Haryana, a key economic powerhouse in northern India, boasts a diverse labour market driven by manufacturing, agriculture, IT services, and the automotive industry. The state’s industrial belts in Gurugram, Faridabad, and Manesar are hubs for automotive manufacturing, export-oriented industries, and large-scale corporate offices, while agriculture continues to employ a significant rural workforce. The rise of IT and service sectors in urban centers like Gurugram has also created opportunities for skilled professionals.
Importance of Labour Laws for Businesses and Workers
Labour laws in Haryana play a crucial role in maintaining industrial harmony, ensuring fair wages, and securing the rights of both organized and unorganized workers. These laws provide a legal framework for employment conditions, dispute resolution, social security coverage, and occupational safety — all essential to ensure businesses operate smoothly while protecting workers’ rights.
For businesses, compliance with labour laws is critical not only to avoid legal penalties but also to enhance employee retention, boost productivity, and maintain a positive work environment. For workers, these laws guarantee basic rights like fair wages, job security, safe working conditions, and access to welfare benefits.
Key Challenges in Law Enforcement
Despite the comprehensive legal framework, enforcement and compliance present significant challenges in Haryana:
- High proportion of migrant workers in industrial zones, who often lack awareness of their rights.
- Prevalence of contractual employment in manufacturing and construction sectors, leading to issues around job security and social security coverage.
- Informal and unorganized sectors, particularly in rural areas, where labour rights enforcement is weak and wage violations are common.
- Seasonal agricultural employment, which results in fluctuating incomes and limited access to welfare schemes.
- Rapid urbanization and growing gig economy, especially in cities like Gurugram, has created a new set of challenges around gig worker rights, which existing laws do not fully address.
Together, these factors underline the importance of strengthening legal awareness, simplifying compliance processes, and improving enforcement mechanisms to ensure inclusive and effective labour law governance in Haryana.
General Framework of Indian Labour Laws
Labour laws in India operate within a dual framework, where both the central government and individual states hold the power to enact and enforce legislation. This system ensures a broad legal framework while allowing states like Haryana to tailor specific rules to local economic and social conditions.
Overview of Central Labour Laws
Several key central laws form the foundation of labour regulation across all states, including Haryana. Some of the most significant are:
- Minimum Wages Act, 1948
- Ensures workers receive basic minimum wages for their work.
- Minimum wages are revised periodically, with state governments like Haryana setting sector-specific wage rates.
- Industrial Disputes Act, 1947
- Governs industrial relations, including provisions for strike, lockout, retrenchment, and dispute resolution mechanisms.
- Provides a framework for conciliation, arbitration, and adjudication of disputes.
- Employees’ Provident Funds and Miscellaneous Provisions Act, 1952
- Establishes a mandatory provident fund scheme for eligible employees.
- Ensures both employer and employee contribute towards retirement savings, with EPFO (Employees’ Provident Fund Organisation) overseeing compliance.
- Employees’ State Insurance Act, 1948
- Provides medical, sickness, maternity, and disability benefits to workers.
- Applicable to factories and certain commercial establishments with 10 or more employees, with compliance monitored by the Employees’ State Insurance Corporation (ESIC).
- Factories Act, 1948
- Regulates working conditions, safety, and welfare in manufacturing units.
- Sets standards for working hours, sanitation, hazardous processes, and worker health and safety.
Relationship Between Central and Haryana-Specific Laws
Differences Between Central and State-Specific Laws
- While central laws provide the overarching legal framework, states like Haryana have the power to modify certain provisions to suit local conditions.
- For example, under the Minimum Wages Act, Haryana issues state-specific minimum wages notifications, setting different rates for agriculture, manufacturing, IT, construction, and other sectors.
- Similarly, the Haryana Shops and Commercial Establishments Act governs working conditions, holidays, and wage payment for commercial establishments, adapting general principles from the central Shops Act to Haryana’s growing urban and service economy.
