Now a major legal win has arrived for retirees across India. Specifically, the Supreme Court ruled this Friday on inflation benefits. Indeed, the court says states cannot give lower rates to pensioners. Therefore, serving staff and retired staff must be treated as equals. In fact, the bench says inflation hits everyone the same way. Thus, the ruling protects the rights of millions of seniors. Simple as that.

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SC Verdict: DA vs. DR Equality 2026

Now you can see the core details of this landmark case. Actually, the court focused on the “common purpose” of these funds. In fact, here is the data on the ruling.

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Why Inflation Relief Must Be Equal

Now the court has sent a very clear message to all state governments. Actually, they believe that fixing different rates is purely arbitrary.

The Logic of Justice

First, the court looked at why we have these allowances. Next, they found the goal is to fight the high cost of living. Thus, since inflation hurts everyone, the relief must be the same. Furthermore, the bench noted a gap in a specific government order. Specifically, the state offered 14% to staff but only 11% to retirees. Next, the court called this a violation of basic rights. Therefore, they dismissed the appeals from the Kerala government. Period.

Managing the Financial Crunch Argument

Now the state argued that a lack of funds made the split necessary. Actually, the Supreme Court did agree with one small point.

Budget vs. Rights

First, the court said states can delay payments during a money crunch. Next, they can also set different dates for starting new schemes. Thus, financial health is a guide for the timing of payments. However, once a state decides to increase the rate, it must be fair. Furthermore, you cannot give more to one group and less to another. Specifically, doing so has no rational link to the goal of the law. Therefore, the “money problem” is not an excuse for bias. Period.

The Impact of Article 14 on Retirees

Now this ruling sets a massive precedent for future pension cases. Actually, it uses the Constitution to protect the elderly.

The Rule of Law

First, the bench emphasized Article 14, which ensures equality. Next, they stated that pensioners deserve the same dignity as serving staff. Thus, this ruling stops states from viewing retirees as a “lesser” priority. Additionally, the court upheld a 2022 High Court judgment on this matter. Moreover, the decision helps seniors maintain their standard of living. Consequently, the Kerala State Road Transport Corporation must now follow these rules.

Frequently Asked Questions

Q: Does this apply to all states in India?

Now, since it is a Supreme Court ruling, it sets a rule for all. Thus, it will influence legal cases across the country.

Q: What is the difference between DA and DR?

Actually, DA is for people currently working. Next, DR is the “relief” version for those who have retired. Therefore, they both serve the same goal.

Q: Can the state still delay my pension increase?

Actually, yes. The court said they can defer the date if there is no money. Thus, they just can’t give you a lower percentage than the staff.

Q: Is this a new law?

Since it is a court ruling, it interprets the current laws. Therefore, it acts as a rule for the entire nation.

The Bottom Line

Now the Supreme Court DA Ruling of 2026 is a victory for fairness. While budgets are tight, rights must stay the same for all.

Overall, the state cannot pick favorites when fighting inflation. Therefore, this ensures a safer future for all retired government employees. Thus, we expect many states to update their payroll rules soon. Meanwhile, keep checking our blog for more legal and financial news. Lastly, we congratulate the retirees on this hard-won battle!

Equal pay. Equal relief. Period.

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The post SC Ruling: Same DA for Serving & Retired Employees first appeared on Rightsofemployees.com.

Now the landscape of employee gratuity benefits in India is seeing a massive shift. Specifically, the Code on Social Security 2020 has replaced the old 1972 Act as of late 2025. Indeed, these new rules are now fully operational for the April 2026 salary cycle. Therefore, both permanent and fixed-term workers must understand how their “exit pay” is calculated. In fact, the definition of “wages” has changed to ensure fairness across all sectors. Simple as that.

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Gratuity Eligibility: Old vs. New Rules (2026)

Now the biggest win is for those on short-term contracts. Actually, the government has slashed the waiting period for many workers. In fact, you can see the new eligibility criteria in the table below.

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The New “50% Wage” Rule and Your Salary

Now your monthly take-home pay might look different due to the new wage cap. Actually, the law now says your basic pay and certain allowances must be at least 50% of your total pay.

How It Affects You

First, employers can no longer hide your real salary under dozens of small allowances. Next, if your allowances exceed 50%, the extra amount is added back to your “wages.” Thus, your gratuity calculation base becomes much higher than before. Also, this might slightly reduce your monthly take-home cash because of higher PF and gratuity provisions. Therefore, while you get less cash now, you get a much larger lump sum when you leave the company. Overall, it is a forced savings plan for your long-term future. Period.

How to Calculate Your Gratuity in 2026

Now you can easily estimate your payout using the standard legal formula. In fact, the math remains simple but the “wage” part is now more generous.

The Official Formula

First, take your last drawn “wages” (Basic + DA). Next, multiply that number by 15. Thus, divide the total by 26 (working days in a month). Furthermore, multiply that result by the number of years you served. Specifically, a period of more than six months counts as a full year. Therefore, a service of 5 years and 7 months counts as 6 years in the final check. Consequently, you get a clear and fair reward for your loyalty.

Will Your Company Reduce Your Salary?

Now many workers fear that companies will cut salaries to cover these new costs. Actually, gratuity is a non-contributory benefit by law.

The Legal Reality

First, your boss cannot simply deduct gratuity as a monthly recovery from your pay. Next, companies may redesign salary structures for new hires to manage their total costs. Thus, your existing contract remains protected by the transition rules. Furthermore, this change increases the “compliance cost” for companies with low basic pay. Moreover, some firms may move gratuity outside of the CTC to simplify their books. Therefore, you should check your new “Salary Annexure” for the April 2026 reset. Overall, the law aims to protect the worker’s long-term wealth.

Frequently Asked Questions

Q: I am a freelancer on a 1-year contract. Do I get gratuity?

Now, yes. Under the new Code, fixed-term staff get gratuity after just one year. Thus, make sure to claim it when your contract ends.

Q: Is the ₹20 lakh tax-free limit still the same?

Actually, yes. For private sector workers, the tax-exempt limit stays at ₹20 lakh for now. Therefore, most middle-class payouts remain tax-free.

Q: Can my company refuse to pay if I resign?

Actually, no. Resignation after the qualifying period still entitles you to full payment. Thus, it is your legal right as a long-term employee.

Q: Does this apply to government employees too?

Since government staff already have 100% tax-exempt gratuity, their rules remain largely separate. Therefore, this mainly impacts the private and fixed-term sectors.

The Bottom Line

Now the new gratuity rules of 2026 provide a much stronger safety net for modern workers. While your monthly cash might dip slightly, your retirement fund is getting a massive boost.

Overall, the 1-year rule for fixed-term staff is a landmark change for the gig economy. Therefore, you should review your salary slip this month to see the new 50% wage split. Thus, you can plan your financial future with better accuracy. Meanwhile, keep checking our blog for more updates on the 8th Pay Commission. Lastly, stay informed to ensure you get every rupee you deserve.

Work hard. Retire rich. Period.

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The post New Gratuity Rules 2026: 1-Year Limit for Fixed-Term Staff & Calculation first appeared on Rightsofemployees.com.

A viral post recently sparked a big debate. Specifically, a bank worker lost a family leave request. Initially, many thought such leave was a right. Now, experts clarify that Indian law has gaps. Consequently, private workers stay very weak during crises. Indeed, your boss often has the final say.

Legal Rights vs. Optional Leave

Look, some leaves have very strict laws. Notably, these are “legal rights” under Indian codes. However, other types depend on your company plan. Actually, the new OSH Code mandates earned leave. Specifically, you earn one day per 20 days. Furthermore, state laws add sick or casual leave.

Current Leave Rules in India:

• Maternity: Highest protection; it is a human right.

• Earned: Set by the OSH Code across India.

• Medical: Legal if a doctor signs a note.

• Family Crisis: No law exists; depends on your boss.

The Gap in Emergency Leave

Actually, no law covers family emergencies. Specifically, Central and State laws stay silent. Indeed, you must use your own annual leave. Otherwise, you must take leave without any pay. Moreover, you cannot sue for a denied crisis. Therefore, the power stays with your firm’s owners.

[Infographic showing the hierarchy of leave protections in Indian Labour Law]

Can You Sue Your Boss?

Regarding legal action, your paths are few. Specifically, you can only sue for “legal” leave. Indeed, proving “harm” in court is very slow. Furthermore, courts rarely stop a boss from firing. Notably, this is true even for leave fights. Consequently, civil suits cost way too much money.

The Power of Unions

While the law is weak, unions help. Specifically, group talks can force a boss to act. Moreover, unions can start strikes or sit-ins. In short, being in a group adds safety. Next, I can help you find state rules. Right.

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Zoho Corporation is the latest tech giant to pivot. On Friday, March 13, the company sent a clear internal message. Most employees will work from home for two weeks. So, when does it start? Monday, March 16. The goal is simple. Actually, it’s about reducing the pressure on the commute. Now, with fuel lines growing and LPG stocks low, Zoho is playing it safe.

The “Critical” Only Rule

But not everyone gets to stay home. The policy has a catch. Look, it only applies to non-critical staff. Instead, those in essential roles must still show up. However, they need to talk to their managers first. In fact, the company is trying to keep the lights on while the rest of the country stays off the road.

The Zoho Plan:

• Start Date: Monday, March 16, 2026.

• Duration: Two weeks (initially).

• Who: Non-business-critical functions.

• Office Status: Open, but with “limited services.”

Cafeteria Blues Again

Since the LPG crunch is hitting everyone, Zoho’s offices are feeling it too. Next, expect smaller menus. The company warned that workplace facilities will stay open. But the cafeteria will run with a restricted menu. Actually, it’s the same story we saw at HCLTech and Infosys yesterday. So, even if you go to the office, don’t expect a full meal.

Why Now?

