.00 Sp. All. ₹35.00
Basic: ₹11,466.00 Sp. All. ₹910.00 Total: ₹12,376.00
Semi-Skilled Workers
Basic: ₹452.00 Sp. All. ₹35.00
Basic: ₹11,752.00 Sp. All. ₹910.00 Total: ₹12,662.00
Skilled Workers
Basic: ₹462.00 Sp. All. ₹35.00
Basic: ₹12,012.00 Sp. All. ₹910.00 Total: ₹12,922.00
What is Special Allowance (Dearness Allowance)?
The Special Allowance (DA), commonly known as Dearness Allowance, is an important component of the minimum wage structure. This allowance is designed to protect workers against inflation by adjusting wages according to rises in the Consumer Price Index (CPI).
While the basic wage remains fixed, the DA fluctuates with changes in CPI. The notification clarifies that for the period from October 2024 to March 2025, the special allowance remains unchanged. It is mandatory for employers to pay this allowance in addition to the basic wage.
Alternatively, employers can choose to merge the special allowance with the basic wage, which would then ensure a consolidated wage structure.
Employer Responsibilities
Employers in Gujarat are required to:
Pay the appropriate wage based on the worker’s skill level and the geographical zone.
Ensure compliance with the Special Allowance (DA) requirement.
Regularly update payroll systems to reflect any changes in wage structure.
Failure to comply with the minimum wage laws may lead to penalties under applicable labour regulations.
Stability in Wages: No Change in DA
The notification provides a stable wage structure for the next six months, ensuring that businesses and employees are not affected by any mid-period changes. The last basic wage revision took place on 28th March 2023, and the same rates, along with the unchanged special allowance, will continue to apply.
For employers, this consistency ensures smooth financial planning and helps maintain budget allocations for wage payments. For workers, it provides certainty in income, although no additional wage adjustments have been made to account for inflation.
Conclusion
The Gujarat government’s minimum wage notification for October 2024 to March 2025 provides clarity and consistency. With no changes in the Dearness Allowance, businesses can continue operations without worrying about wage fluctuations, and workers are guaranteed stable earnings for the next six months.
Employers and employees should remain compliant and informed about these regulations to ensure smooth operations and adherence to labour laws.
Stay Updated
For more information on minimum wage regulations and labour law updates, please visit our website at blog.pcsmgmt.com. Stay compliant and informed with the latest updates from the Gujarat Labour Department.
