Wage ceiling under the Social Security Code is fixed at a monthly threshold, replacing the prior threshold.
Wage ceiling for the purposes of Chapter III of the Code on Social Security, 2020 is fixed at Rs. 25,000 per month, effective upon publication in the Official Gazette. This replaces the earlier wage-ceiling determination, without affecting acts done or omissions made before its supersession. The prescribed threshold governs the application of Chapter III under the Code from the effective date thereafter.

Bonus eligibility for lower-wage employees applies retrospectively from the prescribed commencement date under the wage code.
Bonus entitlement under section 26(1) of the Code on Wages, 2019 applies to every employee whose monthly wages do not exceed twenty-one thousand rupees. Payment of bonus is required in accordance with that provision. The wage-based eligibility determination is deemed effective from 21 November 2025.

Bonus calculation for eligible employees is capped at the prescribed wage benchmark or higher central minimum wage.
Bonus payable to an employee eligible under section 26 of the Code on Wages, 2019, whose monthly wage exceeds seven thousand rupees, must be calculated on seven thousand rupees per month or the minimum wage fixed by the Central Government, whichever is higher. The determination is deemed effective from 21 November 2025.

Voluntary Aadhaar authentication for portal verification requires consent, alternative identification options, and protection against denial of services.
Voluntary Aadhaar authentication may be used to verify user details in Shram Suvidha Portal modules through Yes/No and/or eKYC authentication. The Ministry must obtain the Aadhaar holder's consent and inform users of viable alternative identification methods. No portal service may be denied because a user refuses or is unable to undergo Aadhaar authentication. Voter ID Card, PAN Card, Driving License and Passport are recognised alternative identification methods.

Voluntary Aadhaar authentication supports secure employment assistance while preserving consent, alternate identification options, and uninterrupted access to services.
Voluntary Aadhaar authentication may be used to establish identity for employment-related assistance, including job matching, counselling, vocational guidance, skilling information, apprenticeships and career events. Yes/No and/or eKYC authentication may support de-duplication, fraud prevention and timely verification. Consent is mandatory, authentication remains voluntary, and services cannot be denied to persons who refuse or cannot authenticate through Aadhaar. Alternate identification includes PAN, passport, voter identity card, driving licence, Employment Exchange ID and specified universal account identifiers.

Digital vacancy reporting requires employers and regional career centres to furnish employment information through designated central career centres.
Career Centres (Central) comprise the Central Employment Exchange and the National Career Service Portal for the Social Security (Central) Rules, 2026. Career Centres must collect and furnish information digitally. Employers must digitally report vacancies and changes to supplied particulars, while Regional Career Centres must digitally share collected information with the Career Centre (Central) through prescribed forms. Technical and scientific vacancies meeting the prescribed pay threshold must be reported digitally to the Career Centre (Central) in Form XXV.

Correction of a labour-law notification replaces the specified numerical value with the revised value at the identified location.
Corrigendum to the Ministry of Labour and Employment notification dated 29 May 2026 substitutes the figure "0.35" with "0.18" at page 2, line 31 of that notification.

Compounding of wage-code offences excludes offences punishable by imprisonment alone or by imprisonment together with fine.
Compounding of offences under the Code on Wages, 2019 is clarified to cover any offence under the Code other than offences punishable with imprisonment only or with imprisonment and fine. The corrected wording replaces the earlier reference to compounding offences punishable with imprisonment only, or with imprisonment and fine.

Employees' Pension Scheme corrigenda correct social security terminology, wage references, employer damages wording, internal cross-references and numerical entries.
Corrigenda to the Employees' Pension Scheme, 2026 correct textual, terminological, numerical and cross-reference errors. They replace "security agreement" with "social security agreement", "pay" with "wages", and remove "by way of penalty" from the expression concerning employer damages. The corrections also revise the wage-ceiling terminology, aggregation wording, internal paragraph references, a reference to funds, and specified numerical entries.

Employees' Provident Funds Scheme corrigenda clarify membership, contribution, exemption, investment-loss and reporting terminology across the published scheme text.
The Employees' Provident Funds Scheme, 2026 is corrected through textual, terminological and cross-reference amendments. The corrigenda standardise references to Employees' Provident Funds, clarify provisions concerning excluded employees, members, international workers, exempted provident funds, nominees and contributions, and correct references to the Provident Fund Act, 1925, the Code on Wages, 2019 and Rule 65. They also revise investment-loss terminology, account nomenclature, numbering, dates, campaign references and security classifications in Form-II.

Central Advisory Board composition under the Code on Wages establishes government, employer and employee representation in wage administration.
The Central Government constitutes the Central Advisory Board under the Code on Wages, 2019, superseding the earlier notification while preserving prior acts and omissions. The Board is chaired by the Minister for Labour and Employment and includes independent members, State Government representatives, employer representatives and employee representatives. The Joint Secretary of the Wage Division serves as Member Secretary, establishing a representative advisory structure involving government, employers and employees.