Look, the math is getting ugly. The war-related energy crisis is real. And it’s not just about cooking gas. Previously, we saw petrol prices jump. Now, the availability of all fuels is a mess. Indeed, commuting has become a logistical nightmare for thousands of techies. So, Zoho says this “temporary arrangement” will ease the travel pressure.

“The step is part of its broader responsibility,” the internal note said. Basically, the company wants to help staff manage transportation hurdles. Right.

A Growing Trend

Meanwhile, Zoho isn’t alone. After HCLTech and Infosys made similar moves, the industry is watching. Then there is the question of the 45-day LPG booking gap. Consequently, if people can’t cook at home or travel to work, remote work is the only fix. Doubt it will end in just two weeks if the Strait of Hormuz stays blocked.

So, Zoho will monitor the situation. Later, they will share more updates. But for now, get your home office ready.

Are you part of the “business-critical” crew, or are you logging in from your couch starting Monday?

The post Zoho Shifts to WFH for 2 Weeks Amid National Fuel Crisis first appeared on Rightsofemployees.com.

So the wait for a bigger paycheck is finally moving toward a win. The 8th Pay Commission has officially stepped up its work. The goal? New pay and pension rules. In fact, the state just launched the commission’s official website to start the talks. Plus, unions met in Delhi on February 25, 2026, to list their top needs.

Unions Meet to Fight for Higher Pay

But here is what the workers want the most. Many groups met under the NC-JCM banner to draft a new plan. Is a basic hike enough? No. They are asking for a much higher “fitment factor” to lift the base pay. Consequently, this would lead to a major jump in monthly take-home cash for lakhs of staff.

Moreover, the unions want bigger yearly raises and better retirement perks. Previously, the gap between pay levels was a big worry for many. So the new memorandum will focus on fixing these old promotion and pension gaps. Therefore, the next few weeks are vital for these official talks.

8th Pay Commission: Key Facts (2026)

The Timeline for New Salary Rules

Still, you should not expect the extra cash in your bank tomorrow. The state gave the panel 18 months to study the current pay and perks. The plan? To look at how inflation hits your daily life. And they must check how the pension system works for older staff. Accordingly, the final report will likely reach the cabinet by mid-2027.

But what about the “missing” months of pay? Experts say you will likely get arrears. This means the state will pay you back for the time starting from January 1, 2026. Why? Because that is when the 7th Pay Commission cycle officially ended. Essentially, you get a lump-sum check once the new rates go live. Indeed, this is a huge relief for many families.

What Happens Next?

Then there is the role of the new website. The state will use it to share news and collect views from the public. The reason? To make the process fast and clear for everyone. Even though the final date is not set, the gears are now turning at full speed.

Worth noting: The state already picked the chairperson for the 8th CPC late last year. So the basic frame is ready to build the new pay scale. Ultimately, this move brings central staff and pensioners one step closer to a better financial future.

Frequently Asked Questions (FAQs)

What is the expected fitment factor for the 8th Pay Commission? So unions are pushing for a factor between 2.84 and 3.68. Because of this, the minimum basic pay could rise from ₹18,000 to over ₹25,000 or more.

Will I get arrears from January 2026? In fact, yes. Most experts believe the state will calculate the new pay from the start of 2026. Additionally, you will receive the back-pay as a one-time credit later on.

Where can I find 8th Pay Commission updates?

But you should check the newly launched official 8th CPC website. Consequently, this is the most trusted source for news on salary and pension revisions.

The post 8th Pay Commission: Website Launched & Arrears News 2026 first appeared on Rightsofemployees.com.

Govt Confirms 8th Pay Commission Move

The Minister of State for Finance gave a clear answer in Parliament. He confirmed the panel is now active. Specifically, the Govt formed the group late last year. They must review pay, perks, and pensions for all staff.

The Ministry issued a formal note on November 3, 2025. This set the rules for the new review. Still, the road to a bigger paycheck is long.

The 18-Month Wait for New Salaries

The panel has 18 months to finish its task. This means the report will arrive in mid-2027. First, the team must study current costs. Then, they will suggest new pay scales.

Wait for the final word from the Govt. They must approve the report before money flows. Meanwhile, labor unions are losing heart. Some groups even plan to strike soon. They want faster action on these pay hikes.

Reality Check: The 2026 Date Trap

The Govt says the new pay starts from January 1, 2026. This sounds like good news. Is it a sure thing? History says no. In fact, past panels took years to pay out.

The 2026 date is just a reference point. It does not mean you get cash now. Most staff will wait until late 2027 for back pay. Do not plan your budget around a 2026 hike. The math simply does not add up yet.

The Loopholes: What Is Missing

The current plan has a few gray areas. First, the Govt did not fix the DA merger rule. Usually, DA merges with basic pay at 50%. The current report skips this detail entirely.

Second, the “Fitment Factor” is still unknown. Unions want a 3.68 ratio. The Govt has not promised any specific number. Finally, the 18-month window is a soft goal. Panels often ask for more time to finish.

What This Means for You

You will stay on the 7th Pay Commission scales for now. Your only raises will come from DA hikes. These happen twice a year. Keep track of these small boosts. They are your only shield against rising costs today.

Next Steps

Check your latest pay slip for DA accuracy. Join a staff union to stay informed. Watch for the mid-2027 report launch.

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The post 8th Pay Commission Update: Govt Starts New Pay Review first appeared on Rightsofemployees.com.

Table of Contents

• At a Glance

• The Tiny 2% Relief

• The Pay Team: Who is in Charge?

• The Long Wait for Arrears

• Comparison: Old vs. New Pay Rules

• Human Insight: Why This Wait Matters

At a Glance

• The News: No basic salary hike in Budget 2026.

• The Benefit: A small 2% DA/DR rise for staff and pensioners.

• The Goal: Full pay revision is now pushed toward FY2028.

The Tiny 2% Relief

The government did offer a small band-aid for rising costs. Specifically, they raised the Dearness Allowance (DA) by 2%. This move follows the latest inflation data from the Labour Bureau. Also, it brings the total DA to 60% of basic pay. However, this is just a cost-of-living adjustment. It is not a real salary boost. You will see this tiny change in your February pay slip.

The Pay Team: Who is in Charge?

A new team is finally looking at your future pay. Notably, former Supreme Court judge Ranjana Prakash Desai leads the commission. The Union Cabinet cleared this move late last year. Plus, the group has 18 months to finish its review of pay and pensions. Because they are still working, the Budget had no cash for you today. The government won’t commit to a number until the team files its report.

The Long Wait for Arrears

The actual pay jump is likely years away. In fact, experts at ICRA believe the big financial hit won’t land until FY2028. The government is spending on infrastructure right now. But there is a silver lining. The new pay rules should apply back to January 1, 2026. Therefore, you are building up a massive pile of back-pay every month. When the rules change, you will get a huge lump sum of arrears.

Comparison: Old vs. New Pay Rules

Human Insight: Why This Wait Matters

I’ve seen this play out many times before. The government hates big, immediate bills. Instead, they delay the payout to keep the deficit low. Pro-Tip: Don’t let the lack of a hike ruin your plans. Treat your current salary like it has a “hidden” bonus. You are earning that 8th CPC money every day; you just can’t touch it yet. Also, watch for February 12. Unions are calling for a strike to demand “Interim Relief.” If they win, you might get a 20% boost before the year ends.

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The post No 8th Pay Commission Hike in Budget 2026: The Hard Truth first appeared on Rightsofemployees.com.

Your monthly take-home pay is about to grow. Specifically, the central government will hike the Dearness Allowance (DA) by 5%. This move pushes the total allowance to a massive 63% of your basic salary.Millions of employees and pensioners will get relief from inflation.

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Why Is the Pay Rising?

The government calculates your raise using the All India Consumer Price Index (AICPI-IW). First, the Ministry of Labour tracks the cost of living for industrial workers. Next, they use a specific formula to adjust your salary twice a year. Specifically, the index stayed at 148.2 in December 2025. Therefore, the math confirms a 5% jump for the January to June 2026 period.

• The Old Rate: 58% (Last updated in July 2025).

• The New Rate: 63% (Effective from January 1, 2026).

• The Payout: You will likely see the extra cash in your April 2026 salary.

The Bonus Hike in Transport Allowance

The good news does not stop at your basic DA. Notably, your transport allowance (TA) also increases by the same percentage. Specifically, if you live in a big city and draw a base TA of ₹1,800, your travel money will spike. Moreover, the new calculation adds ₹1,134 to that base. Consequently, your total transport allowance will reach ₹2,934 every month.

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What About the DA Merger?

Many employee unions are currently demanding a “DA Merger.” Specifically, they want the government to merge the 63% allowance with the basic pay. However, the Finance Ministry recently clarified its stance in the Lok Sabha. Specifically, they stated that no such plan is under consideration right now. Instead, the government will wait for the 8th Pay Commission to make its final report.

The Timing of Your Arrears

The hike is backdated to January 1st. Consequently, you are owed extra money for January, February, and March. Notably, the government usually clears these files by late March. Therefore, your April paycheck will include a large lump sum of backdated “arrears.” In conclusion, this 63% milestone is a major win for government workers battling inflation in 2026…

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The post Central Govt DA Hike 2026: 63% Expected for Employees first appeared on Rightsofemployees.com.

Many workers in India feel unsure when they need to ask for a day off. Currently, the law protects some types of leave, but it leaves others to your boss. Specifically, you have a legal right to earned leave and maternity leave. However, “compassionate leave” for family emergencies is not a central law. Instead, it depends on your company’s own rules. Therefore, you should always check your contract first.

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The Basic Rules for Leave

To start with, India has clear laws for some leave types. For instance, under the new 2026 codes, you get one day of earned leave for every 20 days you work. In addition, maternity leave is now a human right. This means your boss cannot deny it. But, for things like a family illness, there is no fixed law. Consequently, private sector workers often have a harder time getting these days off.

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Can You Sue Your Boss?

If your boss denies your leave, you might want to take legal action. Actually, this is quite difficult. While you can sue for earned leave, it is hard to sue for “emergency” leave. Because the law does not mandate it, courts often cannot help. Furthermore, if you take leave without permission, you could even lose your job. So, it is always best to talk to your manager first.