Adaptation of Central Laws to Haryana’s Workforce
- Haryana’s economy has a large industrial workforce, especially in automotive, garment, and construction sectors, requiring special safety and welfare provisions under the Factories Act.
- The state also extends labour welfare benefits to migrant workers through state welfare boards, adapting broader social security laws to address the realities of Haryana’s migrant-heavy labour market.
- Haryana has also introduced state-specific incentives and policies for skill development and vocational training, aligning with central programs like Skill India but tailored to the needs of Haryana’s industrial clusters.
Key Haryana-Specific Labour Laws
Haryana, with its industrial corridors, service sector hubs, and thriving agricultural economy, has implemented state-specific labour laws that complement and modify central laws to better suit local conditions. Here are the key Haryana-specific labour regulations:
Haryana Shops and Commercial Establishments Act
The Haryana Shops and Commercial Establishments Act governs the working conditions, rights, and responsibilities of employers and employees in shops, offices, hotels, restaurants, and other commercial establishments.
Applicability
- Applies to all commercial establishments operating within Haryana, including retail outlets, corporate offices, hotels, and IT companies.
- Covers permanent, temporary, and contractual workers working in such establishments.
Registration Process and Compliance
- All covered establishments must register with the Labour Department under the Act.
- The registration process typically involves:
- Filing an application online through the Haryana Labour Department portal.
- Submitting establishment details, employee strength, and nature of business.
- Payment of prescribed registration fees.
- Renewal of registration at periodic intervals.
- Employers are required to:
- Display the registration certificate prominently on premises.
- Maintain records related to employee attendance, wages, and leave.
- Comply with prescribed working hours, leave entitlements, and holidays.
Provisions on Working Hours, Rest Days, and Overtime
- Working Hours:
- Maximum 8 hours per day and 48 hours per week.
- Overtime wages apply if an employee works beyond regular hours.
- Rest Days:
- Every employee is entitled to one day of rest per week, typically Sunday.
- Working on rest days entitles workers to compensatory leave or double wages.
- Overtime:
- Overtime is usually paid at twice the regular wage rate for hours worked beyond 8 hours in a day.
Haryana Minimum Wages Act
The Haryana Minimum Wages Act, derived from the Central Minimum Wages Act, 1948, ensures workers receive fair compensation based on the nature of their work and skill level.
Worker Categorization
Minimum wages are set based on the skill level of workers:
- Unskilled workers (e.g., loaders, helpers, field labourers)
- Semi-skilled workers (e.g., machine operators, mechanics)
- Skilled workers (e.g., welders, fitters, technicians)
Minimum Wage Rates for 2025
The Haryana government notifies updated minimum wages periodically. For 2025, the rates are expected to reflect:
- Higher wages for industrial zones (like Gurugram and Faridabad) compared to rural areas.
- Sector-specific variations for industries such as automotive, construction, textiles, and IT.
- Minimum wages typically cover basic wages and dearness allowance (DA) to adjust for inflation.
(The exact 2025 rates will be published in the official notification.)
Compliance and Penalties
- Employers must display wage rate charts prominently on their premises.
- Failure to comply with minimum wage rates can lead to:
- Penalties and fines.
- Labour inspections and legal proceedings.
Factories Act (Haryana Provisions)
The Factories Act, 1948, governs working conditions, safety standards, and welfare measures in Haryana’s manufacturing sector, which includes automobile, garment, pharmaceutical, and heavy machinery industries.
Worker Safety, Health, and Welfare
- Safety Provisions:
- Employers must ensure safe working conditions through proper equipment maintenance, hazard control, and worker training.
- Emergency exits, fire safety equipment, and first-aid facilities are mandatory.
- High-risk industries (chemicals, heavy machinery) must follow special safety protocols.
- Health Provisions:
- Factories must provide adequate ventilation, lighting, and sanitation.
- Clean drinking water and separate washrooms for male and female workers are mandatory.
- Periodic health checkups for workers exposed to hazardous substances.