Correction to Code on Wages Rules replaces an incorrect expression with the prescribed wording in the notified text.
The corrigendum corrects wording in the Code on Wages (Central) Rules, 2026. On page 39, line 22, the expression "the Code on Wages" is to be read as "the Wages."

Vocational Training Centre closure notices require Form T(1), detailing centre particulars, closure period, reasons and responsible signatory.
Notice of closure or discontinuance of a Vocational Training Centre must be furnished in Form T(1) under Rule 176 of the Occupational Safety, Health and Working Conditions (Central) Rules, 2026. The owner, agent or manager must provide the notice to the Chief Inspector-cum-Facilitator and the relevant Regional Inspector-cum-Facilitator. The form requires centre identification and location details, information on mines served and associated organisation, owner and agent, the date of closure or discontinuance, and the applicable period and reasons, with signature and designation.

Mine training certificates: prescribed forms standardise certification of initial, refresher and special training after satisfactory assessment.
Certificates of training for mine employment are prescribed through Forms T(2) and T(3) under Rule 173(1). Form T(2) certifies completed initial or refresher training and satisfactory assessment for specified mine employment. Form T(3) certifies completed special training, including its subject, and satisfactory assessment for persons employed in coal, metalliferous or oil mines. Both forms record trainee particulars, photograph, signature or thumb impression, training-centre details, and authentication by the Training Officer and the Agent or Manager.

Training allowances for mine vocational trainers require additional pay, trainee supervision limits, and preservation of more beneficial company schemes.
Training allowances for trainers and instructors at Vocational Training Centres serving coal, metalliferous and oil mines must be paid in addition to normal wages. Trainers receive a minimum daily allowance for each trainee under their supervision, with no more than two trainees assigned at one time. Non-regular instructors receive a minimum daily allowance for vocational training, proportionately reducible for part-day lectures. More beneficial company allowance schemes prevail over these minimum standards.

Vocational training standards require qualified mine instructors and trainers with safety expertise, instructional training, practical aptitude and refresher learning.
Vocational Training Centres for coal, metalliferous and oil mines must engage instructors and trainers meeting prescribed qualifications, experience and instructional-training requirements. Mining instructors require relevant competency certification and mine-working experience, with below-ground centres requiring below-ground experience and unrestricted certification. Engineering qualifications or electrical supervisory certification apply to mechanical and electrical instruction. Mandatory instructional training covers training delivery, adult learning, assessment, record keeping, technical and regulatory awareness, hazard identification, risk assessment and personal protective equipment, followed by assessment and periodic refresher training. Trainers must possess operational safety knowledge, practical training aptitude and safety-mindedness.

Training Officer Qualifications establish mine-specific competency and experience standards for vocational training centres serving coal, metalliferous and oil mines.
Whole-time training officers heading Vocational Training Centres for coal, metalliferous and oil mines must meet mine-specific qualification and experience standards. Coal-mine centres require mine experience and prescribed coal competency certification, with unrestricted certification and below-ground experience for centres serving underground mines. Metalliferous-mine centres require relevant experience and competency certification or mining-engineering qualifications, subject to enhanced requirements for mechanised opencast and below-ground operations. Oil-mine centres require an engineering degree and oilfield experience, with enhanced experience requirements for larger or multi-mine centres.

Vocational training centre standards require sector-specific staff, simulators, digital systems and safety facilities for mine-worker training.
Vocational Training Centres for coal, metalliferous and oil mines must provide sector-specific staffing, training equipment, digital training-management systems and physical facilities. Coal and metalliferous mine centres require a Training Officer, designated instructors, practical trainers, demonstration resources, classrooms, work sheds and trainee transport. Oil-mine centres require multidisciplinary instructors, authorised on-the-job trainers and supervisors, blowout prevention models, advanced operational simulators, virtual-reality hazard training and occupational health and safety facilities. Additional staffing and infrastructure apply where centres serve employee numbers above the applicable thresholds.

Training centre approval requires prescribed disclosures and employee-based application fees for vocational training of mine employees.
Training centres established under laws other than the Occupational Safety, Health and Working Conditions Code, 2020 must use the prescribed application proforma to obtain approval for vocational training of mine employees. Applications for fresh approval or renewal must disclose staff, mines served, infrastructure, accommodation, furniture, training aids, training-shop facilities, reference materials, supplies, simulators and fee-payment details. Application fees are graded by the number of mine employees catered to, across separate bands for centres serving up to 2,000, more than 2,000 up to 4,000, and more than 4,000 employees.

Mine vocational training approval requires eligible external training centres to maintain prescribed staff, equipment and facilities.
Training centres established under laws other than the Occupational Safety, Health and Working Conditions Code, 2020 may be approved to impart vocational training to persons employed in mines. Approval is conditional on compliance with prescribed infrastructure and facility standards, including the staff, equipment and other facilities required under the applicable rules for mine vocational training.