How to Handle a Denial

In response to a denial, you should stay professional. First, explain your situation clearly in an email. Then, ask if you can take “leave without pay” instead. Also, keep a record of all your messages. By doing this, you have proof if you need to talk to HR later. Ultimately, a good employer will try to be helpful during a real crisis….

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The post Employee Leave India 2026: Your Rights and Rules Guide first appeared on Rightsofemployees.com.

The recent debate sparked by a bank employee’s viral post highlights a harsh reality: in India, the right to take leave for family emergencies is often more a matter of employer goodwill than legal mandate.

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1. The Statutory “Holy Trinity”: Enforceable Leaves

Only certain types of leave are protected by central and state laws. If these are denied, you have grounds for a legal challenge.

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2. The Grey Area: Compassionate & Emergency Leave

This is where most friction occurs. Currently, there is no specific Indian law that mandates leave for:

• Family medical emergencies (e.g., a parent’s hospitalization).

• Bereavement (death of a loved one).

• Personal urgent matters.

[!CAUTION]

Practical Reality: These are “discretionary.” If your contract doesn’t explicitly guarantee them, your boss can legally deny the request. In the private sector, taking “unauthorized” leave for an emergency can technically lead to termination for “abandonment of duty.”

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3. Recourse: What Can You Do if Leave is Denied?

If you are facing an unreasonable denial, legal experts suggest a tiered approach:

• Step 1: Check Your Contract. If your company handbook or offer letter mentions “Compassionate Leave,” it becomes a contractual right you can enforce.

• Step 2: Written Communication. Always apply via email/portal. If denied, politely ask for the reason in writing. This creates an “audit trail” if the situation escalates to HR or a labor court.

• Step 3: Internal Grievance. Escalate to senior HR or an Internal Committee. Most large firms (especially in Tech/Banking) have “reasonable employer” policies to avoid public PR damage.

• Step 4: Collective Action. For unionized sectors (like PSU Banks), unions can intervene. In the private sector, you may consult a labor lawyer for a “civil suit for damages,” though this is often time-consuming.

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The post India Leave Policy 2026: Rights for Family Emergencies first appeared on Rightsofemployees.com.

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1. The 20-Year “Survival Gap”

The primary concern is the creation of a vast demographic of skilled professionals stuck in a “Forever Layoff” era.

• The Financial Cliff: Unlike layoffs in your 20s, a job loss at 40 hits during the peak of financial responsibilities: home loan EMIs, children’s higher education, and elderly parent care.

• The Talent Trap: Hiring managers often pass over 40+ professionals for “younger, hungrier” talent at 50% of the cost, even when the role requires the judgment that only experience brings.

• The EMI Stretch: Due to high interest rates in recent years, many home loans now extend well into a professional’s late 50s. If income stops at 40, the debt mountain becomes insurmountable.

2. Industry Trends: Why 40?

While age bias isn’t uniform, certain sectors are seeing a faster “expiry date” on experience:

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3. The Fallback: Is There a Safety Net?

Currently, India lacks a robust national framework for mid-career job loss.

• Limited Unemployment Insurance: Schemes like RGSKY (Rajiv Gandhi Shramik Kalyan Yojana) offer 50% of average wages for up to 24 months, but these are largely for workers covered under ESI—often excluding high-earning corporate professionals.

• The “Upskilling” Myth: While platforms like UpGrad or Coursera offer AI and Data Science pivots, experts argue that upskilling cannot be the only solution to a systemic corporate preference for youth.

4. Moving from “Liability” to “Asset”

To prevent a mental health and economic crisis, the conversation must shift:

• Internal Mobility: Companies should design “redeployment tracks” rather than just exit packages.

• Skill Compounding: Experience shouldn’t be seen as an expiration date but as a “compounding asset” for complex decision-making.

• National Support: Advocacy for a “bridge framework” that allows professionals to retrain without draining life savings.

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The post The New “Mid-Life” Crisis: Is 40 India’s New Retirement Age? first appeared on Rightsofemployees.com.

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1. Key Implementation Timeline

The 8th Pay Commission was formally approved and the chairperson, Justice Ranjana Prakash Desai, was appointed in late 2025.

• Effective Date: January 1, 2026 (Salaries and pensions will be revised retrospectively from this date).

• Actual Rollout: Expected in late 2027 or early 2028.

• Arrears: Employees are likely to receive 12–18 months of arrears in a lump sum once the notification is officially released.

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2. Fitment Factor & Basic Salary Projections

The “Fitment Factor” is the multiplier used to jump from 7th CPC basic pay to 8th CPC basic pay. Below are the projected basic salaries for different groups based on the most discussed fitment factors.

3. Why These Changes Matter

• DA Reset: When the 8th CPC is implemented, the Dearness Allowance (DA), which is currently at 55–58%, will be reset to 0%.

• Allowance Hikes: House Rent Allowance (HRA) and Transport Allowance (TA) will be recalculated based on the new, much higher basic pay.

• Pensioners: Retirees will see a similar jump in their basic pension, providing significant relief against inflation.

Also Read | EPFO UPI Withdrawals: The ₹25,000 Cap & New Rules (April 2026)

The post 8th Pay Commission 2026: Expected Salary Hike, Implementation Date & Fitment Factor first appeared on Rightsofemployees.com.

1. Know the Deadlines: When is it “Delayed”?

Under the Payment of Wages Act (and the 2025 Wage Code), employers must follow strict timelines:

• Establishments with < 1,000 employees: Salary must be paid by the 7th of the following month.

• Establishments with > 1,000 employees: Salary must be paid by the 10th of the following month.

• IT & ITES Sector: Specific state amendments often mandate payment by the 7th to ensure transparency.

Legal Fact: Financial stress or “company loss” is not a valid legal excuse to withhold an employee’s earned salary.

2. The Step-by-Step Recovery Process

Before jumping to court, follow this escalation matrix to strengthen your case and potentially resolve the issue faster.

Step 1: The Paper Trail (Internal)

Send a formal email to HR and your reporting manager. State the exact amount due, the period it covers, and request a specific payment date. Save all replies.

Step 2: Formal Legal Notice

If the internal request fails, hire a lawyer to send a Legal Notice. This gives the employer a 15-day window to settle the dues or face litigation. Often, this notice alone is enough to prompt payment as companies want to avoid court costs and the “NCLT threat” (for dues over ₹1 Lakh).

Also Read | The Longevity Trap: 5 Retirement Mistakes We Realize “Too Late”

Step 3: Filing a Complaint (External)

Depending on your role and pay, you have different forums:

• For “Workmen” (Non-managerial): File a complaint via the SAMADHAN Portal (samadhan.labour.gov.in) or visit the Labour Commissioner’s office.

• For Managers/Executives: File a Summary Suit in the Civil Court under Order 37 of the CPC. This is a fast-track way to recover money based on written contracts.

3. Are Bonuses and Incentives Protected?

Yes, but with a catch.

• Contractual Bonuses: If your offer letter or policy says “Performance Incentive of ₹X based on Y targets,” and you have achieved those targets, the bonus is no longer “discretionary”—it is a vested right.

• Statutory Bonus: Under the Payment of Bonus Act, many employees are entitled to a minimum of 8.33% of their annual salary as a bonus, regardless of company profit.

Also Read | The Longevity Trap: 5 Retirement Mistakes We Realize “Too Late”

4. Essential Document Checklist

To win a recovery case, you must preserve these documents:

1. Appointment Letter/Contract: Proves the agreed salary and incentive structure.

2. Salary Slips: Evidence of what was being paid previously.

3. Bank Statements: Proof that no credit happened on the due date.

4. Appraisal/Target Records: To prove you earned your variable pay/incentives.

5. Email Communications: Confirming the delay or acknowledging the debt.

Also Read | The Longevity Trap: 5 Retirement Mistakes We Realize “Too Late”

The post Delayed Salary or Unpaid Incentives? Your Step-by-Step Legal Recovery Guide (2026) first appeared on Rightsofemployees.com.

The Government of India has introduced significant updates to pension regulations as of January 2026, aiming to protect retirees from arbitrary financial cuts and streamline the process for families following a pensioner’s death.¹ These rules primarily impact central civil pensioners under the CPAO (Central Pension Accounting Office) and the DoPPW.

Also Read | Iran Protests: 538 Dead Amid US Military Warning

1. New Protocol After a Pensioner’s Death

The Ministry of Finance has observed that several banks were bypassing standard protocols, causing delays in family pension settlements.² The new directive enforces a “CPAO-Only” routing system.

• The Change: Banks’ Centralised Pension Processing Centres (CPPCs) are now strictly prohibited from sending Pension Payment Orders (PPOs) directly to government departments or Pay & Accounts Offices (PAOs).

• The Correct Route: 1. Bank collects the Disburser’s portion of the PPO and the Death Certificate.5

  2. Documents are sent only to the CPAO.6

  3. CPAO verifies and routes them to the concerned department for family pension transition.

• Why it Matters: This standardizes tracking and prevents the loss of original documents, which is a common cause of delayed family pensions.

Also Read | Iran Protests: 538 Dead Amid US Military Warning

2. Protection Against Arbitrary Pension Cuts

A major relief has been granted regarding the “recovery” of pension amounts. Once a pension is finalized, departments can no longer reduce it at their whim.⁸

Also Read | Iran Protests: 538 Dead Amid US Military Warning

3. Strategic Context: The 2026 Transition

The year 2026 is pivotal for pensioners due to two other major shifts:

• 8th Pay Commission: Effective from January 1, 2026, this commission is expected to revise pension scales and the “Fitment Factor,” potentially increasing monthly payouts for existing retirees.

• Unified Pension Scheme (UPS): Starting April 2025/2026, this scheme offers a middle ground between NPS and OPS, providing an assured pension of 50% of the last 12 months’ average basic pay for those with 25+ years of service.