- Welfare Provisions:
- Canteens, restrooms, and creche facilities for female workers.
- Welfare officers are required for factories employing above a certain threshold of workers.
- Provision for paid leave, social security benefits (EPF & ESI), and accident compensation.
Haryana-Specific Amendments
- Haryana has made amendments to certain provisions of the Factories Act to:
- Ease the process of factory licensing for new businesses.
- Allow for extended overtime limits in certain notified industrial areas.
- Promote women’s employment in night shifts, provided safety arrangements are made.
Minimum Wages in Haryana
Minimum wages play a critical role in ensuring that workers across Haryana, from industrial belts to agricultural fields, receive fair compensation for their work. The Haryana Labour Department notifies minimum wage rates periodically, keeping in mind inflation, industry trends, and worker welfare.
Breakdown of Minimum Wages
The minimum wages in Haryana for 2025 are expected to cover different categories of workers and sectors, ensuring fair compensation based on skill level and industry type. The wages will apply to both organized and unorganized sectors.
Worker Types and Minimum Wages
The minimum wage rates are usually segmented into three main worker categories:
- Unskilled Workers (e.g., helpers, loaders, agricultural labourers)
- Semi-skilled Workers (e.g., machine operators, drivers, tailors)
- Skilled Workers (e.g., welders, electricians, IT technicians)
| Worker Category | Expected Monthly Minimum Wage (2025) |
|---|---|
| Unskilled | ₹12,000 – ₹13,000 |
| Semi-skilled | ₹13,500 – ₹15,000 |
| Skilled | ₹15,500 – ₹18,000 |
(Exact rates will be based on official notification for 2025.)
Sector-Specific Variations
Certain sectors and industries in Haryana have custom wage rates, taking into account economic factors, working conditions, and profitability.
- Automotive and Manufacturing (Gurugram, Manesar, Faridabad)
- Typically higher wages due to skilled workforce demand and industrial growth.
- Agriculture (Rural Haryana)
- Lower wages compared to industrial sectors, but with seasonal variations based on crop cycles.
- Construction and Real Estate
- Daily wage rates are common, with higher wages for skilled masons, carpenters, and plumbers.
- IT and Services Sector (Gurugram, Panchkula)
- While minimum wages apply, market rates for skilled IT and office workers are usually much higher.
Regional Differences
- Urban areas like Gurugram and Faridabad see higher wage rates than rural areas.
- Industrial zones often have higher minimum wages than purely agricultural districts.
Revisions and Compliance
Frequency of Wage Revisions
- Minimum wages in Haryana are typically revised twice a year, incorporating inflation-linked increases (linked to Consumer Price Index – CPI).
- Official notifications are published by the Haryana Labour Department, specifying updated rates for each worker category and industry.
Process for Revision
- Revisions are recommended by the State Minimum Wages Advisory Board, which consults:
- Industry representatives
- Labour unions
- Government officials
- The revised wages become legally binding once notified in the official gazette.
Penalties for Non-Compliance
- Employers failing to pay the notified minimum wages can face:
- Fines up to ₹10,000 per instance.
- Additional penalties for repeat violations.
- Potential imprisonment (up to 6 months) in extreme cases.
- Workers or unions can file complaints with the Labour Department, which has the power to:
- Conduct surprise inspections.
- Direct payment of back wages to affected workers.
- Initiate legal proceedings if required.
Mandatory Wage Display
- Employers are legally required to:
- Display a minimum wage chart prominently at the workplace.
- Ensure wage payments are documented and wage slips provided to workers.
Working Hours, Leaves, and Holidays
Haryana’s labour laws define clear working hours, leave entitlements, and public holiday provisions to ensure both business productivity and employee welfare. These regulations apply across industrial, commercial, and service sectors, ensuring uniform labour rights protection.
Working Hours
Standard Daily and Weekly Working Hours
- Daily working hours: Maximum of 8 hours per day.
- Weekly working hours: 48 hours per week (generally 6 working days of 8 hours each).
