It introduces 'fixed-term employment' as a new category of worker. These workers will have terms and conditions similar to permanent employees but will be hired for a specific duration. This is seen as a way to provide more flexibility to employers, especially for seasonal or project-based work, while offering better terms than contract labour. However, critics worry it could be used to replace permanent workers and avoid long-term commitments.

The Code revises the definition of 'strike'. A strike is now defined as cessation of work by a body of persons employed in any establishment acting in combination, or a continuous refusal by any number of persons so employed to continue to work or accept employment. This definition is broader and aims to cover various forms of industrial action more comprehensively.

It significantly alters the conditions under which strikes can be legally declared. For instance, it requires 14 days' prior notice for a strike, up from 7 days in some older laws. It also restricts strikes in establishments deemed 'public utility services' unless specific conditions are met, including providing 14 days' notice. This aims to ensure essential services aren't disrupted without warning.

The Code introduces provisions for 'negotiating councils' in establishments that don't have a trade union. This council would represent workers in discussions with the management, ensuring even non-unionized workplaces have a mechanism for dialogue and dispute resolution.

It allows for the government to exempt any new establishment from certain provisions of the Code in the 'public interest'. This is a broad power that can be used to encourage new industries or investments, but it raises concerns among unions about potential dilution of worker protections.

The Code attempts to improve labour enforcement by consolidating inspectorate functions and introducing provisions for penalties. However, the effectiveness of enforcement has historically been a challenge in India due to poor resources and potential for corruption. The Codes aim to address this, but the actual impact depends on implementation.

While the Code aims for simplification, some definitions remain subject to interpretation or are delegated to rule-making by the government. For example, the definition of 'appropriate government' can vary, impacting which government (Centre or State) has jurisdiction over a particular establishment. This is a common area of confusion and potential litigation.

The Code increases the threshold for requiring prior government permission for closure or retrenchment from 100 to 300 workers. This is a major point of contention, with workers' unions arguing it makes it easier for companies to lay off workers without adequate justification, while industry bodies see it as a necessary reform to improve business flexibility and competitiveness. The Gurgaon civic workers' protest, as reported, specifically mentions concerns about 12-hour shifts without overtime, which is a related issue in labour reforms.

The Code introduces a new definition of 'worker' which is broader and includes persons employed in supervisory roles up to a certain salary threshold, unlike older laws that often excluded supervisors. This aims to extend protections to a wider range of employees.

It introduces 'fixed-term employment' as a new category of worker. These workers will have terms and conditions similar to permanent employees but will be hired for a specific duration. This is seen as a way to provide more flexibility to employers, especially for seasonal or project-based work, while offering better terms than contract labour. However, critics worry it could be used to replace permanent workers and avoid long-term commitments.

The Code revises the definition of 'strike'. A strike is now defined as cessation of work by a body of persons employed in any establishment acting in combination, or a continuous refusal by any number of persons so employed to continue to work or accept employment. This definition is broader and aims to cover various forms of industrial action more comprehensively.

It significantly alters the conditions under which strikes can be legally declared. For instance, it requires 14 days' prior notice for a strike, up from 7 days in some older laws. It also restricts strikes in establishments deemed 'public utility services' unless specific conditions are met, including providing 14 days' notice. This aims to ensure essential services aren't disrupted without warning.

The Code introduces provisions for 'negotiating councils' in establishments that don't have a trade union. This council would represent workers in discussions with the management, ensuring even non-unionized workplaces have a mechanism for dialogue and dispute resolution.

It allows for the government to exempt any new establishment from certain provisions of the Code in the 'public interest'. This is a broad power that can be used to encourage new industries or investments, but it raises concerns among unions about potential dilution of worker protections.

The Code attempts to improve labour enforcement by consolidating inspectorate functions and introducing provisions for penalties. However, the effectiveness of enforcement has historically been a challenge in India due to poor resources and potential for corruption. The Codes aim to address this, but the actual impact depends on implementation.

While the Code aims for simplification, some definitions remain subject to interpretation or are delegated to rule-making by the government. For example, the definition of 'appropriate government' can vary, impacting which government (Centre or State) has jurisdiction over a particular establishment. This is a common area of confusion and potential litigation.

The Code increases the threshold for requiring prior government permission for closure or retrenchment from 100 to 300 workers. This is a major point of contention, with workers' unions arguing it makes it easier for companies to lay off workers without adequate justification, while industry bodies see it as a necessary reform to improve business flexibility and competitiveness. The Gurgaon civic workers' protest, as reported, specifically mentions concerns about 12-hour shifts without overtime, which is a related issue in labour reforms.

The Code introduces a new definition of 'worker' which is broader and includes persons employed in supervisory roles up to a certain salary threshold, unlike older laws that often excluded supervisors. This aims to extend protections to a wider range of employees.