Also Read | Iran Protests: 538 Dead Amid US Military Warning

The post New Pension Rules 2026: No More Arbitrary Cuts & PPO Changes first appeared on Rightsofemployees.com.

Also Read | Reliance Jio 2026: Budget-Friendly Annual Prepaid Plans

1. The 12 Professional Profiles

In 2026, each sign is mapped to a specific high-value “superpower” that helps bridge the gap between human creativity and AI efficiency.

Also Read | Reliance Jio 2026: Budget-Friendly Annual Prepaid Plans

2. Career Forecast (Jan 6, 2026): “The Bold Reset”

Today features a significant cosmic alignment: the Moon is in Aries under the Ashwini Nakshatra.

• The Energy: This creates a “Double Fire” effect, making today one of the best days of the year for launching new projects or pitching “impossible” ideas to leadership.

• The Warning: With the Sun in Capricorn, there is a clash between “Speed” (Aries) and “Structure” (Capricorn). Avoid skipping the fine print in contracts today.

• Success Factor: Professionals who use AI to handle the “grunt work” (Virgo energy) while they focus on the “Aries drive” to lead will see immediate recognition.

Also Read | Reliance Jio 2026: Budget-Friendly Annual Prepaid Plans

3. Managerial Strategy: Building Your “Zodiac Dream Team”

For managers refining their team structures this quarter, the “Elemental Mix” is becoming a standard strategy:

• The Execution Unit: Pair Aries (for the start) with Virgo (for the process) and Capricorn (for the finish).

• The Innovation Hub: Give Aquarius and Pisces the brainstorming space, then let a Gemini translate their ideas into a client-facing pitch.

• The Stability Core: Rely on Taurus and Cancer to maintain culture and operational consistency during high-growth periods….

Also Read | Reliance Jio 2026: Budget-Friendly Annual Prepaid Plans

The post Career Horoscope 2026: Success Guide for Your Zodiac Sign Char Count first appeared on Rightsofemployees.com.

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1. 8th Pay Commission: The “January 1” Milestone

The 8th Pay Commission has been officially approved to replace the 7th Pay Commission. While the final report and formal rollout often take time, the effective date is January 1, 2026.

• The Fitment Factor: This is the most discussed figure. While the 7th Pay Commission used a factor of 2.57, experts project the 8th CPC fitment factor to range between 1.83 and 2.85.

• Projected Salary Hike: Based on various fitment factor models, employees could see an overall salary increase of 25% to 34%.

• Arrears: If the official notification is delayed (which is common), the government will pay arrears retrospectively from January 1, 2026.

Also Read | Soaked Fenugreek Seeds: 7 Health Benefits of a Morning Routine

2. DA Hike January 2026: 2% Increase Confirmed

According to the AICPI-IW (All India Consumer Price Index) data released for November 2025 (which stood at 148.2), the first DA revision of 2026 is now essentially set.

• Revised Rate: The DA is expected to rise by 2 percentage points, moving from 58% to 60% of the basic pay.

• Effective Date: January 1, 2026.

• Calculation Basis: The 12-month average of AICPI-IW for 2025 has settled at a level that justifies a 60% rate.

• Official Announcement: The Union Cabinet typically makes the formal announcement in March (around Holi), but it will be paid with arrears from January.

3. Impact on Pensioners (Dearness Relief)

For over 68 lakh pensioners, the 2% hike in Dearness Relief (DR) is vital. Since pensioners do not receive city-based allowances or annual increments like active staff, the DR revision is their only shield against rising inflation….

Also Read | Soaked Fenugreek Seeds: 7 Health Benefits of a Morning Routine

The post 8th Pay Commission Update: 2026 Salary Hike & DA Forecast first appeared on Rightsofemployees.com.

The 12 Zodiac Profiles in the Workplace

Each sign brings a unique “superpower” to the office. Here is how the signs typically manifest in a professional setting:

Career Prediction (JAN, 2026): “The Bold Reset”

Today’s cosmic alignment features the Moon moving into Aries under the Ashwini Nakshatra, creating an energy of “fast beginnings” and “decisive momentum.”

• Immediate Forecast: Expect a sudden surge in productivity. Today is ideal for launching new projects, but be wary of impulsive spending or emotional outbursts.

• Planetary Influence: Saturn continues to emphasize discipline and long-term responsibility, while Mercury provides the clarity needed for “smart working” over “hard working.”

• Success Factor: The transition into 2026 demands adaptability. With AI job anxiety rising by 50% in 2025, the stars suggest that those who pair technical “AI fluency” with “human emotional intelligence” will thrive.

Managerial Tips: Building the “Zodiac Dream Team”

For managers looking to optimize their departments in late 2025, consider these “Elemental Mixes”:

• The Leadership Core: Mix Capricorn (discipline), Leo (vision), and Gemini (communication) for a powerhouse executive unit.

• The Execution Engine: Combine Aries (drive) with Virgo (precision) and Taurus (reliability) to ensure projects are finished to perfection.

• Managing Innovation: Give Aquarius and Pisces the space to brainstorm “out of the box” ideas before handing them to a Libra for balance and refinement.

Conclusion

While horoscopes offer a poetic mirror for professional life, they are best used as a supplement to—not a replacement for—objective performance metrics and professional development. In 2025, the most successful employees are those who use every tool available, from astrological insights to AI-powered skill sets, to stay ahead.

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• Budget 2026: CII presents a 4-point strategy to reduce debt and curb tax evasion.
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Disclaimer: Astrological predictions are for general guidance and entertainment purposes. Career success ultimately depends on individual effort, skills, and organizational circumstances…..

The post Daily Career Horoscope: 2026 Work Goals for Your Sign first appeared on Rightsofemployees.com.

The centerpiece of this reform is the 50% Wage Rule, which forces a trade-off: higher long-term security in exchange for lower monthly take-home pay.

Also Read | UP Police Constable Recruitment 2026: 32,679 Vacancies Announced

1. The 50% Rule: How Your Paycheck Changes

Under the new definition of “wages,” your Basic Pay + Dearness Allowance (DA) must constitute at least 50% of your total Cost to Company (CTC). Previously, many companies kept Basic Pay as low as 25–30% to maximize take-home pay through tax-free allowances.

Sample Salary Impact (Monthly CTC: ₹1,00,000)

The “Sting”: For a professional with a ₹25 lakh salary, this restructuring can “clip” nearly ₹8,000 to ₹10,000 from their monthly disposable income.

Also Read | UP Police Constable Recruitment 2026: 32,679 Vacancies Announced

2. Why This is a “Net Positive” for the Long Term

While your monthly bank credit might look smaller, your “hidden” wealth is growing faster:

• Higher Gratuity: Gratuity is calculated as $(15/26) \times \text{Last Drawn Wage} \times \text{Years of Service}$. A 20% jump in your “wage” base significantly inflates your final payout.

• Fixed-Term Gratuity: In a win for the gig economy, fixed-term employees are now eligible for gratuity after just 1 year of service, down from the previous 5-year requirement.

• Larger PF Corpus: Higher contributions mean your retirement nest egg benefits more from compound interest over time.

3. The 2026 Financial Action Plan

To navigate this “reset,” experts suggest three immediate steps:

1. Recalibrate Cash Flow: If your take-home pay drops by 5–8%, audit your discretionary spending (subscriptions, dining out, luxury upgrades) immediately to avoid “lifestyle creep” causing debt.

2. Tax Planning Reset: With fewer “flexible” allowances available for tax deductions, you may need to look closer at Section 80C (utilizing your higher PF) and the New Tax Regime to optimize your liability….

3. Emergency Fund Buffering: As job patterns become more fluid under the new Industrial Relations Code (which allows easier layoffs for companies with up to 300 workers), maintaining 6–12 months of expenses in a liquid fund is now non-negotiable.

Also Read | UP Police Constable Recruitment 2026: 32,679 Vacancies Announced

The post The 2026 Personal Finance Reset: Adapting to India’s New Labour Codes first appeared on Rightsofemployees.com.

Also Read | UP Voter List 2026: New Deadlines & 2.89 Crore Names Deleted

1. Code on Wages: Scientific Minimum Wage

The draft rules introduce a precise “Consumption Unit” formula to calculate the National Floor Wage, ensuring it reflects the actual cost of living.

50% Wage Rule: The rules define “wages” as basic pay, dearness allowance, and retaining allowance. If other allowances exceed 50% of the total salary, the excess will be added back to “wages” for PF and gratuity calculations, likely increasing take-home pay for low-wage workers but raising costs for employers.

Also Read | UP Voter List 2026: New Deadlines & 2.89 Crore Names Deleted

2. Code on Social Security: Protecting Gig Workers

For the first time, “gig” and “platform” workers (like those at Zomato or Uber) are formally recognized.

• National Social Security Board: A dedicated board will include 5 representatives from gig/platform workers (on rotation).

• Mandatory UAN: Every worker must have an Aadhaar-linked Universal Account Number (UAN) to ensure benefits like insurance and health cover are portable across jobs.

• Aggregator Contribution: Platforms will contribute 1-2% of their turnover to a social security fund for these workers.

Also Read | UP Voter List 2026: New Deadlines & 2.89 Crore Names Deleted

3. Occupational Safety & Health (OSH) Code

This code focuses on the physical well-being of the workforce and modernizes shift work.

• Working Hours: Capped at 48 hours per week. Overtime must be paid at double the normal wage rate.

• Night Shifts for Women: Permitted between 7 PM and 6 AM subject to:

  • Written Consent: Employers must obtain it from the employee.

  • Safety Infrastructure: Mandatory CCTV in passages/common areas and well-lit workspaces.

  • Free Transport: Door-to-door pick-up and drop-off facility.

• Health Check-ups: Employers must provide free annual medical exams for all workers over 40 years old in factories, mines, and construction.

4. Industrial Relations (IR) Code

The IR code streamlines how businesses and unions interact, introducing Fixed-Term Employment (FTE).