- Spread-over limit: Including breaks, the workday cannot exceed 10.5 hours.
Overtime and Compensatory Off Policies
- Overtime Pay:
- Any work beyond 8 hours per day or 48 hours per week is considered overtime.
- Overtime wages are paid at twice the normal hourly wage rate (double wages).
- Maximum Overtime Limit:
- Workers cannot be required to work more than 12 hours per day, including overtime.
- There are monthly caps on overtime hours (varies by industry, typically around 50 hours per quarter in manufacturing units).
- Compensatory Off:
- If a worker is made to work on a weekly rest day, they must receive a compensatory day off within the next 2 weeks.
Leave Entitlements
Haryana follows both central leave provisions under labour laws and state-specific leave rules for workers employed in shops, commercial establishments, and factories.
| Type of Leave | Entitlement | Notes |
|---|---|---|
| Annual Leave (Earned Leave) | 1 day for every 20 days worked | Can be carried forward (up to 30 days in most cases) |
| Casual Leave | 7-12 days per year (varies by industry) | Cannot be carried forward |
| Sick Leave | 7 days per year | Fully paid leave |
| Maternity Leave | 26 weeks for first two children | As per Maternity Benefit Act, 1961 |
| Paternity Leave | No statutory provision in Haryana | Some employers provide 5-15 days voluntarily |
- Leave rules may vary for factories, shops, and commercial establishments.
- For contract workers, leave provisions are often defined by the terms of the contract, though minimum compliance with labour laws is mandatory.
Public Holidays in Haryana
List of Public Holidays (2025 Tentative)
Haryana observes a mix of national and state-specific holidays. The Labour Department notifies the official holiday list annually. Expected holidays in 2025 may include:
| Holiday | Date (Tentative) |
|---|---|
| Republic Day | January 26 |
| Holi | March 17 |
| Mahavir Jayanti | April 11 |
| Good Friday | April 18 |
| Independence Day | August 15 |
| Raksha Bandhan | August 11 |
| Gandhi Jayanti | October 2 |
| Dussehra | October 3 |
| Diwali | October 23 |
| Haryana Day | November 1 |
| Guru Nanak Jayanti | November 15 |
| Christmas Day | December 25 |
(Final dates subject to government notification.)
Wage Implications for Working on Public Holidays
- Mandatory Paid Holiday:
- All employees are entitled to a paid holiday on listed public holidays.
- Work on Public Holiday:
- If a worker is required to work on a public holiday, they are entitled to:
- Double wages for the day OR
- One compensatory day off with full pay within the next 2 months.
- If a worker is required to work on a public holiday, they are entitled to:
- Exemptions:
- Essential services (hospitals, emergency services, continuous process industries) may have different rules, but compensatory benefits must still apply.
Employee Benefits and Welfare Schemes
Haryana’s labour laws are complemented by social security programs and state-specific welfare schemes aimed at ensuring financial security, health coverage, and skill enhancement for workers across sectors. These programs cover industrial workers, construction labourers, agricultural workers, and employees in commercial establishments.
Social Security Programs
Implementation of EPF and ESI
Haryana implements key central social security programs to provide retirement savings, health insurance, and social protection to eligible employees:
1. Employees’ Provident Fund (EPF)
- Applicability:
- Mandatory for establishments with 20 or more employees.
- Covers employees earning up to ₹15,000 per month (higher-income employees can voluntarily opt-in).
- Contributions:
- Employer: 12% of basic wages.
- Employee: 12% of basic wages.
- Benefits:
- Retirement corpus with interest.
- Partial withdrawals for education, marriage, medical emergencies, and house purchase.
- Pension benefits under the Employees’ Pension Scheme (EPS).
2. Employees’ State Insurance (ESI)
- Applicability:
- Mandatory for factories, shops, and establishments with 10 or more employees.
- Covers employees earning up to ₹21,000 per month.
- Contributions:
- Employer: 3.25% of wages.
- Employee: 0.75% of wages.