• FTE Benefits: Workers on fixed contracts now get the same wages and social security as permanent workers. Crucially, they qualify for gratuity after 1 year of service (instead of the usual 5).

• Thresholds: The requirement for prior government permission for layoffs or closures has been raised to establishments with 300+ workers (up from 100), providing more flexibility to mid-sized firms….

Also Read | UP Voter List 2026: New Deadlines & 2.89 Crore Names Deleted

The post India Pre-Publishes Draft Rules for Four Labour Codes (Dec 30, 2025) first appeared on Rightsofemployees.com.

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This development follows significant nationwide “switch-off” strikes by gig workers on Christmas and New Year’s Eve 2025, protesting for better pay and social safety nets.

1. The “90-Day” Eligibility Rule

The draft rules aim to distinguish between casual users and active gig workers to determine who qualifies for government-mandated benefits.

2. Key Benefits & Protections

Also Read | E-Challan Scam Alert: How to Spot a Fake Traffic Fine (2025-26)

Eligible workers (aged 16 to 60) will be brought under a formal welfare umbrella, funded by a 1-2% levy on aggregator turnover.

• Healthcare: Coverage under the Ayushman Bharat (PM-JAY) scheme, providing up to ₹5 lakh in annual health cover.

• Insurance: Mandatory life and personal accident insurance.

• Pension: Future eligibility for pension schemes based on joint contributions from the platform and the worker.

• Identity: Issuance of a Digital Identity Card and a Universal Account Number (UAN) through the e-Shram portal.

Also Read | E-Challan Scam Alert: How to Spot a Fake Traffic Fine (2025-26)

3. National Social Security Board

A new central body will be formed to oversee the welfare of the estimated 1.3 crore gig workers in India (projected to grow to 2.35 crore by 2030).

• Composition: The board will include five representatives each from gig worker associations and aggregator employers.

• Responsibilities: Identifying new aggregator types, assessing worker numbers, and formulating specific welfare policies.

Impact on Platforms (Aggregators)

Companies like Zomato, Swiggy, Uber, and Zepto will now have to:

1. Mandatory Registration: Share data of all active partners on a central government portal.

2. Contribution: Pay into the Social Security Fund (capped at 5% of the amount payable to workers).

3. Compliance: Ensure Aadhaar-linked registration for all workers onboarded.

Also Read | E-Challan Scam Alert: How to Spot a Fake Traffic Fine (2025-26)

The post Gig Workers’ Social Security: Govt Proposes 90-Day Work Rule first appeared on Rightsofemployees.com.

Also Read | Duplicate Voter ID Card Guide 2026: Apply & Download Online

8th Pay Commission: A Distant Reality for 2026?

The spotlight in 2025 was firmly on the groundwork for the 8th Central Pay Commission (CPC).² Although the Union Cabinet approved its Terms of Reference (ToR) in late 2025, the implementation remains a waiting game.With the 7th CPC set to conclude on December 31, 2025, and the new panel given an 18-month timeline to submit its report, revised salaries are unlikely to hit bank accounts before late 2027. However, employees have been reassured that arrears will likely be protected and calculated starting January 1, 2026

Also Read: [IGMC Shimla Brawl: Senior Resident Sacked After Viral Fight]

The Shift to Unified Pension Scheme (UPS)

One of the landmark shifts in 2025 was the introduction of the Unified Pension Scheme (UPS), effective April 1. This scheme offers a middle ground between the Old Pension Scheme (OPS) and the National Pension System (NPS), providing an assured pension equal to 50% of the average basic pay of the last 12 months.This move significantly calmed the decade-long unrest among employee unions regarding post-retirement income certainty.

Also Read | Duplicate Voter ID Card Guide 2026: Apply & Download Online

Central Govt Employees 2025 – Key Policy Updates

NPS Reforms: More Liquidity for Retirees

Retirement planning saw a massive overhaul in 2025 with the PFRDA introducing more flexible exit norms.The threshold for 100% lump-sum withdrawal at retirement was increased from ₹5 lakh to ₹8 lakh. Furthermore, a new “middle slab” (₹8–12 lakh) was introduced, allowing employees to withdraw up to ₹6 lakh as a lump sum, providing immediate liquidity for those with smaller corpuses.

Also Read | Duplicate Voter ID Card Guide 2026: Apply & Download Online

DA Hikes and Service Rule Digitalisation

In the absence of a basic pay hike, the Dearness Allowance (DA) remained the primary inflation buffer. By October 2025, the DA reached 58%, offering much-needed relief amid fluctuating food and housing costs. Simultaneously, the government pushed for “Service Rule 2.0,” digitizing pension portals and grievance redressal systems. This has reduced the time taken for pension sanctioning and leave approvals, making the administrative process smoother for serving and retiring staff.

Conclusion and Disclaimer

The year 2025 will be remembered as a year of “grounding expectations” for central government employees. While the 8th Pay Commission is officially in motion, its benefits are a marathon, not a sprint. The real wins of 2025 were the UPS rollout and NPS flexibility, which provided immediate structural clarity to retirement planning.

Disclaimer: Information regarding the 8th Pay Commission, DA rates, and NPS rules is based on official government notifications and parliamentary statements as of December 2025. Future implementations and final salary structures are subject to the recommendations of the pay panel and Cabinet approval…

Also Read | Duplicate Voter ID Card Guide 2026: Apply & Download Online

The post 5 Major Changes for Central Govt Employees in 2025: 8th Pay Commission Update first appeared on Rightsofemployees.com.

Also Read | Aadhaar Enrollment Update: Birth Certificates Mandatory for 5-18 Years?

• The Social Media Spark: Reddit User Questions “Bizarre” ₹100 Fine for Western Wear

• The Wage Code 2019 Reality: Why Deduction for Dress Code is Legally Shaky

• CSR Coercion: Can Fines Actually Fund a Company’s Legal CSR Obligations?

• The Contract Trap: What Your “Appointment Letter” Says About Financial Penalties

• Standing Orders & Shops Act: The Bureaucratic Hurdles Employers Often Skip

The internet is currently having a meltdown over a Reddit post where an employee claimed her HR is fining staff ₹100 for not wearing ethnic clothes on Fridays. The thing is, “Traditional Friday” is a common cultural push in Indian offices, but turning it into a financial penalty is where the legal lines get blurry.

Also Read | Aadhaar Enrollment Update: Birth Certificates Mandatory for 5-18 Years?

Actually, under the Code on Wages, 2019, deductions from a salary are strictly regulated. Specifically, an employer can only deduct money for things like absence from duty, damage to property, or statutory contributions like PF and ESI.

As a result, “not wearing a kurta” is not a legally recognized ground for a wage fine in India. Consequently, unless this specific penalty is part of the “Certified Standing Orders” of the company, it’s likely a violation of labor standards (those too).

Also Read | Aadhaar Enrollment Update: Birth Certificates Mandatory for 5-18 Years?

And here’s the kicker. The company claims these fines go toward their Corporate Social Responsibility (CSR) fund.

Basically, CSR is a legal mandate for the company itself—not the employees.Instead of the firm spending 2% of its own profits (as required by the Companies Act, 2013), they appear to be “crowdsourcing” their philanthropy through employee penalties.

In fact, legal experts point out that forcing staff to fund CSR through fines could be seen as coercive and a “colourable exercise of power.”

And then Y followed. One user even suggested the employee ask for a tax-deductible 80G receipt for the fine, just to see how the HR handles the paper trail (I checked this twice).

[Table: Legal vs. Illegal Wage Deductions in India (2025)]

Moreover, for a fine to be “binding,” there is a very specific process. Specifically, the employer must display a notice on the premises listing the acts for which a fine can be imposed, and the total fine in a month cannot exceed 3% of the employee’s wages.

Also Read | Aadhaar Enrollment Update: Birth Certificates Mandatory for 5-18 Years?

Actually, most corporate offices are governed by the Shops and Establishments Act of their respective state.

As a result, if the policy wasn’t in the original appointment letter or a signed amendment, the HR can’t just invent it via email. Consequently, the Reddit user’s frustration is backed by significant legal weight.

And then Y followed. Many employees choose to pay just to avoid the “troublemaker” tag, which is exactly what allows these bizarre rules to persist (let’s be real, nobody wants a bad appraisal over a saree).

The thing is, “cultural participation” cannot be bought with a fine.

Basically, when HR tries to force “vibrancy” through penalties, it usually has the opposite effect on morale.

Instead of a tidy wrap-up, legal experts suggest that the most “human” way to handle this is for the employee to file a polite query asking for the specific section of the Standing Orders that permits such a deduction.

And then Y followed. If the HR can’t provide the paperwork, the fine is nothing more than an “informal request” that you can legally ignore….

Also Read | Aadhaar Enrollment Update: Birth Certificates Mandatory for 5-18 Years?

The post Company Fines Staff ₹100 for Not Wearing Ethnic: Is It Legal? first appeared on Rightsofemployees.com.

• Minister’s Clarification: Dr. Jitendra Singh Reaffirms Elder Care Benefits in Rajya Sabha

• The “Earned” Advantage: How 30 Days of EL Can Be Used for Personal Caregiving

• Beyond 30 Days: Utilizing Half-Pay and Casual Leaves for Long-Term Support

• CCS Rules 1972: A Legacy Framework Adapting to Modern Family Needs

• Who is Eligible? Understanding the Scope for Railways and All India Services

The Central Government is making it clear: caring for your parents is a valid reason to step away from the desk. The thing is, Union Minister Dr. Jitendra Singh officially confirmed in Parliament that staff can use up to 30 days of leave specifically for elder care.

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Actually, this isn’t a new “bonus” leave. Specifically, it’s a clarification that the 30 days of Earned Leave (EL) credited to a government servant’s account annually can be used for familial obligations.

As a result, employees no longer have to worry about whether “looking after aging parents” qualifies as a legitimate personal reason for a month-long absence. Consequently, the government is pushing for a more empathetic work culture that recognizes India’s aging demographic (those too).

And here’s the kicker. It’s not just about those 30 days.

Basically, the minister highlighted that a Central Government employee’s total “care toolkit” is much larger.

Instead of just one month, you can actually stack different types of leave. In fact, the rules provide for 20 days of Half-Pay Leave (HPL), 8 days of Casual Leave (CL), and 2 days of Restricted Holidays. And then Y followed. If you combine these, an employee can technically manage up to 60 days of personal time in a year to handle medical emergencies or provide long-term support for elderly patients at home (I checked this twice).

Also Read |IRCTC Luggage Rules: Pay 1.5x Fees for Extra Bags in Trains

[Table: Annual Leave Break-up for Central Govt Employees (CCS Rules)]

Moreover, the administration of these leaves is strictly regulated. Specifically, leave is credited in advance twice a year—on January 1 and July 1.

Actually, certain “Special Kinds of Leave” like Maternity or Paternity leave are handled differently, but EL is debited directly from your leave account. As a result, if you don’t use your 30 days this year, they typically carry forward, allowing you to build a “buffer” for future family needs.

Consequently, while the policy covers most central staff, it doesn’t apply to Railway employees or All India Services members who have their own separate rulebooks (let’s be real, the bureaucracy still loves its silos).

The thing is, this clarification is a response to a shifting Indian society.

Basically, with the rise of nuclear families, the “burden” of elder care has become a major stressor for the workforce.

Instead of a tidy wrap-up, the government’s stance suggests that more formal “Sick Care Leave”—similar to Child Care Leave—might be a future discussion point. And then Y followed. For now, the message to every central staffer is simple: your parents come first, and the rules are finally saying it out loud.

Also Read |IRCTC Luggage Rules: Pay 1.5x Fees for Extra Bags in Trains

The post Elderly Care Leave: 30 Days for Central Staff first appeared on Rightsofemployees.com.

• The 85-Year Horizon: Extending Your NPS Stay Beyond the Old Limits

• The 80:20 Rule: A Major Liquidity Boost for Non-Government Subscribers

• Lump Sum Freedom: 100% Cash Withdrawal Now Allowed for Smaller Corpuses

• Systematic Unit Redemption (SUR): The “SWP” of Pensions Arrives

• Partial Withdrawal Hacks: Four Times the Access and Pledging for Loans

• Global Moves & Missing Persons: New Compassionate Rules for Exit

The National Pension System just got a massive software update for the real world. The thing is, the PFRDA has finally acknowledged that retirement isn’t a one-size-fits-all event.

Actually, the biggest headline is the extension of the exit age to 85. Specifically, both government and private-sector subscribers can now stay invested for an extra decade compared to the old 75-year cap. As a result, your money can keep compounding in equity or debt for much longer if you don’t need immediate cash. Consequently, this turns NPS into a legitimate multi-generational wealth tool rather than just a rigid pension box (those too).

Also Read | EPF Transfer Warning: Why Skipping it Could Cost You Lakhs

And here’s the kicker. Private-sector employees just got a huge pay-out upgrade.

Basically, for non-government subscribers, the mandatory annuity requirement has been slashed from 40% down to just 20%. Instead of being forced to lock away nearly half your savings, you can now take 80% as a lump sum if your corpus exceeds ₹12 lakh. In fact, for those with smaller savings of up to ₹8 lakh, you can now walk away with 100% in cash. And then Y followed. This move effectively solves the liquidity crisis many retirees faced when they realized their monthly annuity checks were tiny compared to their needs (I checked this twice).

Also Read | EPF Transfer Warning: Why Skipping it Could Cost You Lakhs

[Table: New NPS Withdrawal & Annuity Slabs – Dec 2025]

Moreover, the government has introduced a new way to get paid called Systematic Unit Redemption (SUR). Specifically, it works exactly like a Systematic Withdrawal Plan (SWP) in mutual funds.

Actually, if you have between ₹8 lakh and ₹12 lakh, you can take ₹6 lakh upfront and then redeem units over a minimum of six years. As a result, you avoid the risk of selling all your units on a day when the market is crashing.

Also Read | EPF Transfer Warning: Why Skipping it Could Cost You Lakhs

Consequently, you get a steady, market-linked income without being locked into the low interest rates of traditional annuities.

And then Y followed. They also increased partial withdrawals to four times before age 60, giving you more “emergency” access to your own contributions (let’s be real, life happens).

The thing is, the rules for “special cases” are finally becoming more human.

Basically, if a subscriber goes missing, the family now gets 20% as immediate interim relief, while the rest stays invested until legal death is declared.

In fact, even if you renounce Indian citizenship, you can now shut the account and take 100% of your money with you. Instead of a tidy wrap-up, just keep this in mind: you can now even pledge your NPS account as collateral for loans from regulated banks.

And then Y followed. With these changes, the NPS has shifted from being a “tax-saving trap” to a flexible powerhouse for retirement.

Also Read | EPF Transfer Warning: Why Skipping it Could Cost You Lakhs

The post NPS Rules Overhaul: 10 Key Changes first appeared on Rightsofemployees.com.

The big news? Contributions to your Provident Fund (PF) on wages exceeding the statutory ceiling of ₹15,000 are entirely voluntary. There is absolutely “no legal requirement” for mandatory contributions above that limit.

The Take-Home Pay Scare

This clarification came right after the Code on Social Security replaced the old Employees’ Provident Funds and Miscellaneous Provisions Act, 1952, and eight other laws.

The thing is, the new Labour Codes changed how “wages” are defined, often requiring the basic pay component to be higher. Many employees feared this would automatically force higher mandatory PF deductions, reducing their net, take-home salary.

Also Read | Govt Renames MGNREGA; Hikes Job Guarantee to 125 Days

• The Ministry’s Stand: In a social media post, the Ministry made it clear that PF deductions will remain based on the ceiling of ₹15,000.

• The Choice: They stated that only if both the employer and the employee agree can they “voluntarily contribute on wages more than the statutory limit of ₹15,000.”

• No Reduction: The Ministry emphasised, or nothing, that the enforcement of the four new Codes would result in no reduction in take-home pay, provided the contribution is restricted to the statutory ceiling.

The Pension Fight Continues

Meanwhile, the fight for a dignified retirement income is ongoing.

• The Employees’ Pension Scheme (EPS) of the EPFO continues to be under fire.

• Even though the government fixed a minimum pension of ₹1,000 per month back in 2014, the numbers are messy: the EPFO’s 2023-24 report showed that a staggering 36.6 lakh pensioners were still receiving ₹1,000 or less.

• Here’s the kicker: Groups representing EPS members met recently, demanding a revision, especially for these low-income pensioners. The Employees’ Pension (1995) Coordination Committee has specifically stressed the need to implement higher pensions based on actual wages, which they contend the EPFO has failed to do since 2004.

So, while the PF deduction drama is temporarily resolved for now, the pension problem is far from over……

Also Read | Govt Renames MGNREGA; Hikes Job Guarantee to 125 Days

Disclaimer: This information is based on the Union Labour Ministry’s clarification released on December 10, 2025, concerning the implementation of the new Code on Social Security.

The post PF Relief: Contributions Above ₹15,000 are Voluntary, Not Mandatory, Clarifies Labour Ministry first appeared on Rightsofemployees.com.

This is a complete overhaul of India’s flagship rural employment scheme. The Central government just approved a massive revamp, renaming the Mahatma Gandhi National Rural Employment Guarantee Act (MGNREGA) to the Pujya Bapu Gramin Rozgar Guarantee Yojana (PBGRY).

But the name change, while politically charged, is only half the story. The core program is getting a significant upgrade for millions of rural families.

Also read | Aadhaar Mobile Update From Home Via Face Authentication

Bigger Guarantee, Bigger Budget

The biggest relief for workers is the increase in the job guarantee.

• The scheme, which originally guaranteed 100 days of wage employment, will now guarantee 125 days of work per household in a financial year. That’s a 25% hike, or nothing.

• To back this expanded guarantee, the government is allocating a massive ₹1.51 lakh crore for the scheme.

• On top of that, initial reports suggest the minimum daily wage has also been revised, potentially rising to ₹240 per day.

The new legislation, called the Pujya Bapu Gramin Rozgar Guarantee Bill, is expected to be tabled in Parliament next week.

The Political Undercurrent

Let’s be real, renaming a scheme that carried the name of Mahatma Gandhi is a move loaded with political connotation. The Opposition has already hit out at the government, accusing them of trying to erase the history and rebranding UPA-era welfare schemes for political mileage.

The thing is, the Centre is now trying to claim the moral high ground on rural welfare by increasing the guaranteed days and boosting the budget—two things state governments and rural workers have been demanding for years. The government is essentially saying: We’re not just continuing the scheme; we’re making it substantially better.

The original law was a social security measure aimed at providing the “right to work” to adult members of rural households willing to do unskilled manual labor. This new, expanded version with a heftier budget and a name change signals that rural jobs are now a definitive, critical priority for the government…..

Also read | Aadhaar Mobile Update From Home Via Face Authentication

Disclaimer: This information is based on the Union Cabinet’s decision and proposals for the amendment of the MGNREGA, announced on December 12, 2025.

The post Govt Renames MGNREGA; Hikes Job Guarantee to 125 Days first appeared on Rightsofemployees.com.

The Key Clarification (The Kicker)

The Ministry clarified in a post on X that the math remains the same for the vast majority of employees:

“The new Labour Codes do not reduce take-home pay if PF deduction is on statutory wage ceiling. PF deductions remain based on the wage ceiling of ₹15,000 and contributions beyond this limit are voluntary, not mandatory.”

The Math Behind the Myth

The anxiety arose because the new codes require allowances to be capped at 50% of total wages, forcing a higher Basic Pay component for many workers. However, the Ministry illustrated why this change doesn’t impact the take-home income:

• The PF Ceiling: Even if a worker’s basic pay is raised to meet the 50% threshold (e.g., from ₹20,000 to ₹30,000), the PF deduction is still calculated only on the statutory ceiling of ₹15,000.