- Benefits:
- Free medical treatment for employees and dependents.
- Sickness benefits (cash compensation during medical leave).
- Maternity benefits.
- Disability benefits for work-related injuries.
- Dependent benefits (pension to family in case of employee’s death due to work injury).
Compliance
- Employers must register with EPFO and ESIC and ensure timely contribution deposits.
- Non-compliance can result in penalties and prosecution.
Haryana-Specific Welfare Schemes
Haryana offers a range of welfare schemes targeted at improving the livelihood, health, and skills of workers, especially those in industrial, construction, and agricultural sectors.
Welfare Schemes for Industrial Workers
- Haryana Labour Welfare Fund (HLWF):
- Contributions made by both employers and employees.
- Funds used for scholarships for workers’ children, health camps, financial assistance for marriage, and housing loans.
- Applicable to factories and commercial establishments with 10 or more employees.
- Health and Maternity Assistance Schemes:
- Financial aid for critical illness treatment.
- Maternity benefits for female workers outside ESI coverage.
- Free health check-up camps organized in industrial clusters.
Welfare Schemes for Construction Workers
- Haryana Building and Other Construction Workers Welfare Board:
- Provides financial assistance for education, marriage, and health treatment.
- Offers toolkits, safety gear, and accident insurance.
- Registered construction workers can access:
- ₹51,000 for daughters’ marriage.
- Scholarships ranging from ₹8,000 to ₹25,000 per year for children.
- Maternity benefits of ₹30,000.
- Pension for workers aged 60 and above.
Welfare Schemes for Agricultural Labourers
- Krishi Shramik Kalyan Yojana:
- Provides insurance coverage for accidental death and disability.
- Offers subsidies for farm equipment purchase.
- Skill enhancement training for farm workers to diversify income sources.
Skill Development Programs and Employment Initiatives
Haryana also focuses heavily on upskilling its workforce through various programs:
- Saksham Yuva Yojana:
- Provides monthly financial assistance and free skill training to educated unemployed youth.
- Helps in placement assistance for trained candidates.
- Haryana Vishwakarma Skill University (HVSU):
- Offers industry-linked skill programs focused on automotive, manufacturing, IT, and logistics sectors.
- On-the-job training and apprenticeships supported through industry partnerships.
- Skill Development Mission:
- Provides free short-term training programs in areas like welding, electrical work, IT, hospitality, and healthcare.
- Focuses on enhancing employability of youth, women, and migrant workers.
Industrial Relations and Dispute Resolution
Maintaining harmonious industrial relations is vital for economic stability and worker welfare in Haryana, a state with thriving industrial clusters in Gurugram, Faridabad, Panipat, and Sonipat. Haryana follows a combination of central laws and state-level mechanisms to address industrial disputes, strikes, lockouts, and layoffs.
Mechanisms for Dispute Resolution
Role of Labour Courts and Industrial Tribunals
Haryana relies on a multi-tiered dispute resolution system under the Industrial Disputes Act, 1947, which applies across factories, industries, and commercial establishments.
Key Authorities Involved
- Conciliation Officers
- Appointed by the Labour Department to mediate disputes between workers and employers.
- Attempt to resolve disputes through dialogue and negotiation before they escalate.
- Labour Courts
- Handle individual worker disputes related to:
- Termination and dismissal.
- Wage recovery.
- Violation of employment terms.
- Handle individual worker disputes related to:
- Industrial Tribunals
- Handle collective disputes affecting large sections of workers or industries, such as:
- Wage settlements.
- Service conditions.
- Retrenchment or closures.
- Industrial Tribunals have quasi-judicial powers, and their decisions can be binding on both parties.
- Handle collective disputes affecting large sections of workers or industries, such as:
Worker Grievance Redressal Mechanisms
- Internal Complaints Committees (especially in larger industrial units) are encouraged to address:
- Workplace grievances.
- Harassment complaints.
- Wage or safety concerns.