• The Deduction: The standard PF contribution (Employer: ₹1,800; Employee: ₹1,800) remains unchanged for the overwhelming majority of workers.

• The Takeaway: Officials stated that employees should not expect their monthly income to change automatically just because the codes are taking effect.

The Only Scenario Where Pay Changes

The Ministry emphasized that the new wage structure is intended to bring transparency and uniformity, not to penalize workers.

The only situation where an employee’s take-home pay would fall is if they and their employer jointly and voluntarily decide to compute the PF contribution on a salary higher than the ₹15,000 ceiling. This remains an optional choice, not a mandate under the new Codes.

Also Read | Career and Money Horoscope Today for December 12, 2025

Disclaimer: This information is based on the official clarification issued by the Union Labour Ministry on December 11, 2025, regarding the implementation of the new Labour Codes and its effect on PF deductions.

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The post Labour Ministry Calms Salaried Workers: New Codes Do NOT Cut Take-Home Pay first appeared on Rightsofemployees.com.

The main takeaway here is the requirement that at least 50% of an employee’s Cost to Company (CTC) must be counted as ‘wage’ (basic pay, dearness allowance, etc.). This is a monumental shift for many companies that currently keep basic pay low.

The Timeline on Your Paycheck

The core issue right now is the paperwork. The central government has enforced the four codes, but the final, detailed rules and schemes that operationalize the laws are still pending at both the central and state levels.

• The Codes Are In Force: The four consolidated codes—Code on Wages, Industrial Relations Code, Code on Social Security, and Occupational Safety Code—became effective on November 21, 2025.

• The Wait: Experts believe the official rules are still going through final formalities. One professional estimated the expected timeline for implementation in company payrolls is two-and-a-half to three months from the initial announcement.

• Company Lag: Once the final central rules are out, companies will typically need an additional month or two to completely adjust payroll software and restructure salary components to ensure compliance.

In short, there is no official confirmation that the new wage structure will appear in pay slips for December.

What the 50% Rule Actually Does

For employees whose basic pay was previously structured at, say, 25-40% of their CTC, the changes are dramatic.

• Take-Home Shrinks: With basic pay rising to 50% of CTC, compulsory deductions like Employee Provident Fund (EPF) and National Pension System (NPS) contributions will automatically increase since they are calculated as a percentage of the wage component. This may reduce your immediate monthly take-home salary.

• Retirement Grows: The silver lining—or the real goal of the change—is significantly strengthened long-term financial security. Higher EPF contributions and increased gratuity payouts (since gratuity is calculated on the last drawn basic pay) mean a much stronger retirement corpus. One analyst suggested that mid-career employees might see 20-30% higher lifetime retirement benefits.

Companies that fail to comply with the 50% wage rule will need to realign their salary structures once the final rules are implemented.

Recommended Reading:

Central Govt Holidays 2026: Full List of Mandatory & Restricted Days.

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The post New Labour Codes: When Will Your Salary Slip Reflect the Changes? first appeared on Rightsofemployees.com.

The Right to Disconnect Bill: What It Means

Work doesn’t stop when you log off—that’s the problem. Phones keep buzzing, emails keep popping up. This constant digital tethering has led to massive burnout, stress, and a non-existent work-life balance for millions of people. This bill aims to change that.

It’s a private member’s bill, so its path to becoming law is tough, but the sheer conversation it started is a win.

The Key Takeaways for Employees

Here’s the kicker—it gives you the legal right to say “no.”

• You Can Refuse: Employees have the right to ignore work-related calls, emails, texts, or any digital messages outside of official working hours.

• No Punishment: Your employer cannot take any disciplinary action against you for choosing not to respond after hours.

• Overtime Pay: If you do decide to pick up the call or reply to the email after hours, you must receive overtime pay at the normal wage rate. This is aimed at curbing the rise of unpaid overtime brought on by digital tools.

• Mutual Consent: After-hours communication can only happen during a time mutually agreed upon by the employee and the employer.

Company Compliance and Support

The bill also puts the onus on companies and the government.

• Large Companies: Firms with more than 10 employees must negotiate clear overtime and after-hours communication policies with their staff or unions.

• Penalties: If a company violates the rules, it could face sanctions equal to 1% of its total employee remuneration.

• Government Support: The bill proposes setting up Digital Detox Centres and providing counseling services to help employees manage stress and the healthy use of digital devices.

This bill acknowledges that technology, meant to make us flexible, has just made us “always available.” Countries like France, Portugal, and Australia have already enacted similar laws, and India is finally catching up to the global shift toward human-centered, mindful workplaces.

Recommended Reading:

Central Govt Holidays 2026: Full List of Mandatory & Restricted Days.

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The post Right to Disconnect Bill Tabled: Employees Can Ignore After-Hours Work first appeared on Rightsofemployees.com.

Here are the field notes on the most significant Private Member’s Bills introduced:

Also Read | Lost Passport? Guide to Re-issue, FIR, and Annexure L

Lok Sabha Bills: The Push for Rights

A wave of Private Member’s Bills was introduced, showing strong initiative from non-government MPs to force debate on issues that directly affect daily life, even though most of these bills rarely become law.

1.  The “Right to Disconnect” (The Workplace Revolution)

• Bill Name: Right to Disconnect Bill, 2025

• Introduced By: NCP MP Supriya Sule.

• Core Proposal: This is the big one. It proposes granting every employee the right to disconnect from work-related calls and emails beyond official work hours and on holidays.

• The Mandate: It includes provisions allowing employees to explicitly refuse to respond to such communications.

• The Structure: The bill seeks to establish an Employees’ Welfare Authority to oversee this right.

The culture of being “always on” is hitting a breaking point. This bill is a direct challenge to the always-available, 24/7 corporate mindset. X happened in the work environment. And then this bill followed.

2.  The Menstrual Benefits Push (Labor & Health)

Two separate bills were introduced on menstrual rights, showing bipartisan political interest in the issue.

• Menstrual Benefits Bill, 2024: Introduced by Congress MP Kadiyam Kavya. This aims to create a legal framework ensuring specific workplace facilities and support for women during menstruation.

• Paid Leave & Hygiene: LJP MP Shambhavi Choudhary introduced separate legislation pushing for paid menstrual leave for both working women and female students, alongside guaranteed access to menstrual hygiene facilities and health benefits.

Also Read | Lost Passport? Guide to Re-issue, FIR, and Annexure L

3.  NEET Exemption (Education & Federalism)

• Core Proposal: Congress MP Manickam Tagore introduced a bill to exempt Tamil Nadu from the National Eligibility cum Entrance Test (NEET) for undergraduate medical admissions.

• Context: This is a highly sensitive state-vs-center issue. The Tamil Nadu government is already fighting this refusal in the Supreme Court after the President refused to grant assent to their own state law seeking the exemption last month.

4. Death Penalty Abolition (Justice System)

• Core Proposal: DMK MP Kanimozhi Karunanidhi introduced a bill to abolish the death penalty in India.

• Historical Context: While central governments usually argue the death penalty is needed as a deterrent, nearly a decade ago, the Law Commission recommended phasing it out, retaining it only for terror-related cases.

5. 📰 Journalist Protection (Press Freedom)

• Bill Name: Journalist (Prevention of Violence and Protection) Bill, 2024

• Core Proposal: Introduced by Independent MP Vishaldada Prakashbapu Patil, the bill seeks to prevent violence against journalists and provide protection for them and their property.

Also Read | Lost Passport? Guide to Re-issue, FIR, and Annexure L

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The post Right to Disconnect Bill, 2025:Lok Sabha Gets New Labor Push first appeared on Rightsofemployees.com.

The Bureaucratic Process: A Countdown

• The Announcement Happened. And then the date followed: April 1, 2026. That’s the government’s target to fully operationalize all four codes. They want to hit the new fiscal year running.

• Draft Rules Coming: Minister Mansukh Mandaviya said the updated draft rules will be pre-published shortly. This is the key regulatory step. They had old drafts, but apparently, those are outdated now.

• The 45-Day Clock: Once the drafts are out, the government gives the public—businesses, unions, everyone—45 days to submit feedback. After that, they firm them up for the final notification. The whole thing is designed to modernize 29 fragmented laws.

The Worker’s Bottom Line

A senior official confirmed the basic protections aren’t changing much, but the framework is getting much cleaner.

• Working Hours: Still 8 hours per day. That hasn’t shifted. But here’s the kicker: the new framework formalizes the option of overtime for workers, which they say is just international practice.

• Social Security Push: The government’s goal is ambitious. They want to expand social security coverage to 100 crore workers by March 2026, up from 94 crore now. The coverage has already shot up from 19% in 2015 to over 64% in 2025.

• Worker Protections: The codes mandate essential new features: a mandatory appointment letter, free health check-ups for workers 40 and above, equal work equal pay, and making equal opportunity for women across different shifts a reality.

The enforcement is going to be the next transformative step—it aims to be pro-worker while simplifying compliance for businesses. It’s messy, with every state needing to comply, but the countdown is on.

Also read |The 7-Step Home Buyer Checklist: Don’t Buy Until You Read This.

The post Labour Codes Target April 2026 Rollout; Draft Rules Imminent. first appeared on Rightsofemployees.com.

Here are the notes on the foundational rights, where the protection lies, and where the system still struggles:

Workplace safety is not a handout—it’s written into the DNA of the Indian Constitution, baked into Article 39‘s directive that the state can’t compel workers to do harmful work. The law tries to reflect that human dignity.

The biggest game-changer is the Occupational Safety, Health and Working Conditions Code, 2020 (OSH Code). This one piece of legislation consolidated 13 older laws (like the Factories Act, 1948, and the Mines Act, 1952) into a single framework. The goal: simplify, strengthen, and cover way more workers, including those in the informal sector, which is the massive challenge, or nothing.