- Labour Inspectors and District Labour Officers are empowered to inspect workplaces, hear worker complaints, and initiate corrective action where necessary.
- Workers (individually or through unions) can file grievances with the Haryana Labour Department, which acts as:
- A conciliatory body initially.
- If conciliation fails, the matter is referred to the Labour Court or Industrial Tribunal.
Timeframes
- Disputes should ideally be resolved within 3-6 months, although complex cases may take longer.
- Workers dismissed unfairly can seek reinstatement with back wages if the court rules in their favour.
Strikes, Lockouts, and Layoffs
Legal Provisions
Strikes
- Workers have the right to strike, but they must follow due process:
- Provide 14 days’ notice in public utility services.
- Unions must attempt conciliation before striking.
- Illegal strikes (without notice or during conciliation) can lead to:
- Wage deductions.
- Disciplinary action against workers.
- Essential services (hospitals, power, water supply) have additional restrictions on strikes under the Essential Services Maintenance Act (ESMA).
Lockouts
- Employers can declare a lockout (temporary closure of the establishment) only after:
- Providing advance notice to workers and the Labour Department.
- Attempting conciliation first.
- Illegal lockouts attract penalties, and affected workers may be eligible for back wages during the lockout period.
Employer Responsibilities During Layoffs
- Layoffs (temporary suspension of work due to economic downturns, supply chain disruptions, etc.) are permitted under the Industrial Disputes Act, but with conditions:
- Prior approval from the Labour Department is required for establishments with 100 or more workers.
- Notice and compensation must be provided to workers.
- Laid-off workers are entitled to compensation equal to 50% of their wages (basic + DA) for the period of layoff.
- Retrenchment and Closure
- Retrenchment (permanent termination due to redundancy) requires:
- Advance notice of 1 month (for establishments with fewer than 100 workers).
- 3 months’ notice (for larger units).
- Severance compensation at 15 days’ wages for every year of service.
- Factories with 100+ workers must obtain government approval before closure.
- Retrenchment (permanent termination due to redundancy) requires:
Worker Protection During Layoffs/Closures
- Priority for reemployment if operations resume.
- Compensation rights preserved, even if the establishment changes ownership.
Recent Amendments or Updates
Labour laws in Haryana evolve regularly to align with economic conditions, technological advancements, and worker welfare needs. As of 2025, several key amendments and updates have been introduced across wages, welfare schemes, and compliance mechanisms to improve labour protection and streamline business processes.
Key 2025 Updates in Haryana’s Labour Laws
1. Minimum Wage Revision for 2025
- Haryana’s minimum wages for all worker categories — unskilled, semi-skilled, and skilled — have been revised, effective April 2025.
- The Consumer Price Index (CPI)-linked increase has been factored in.
- Expected wage increase: 6% – 8% across categories.
- Special wage notifications for industries like automotive, construction, IT services, and logistics have been issued to reflect sector-specific needs.
2. Digitization of Labour Compliance Processes
- Employers across Haryana are now required to register, file returns, and apply for licences online through the Haryana Labour Department portal.
- Single-window clearance introduced for:
- Shops & Establishments registration.
- Labour Welfare Fund contributions.
- Building & Construction Worker registrations.
- This e-labour platform is aimed at reducing compliance timelines and improving transparency.
3. Strengthened Worker Welfare Schemes
- Haryana Labour Welfare Board has increased financial assistance for:
- Marriage assistance for workers’ daughters (raised from ₹51,000 to ₹55,000).
- Scholarship amounts for workers’ children pursuing higher education.
- New health insurance top-up schemes for workers in hazardous industries.
- Enhanced pension schemes for registered construction workers and agricultural labourers.
4. Simplification of Factories Act Compliance for MSMEs
- Small and Medium Enterprises (MSMEs) in Haryana now benefit from self-certification schemes, allowing:
- Relaxed inspections for compliant units.
- Consolidated reporting formats for occupational health, safety, and welfare compliance.
- Focus on encouraging ease of doing business, particularly for startups and export-driven units.
5. New Provisions for Gig and Platform Workers
- Recognizing the growing gig workforce in urban hubs like Gurugram, Haryana has introduced:
- Voluntary social security enrolment for gig workers.
- Skill upgradation subsidies for platform workers transitioning to formal employment.
- Discussions ongoing for minimum earnings guarantee framework (aligned with central-level labour codes).
Changes in Compliance and Penalties
- Penalties for non-payment of minimum wages and non-registration under Shops and Establishments Act have been increased.
- Employers failing to maintain mandatory worker welfare registers can now face fines up to ₹1 lakh for repeated violations.
- Increased frequency of labour inspections in high-risk industries like construction, mining, and hazardous manufacturing.
Government Notifications
The following are key notifications issued by the Haryana Labour Department in 2025:
| Notification Date | Subject |
|---|---|
| January 15, 2025 | Revised Minimum Wages for Industrial and Agricultural Workers |
| March 1, 2025 | Updated Online Process for Labour Welfare Fund Contributions |
| April 10, 2025 | Guidelines for Grievance Redressal for Gig Workers |
| June 5, 2025 | Mandatory Online Filing of Annual Labour Returns |
| September 1, 2025 | New Benefits Under Construction Workers Welfare Board |
Conclusion
Haryana’s labour laws form a comprehensive framework that balances the needs of businesses, workers, and the state’s economic development goals. With its diverse workforce spanning manufacturing, agriculture, construction, and the rapidly growing IT and service sectors, Haryana’s regulatory landscape ensures that workers’ rights, fair wages, social security, and workplace safety are well-protected.
Frequently Asked Questions (FAQs)
1. What are the latest minimum wages in Haryana for 2025?
The latest minimum wages for 2025 in Haryana range from approximately ₹12,000 for unskilled workers to ₹18,000 for skilled workers (subject to official notification by the Haryana Labour Department).
2. How can businesses register under the Haryana Shops and Establishments Act?
Businesses can register online through the Haryana Labour Department portal by submitting business details, employee information, and paying the applicable fee.
3. What are the leave entitlements for employees in Haryana?
Employees are entitled to:
- Annual Leave: 1 day for every 20 days worked.
- Casual Leave: 7-12 days per year.
- Sick Leave: 7 days per year.
- Maternity Leave: 26 weeks (as per central law).
4. How does overtime payment work?
Overtime is paid at twice the normal wage rate for hours worked beyond 8 hours a day or 48 hours a week.
5. Are EPF and ESI mandatory for all employees?
- EPF: Mandatory for businesses with 20+ employees, covering workers earning up to ₹15,000/month.
- ESI: Mandatory for businesses with 10+ employees, covering workers earning up to ₹21,000/month.
6. What welfare schemes are available in Haryana?
Key welfare schemes include:
- Labour Welfare Fund benefits (scholarships, health aid).
- Construction Workers Welfare Board (marriage, education, pension benefits).
- Skill development programs for youth and workers.
7. How can workers file disputes in Haryana?
Workers can file disputes through:
- The Haryana Labour Department.
- Labour courts and industrial tribunals.
- Trade unions for collective disputes.
8. What is the role of labour courts in Haryana?
Labour courts handle disputes related to dismissals, wages, unfair labour practices, and service conditions. They ensure fair hearings and enforce legal rights.
9. Differences between Haryana and Punjab labour laws?
- Haryana: Strong focus on industrial workforce and urban employment (Gurugram, Faridabad).
- Punjab: Greater focus on agricultural labour welfare along with industry-specific laws.
- Both follow central labour laws but adapt some provisions locally.
10. How are public holidays handled in Haryana?
Employees get paid holidays on notified public holidays.
Working on a public holiday entitles them to either double wages or a compensatory day off.
Not to be considered as tax, legal, financial or HR advice. Regulations change over time so please consult a lawyer, accountant or Labour Law expert for specific guidance.