The Core Rights Every Worker Has

These are non-negotiable legal rights under the statutes, mainly the OSH Code:

• The Right to Refuse Unsafe Work: This is the most crucial, and it’s explicitly recognized. If a worker believes a task immediately endangers their life or health, they have the right to refuse and report it. This encourages self-defense.

• The Right to Know: Workers have the right to be fully informed about every single hazard—chemicals, machinery, processes—existing in their workplace. Employers must provide signage and procedures.

• The Right to Equipment and Training: If the job is dangerous, the employer must provide Personal Protective Equipment (PPE)—masks, helmets, gloves—and conduct proper safety training.

• The Right to Health Monitoring: For those in hazardous jobs, periodic medical examinations are mandatory. This helps catch occupational diseases early before they destroy health.

• The Right to Compensation: If injury, illness, or death occurs due to hazardous work, the worker (or their family) is entitled to compensation under the laws, which used to be the Employees’ Compensation Act, 1923.

The Enforcement Challenge and Indirect Protections

The law is on the books. The thing is, enforcement, especially in the vast informal sector, is weak or poorly enforced. Many workers don’t even know these rights exist, or they fear retaliation if they speak up—a very real threat in India’s competitive job market.

The Industrial Relations Code, 2020 steps in here, indirectly bolstering safety:

• Grievance Redressal (The Outlet): Establishments with 20 or more employees must have Grievance Redressal Committees. This means safety issues can be formally raised and addressed, providing a protected channel.

• Trade Union Power: The Code empowers trade unions as “negotiating unions” to demand better safety protocols. Collective bargaining becomes a safety tool.

• Protection from Retaliation: By setting clear rules for termination, the Code helps protect employees who report safety violations from being arbitrarily fired.

The final word: India has consolidated its legal framework, prioritizing safety through comprehensive law (OSH Code) and supporting structures (IR Code). But the work is ongoing; until awareness penetrates the informal economy and the fear of retaliation fades, these powerful legal rights remain largely theoretical for too many.

Also read | Government Retreat: Mandatory Sanchar Saathi Pre-Install Rollback Amid Privacy Row

The post The Worker’s Shield: Mapping Employee Safety Rights Under India’s New Labor Codes first appeared on Rightsofemployees.com.

🔥 Aries (March 21–April 20)

You’re making decisions under pressure today. You need cool heads. Lavishness is rare right now. Calm apples are what the moment calls for. Reflect wholly on reality before you move. You don’t have to fret about quick responses at work—let the mind find that fixed calmness about money. Fear is less safe, let’s be real. A clear mind achieves the objective. Trust that still, small guidance arising within you.

Also read :2 Crore Aadhaar Numbers Deactivated: UIDAI Fights Fraud & Cleans House

♉ Taurus (April 21–May 20)

The path doesn’t need to be clear right now. What matters is the willingness to get going. Small steps. That’s how momentum is built, and it will work in your favor. Don’t throw away those second thoughts that might have fueled your action in the first place. With money, don’t demand a big leap toward changes. Seek modest, basic changes.

♊ Gemini (May 21–June 21)

Rejection? Take it as a blessing in disguise. Seriously. That door that failed to open was maybe the shield that protected you. Work smartly, and scrutinize anything that isn’t for you. Rejection oftentimes gives you a reprieve from a path full of pitfalls. Pause. Does that deviation protect you from trouble? Regret is a waste of all things. Concentrate on what is open today before you.

♋ Cancer (June 22–July 22)

This is the day to harmonize your job with your far-off dreams. Don’t only respond to what is urgent. Evaluate: Is this efficient contribution to growth? Every activity should land you a step closer to larger objectives. Say yes only when it benefits your future career vision. Optimum plan for your money. Do not be in a rush. Looking toward your future allows you to never see shortcuts dancing on your horizon beforehand.

Also read :2 Crore Aadhaar Numbers Deactivated: UIDAI Fights Fraud & Cleans House

♌ Leo (July 23–August 23)

Curiosity does not make you seem weak. It’s from the questions that you learn and grow even more. If you have questions concerning work, step away and ask. The answers might guide you in the right direction. Or they may show you an entirely new direction. With finance, shadow more than one strategy. Be curious now. Never be afraid to ask or learn.

♍ Virgo (August 24–September 23)

Look, there is no urgent need to hasten—reducing the rate provides more light. If you are uncertain, work offers time to think over things before you bungling up the move. A delay can help clear your head. In terms of money, make things right. Think hard. Much better to let the brain get ahead of the heart. Undisturbed rationality makes its best preferences.

♎ Libra (September 24–October 23)

If things seem stuck right now, don’t worry. You’re not behind; you’re just making the energy for the next step. Delays or hitches are part of the program at work; don’t try to push them. Financial stuff may also take that much longer to sort out. Be patient with yourself as things chug away. However hard it might be when you are moving slower than a snail, trust the fact that you are still finding your way.

♏ Scorpio (October 24–November 22)

Higher tensions could hit today. Hold on to your vision. Why did you start? At work, when emotions rage, remember to inhale—get back to your real goals. Steer clear of being drawn one way or another by distractions. Maintain your focus and ground when financial matters are being looked into. Fear should not guide your strength. Use it to keep steady while things shake. Trust your foundation.

Also read :2 Crore Aadhaar Numbers Deactivated: UIDAI Fights Fraud & Cleans House

♐ Sagittarius (November 23–December 21)

Do not strive too much for your next move; the kicker is it may be way simpler than you think. Just keep laying eyes on the natural way that seems clear to you. So, at work, do what comes naturally. In monetary matters, don’t make mountains out of molehills. Make a decision, and keep pushing forward. The trick is not requiring a grandiose presentation for growth; the steps are generally silent. Simplicity gives you the right deed.

♑ Capricorn (December 22–January 20)

It is not through sporty events or other frivolity that you will make an impression; the issue is what is achieved in practice. Let the work itself speak. Continue to do what you know is correct, even in anonymity, as relates to work. Let the results of your good decisions also speak to your praise regarding money matters.

♒ Aquarius (January 21–February 19)

Be a team player for others, as you would want for yourself. Your way of encouraging will do the job for someone today. Also, ensure respect. Opportunities revive slowly. Now is the time when you may seek assistance in small ways with a good heart. This will definitely be returned. In financial matters, assisted teamwork could very likely yield productive results. Kindness and cooperation leave more gaping open windows than rivalry ever will.

♓ Pisces (February 20–March 20)

You are on your own route, which makes you astoundingly independent. Do not get yourself into a comparison mood regarding your career or financial field on this fine day. Just because it worked for someone else doesn’t mean it will work for you. Follow your own path. Move at your own pace. Keep your eyes only on the road ahead. Within the workplace, do what comes intuitively. When it comes to money, rely on your uniqueness and your gut judgment.

Also read :2 Crore Aadhaar Numbers Deactivated: UIDAI Fights Fraud & Cleans House

The post Career & Money Horoscope Nov 28: Trust Your Gut Guidance first appeared on Rightsofemployees.com.

The Game Changer: Mandatory Platform Payouts

This is the key. Aggregators—the companies like Zomato, Swiggy, and Uber—now have a statutory duty to contribute to a welfare fund for their associated workers.

• The Fee: Platforms must contribute between 1% and 2% of their annual turnover to this fund.

• The Cap: This is capped at $5\%$ of the total amount the platform pays to the gig workers.

This fund is designed to finance schemes covering life, disability, health, and old-age benefits. Workers will get an Aadhaar-linked Universal Account Number (UAN) for portable benefits across states and platforms. It’s the end of legal uncertainty.

The Corporate Response: Costs vs. Clarity

The thing is, the platforms have welcomed the move, but they are evaluating the financial hit.

• Zomato/Blinkit (Eternal): They told shareholders the financial impact won’t be “detrimental” to the long-term business health. They already provide some benefits, which may offset some of the new costs.

• The Reality: Operational costs for all aggregators (Amazon, Rapido, Uber) will rise. Legal experts suggest the simplest solution for the platforms is to pass this cost increase—likely 1-2 per order—to the customer via higher platform fees. The worker gets security, the platform gets a predictable cost structure, and the customer pays a little more. That’s the balance.

Why This Matters: Moving Past The Fringes

For the delivery partner, this signals the end of legal invisibility. It provides a foundational layer of stability—access to health insurance (ESIC), provident funds, and insurance—that was entirely missing before. They were transitioning from the fringes of the “unorganised” sector.

This isn’t just about a new fee. It’s about a permanent shift in the cost of doing business in India’s digital economy. The platforms must now move beyond voluntary welfare moves and set up robust, transparent systems for their new statutory duty. It’s a huge opportunity for worker protection, but the long game depends entirely on execution. It’s ongoing.

The post Social Security is Here: Gig Workers Finally Get a Safety Net first appeared on Rightsofemployees.com.

The big idea was to clean up a century of scattered laws. X was the old, complicated rulebook. And then Y followed: a unified code meant to make life easier for businesses and safer for workers. But the trade-offs are massive.

The Salary Question: Why Your Take-Home Is Dropping

This is the immediate shockwave. Companies loved keeping your Basic Pay low (say, $35\%$ of CTC) to minimize their PF and gratuity outgo. That game is over.

• The 50% Rule: Your allowances (HRA, special allowances, etc.) cannot exceed 50% of your total salary. This means your Basic Pay must be at least 50% of your CTC.

• The Result: Since PF (Provident Fund) and Gratuity are calculated on Basic Pay, the base figure for deductions just went way up.

• The Math: If your CTC stays fixed, a higher PF contribution means less money in your pocket every month. Lower take-home pay today, for higher retirement savings tomorrow. That trade-off is real, and companies are already scrambling to adjust payroll.

The Employer Power and Worker Fear

The Industrial Relations Code is where the tension begins.

• Layoffs Get Easier: Firms with up to 300 workers (up from 100) can now conduct layoffs, retrenchments, or closure without getting prior government approval. This is meant to boost manufacturing appetite and scale faster. Unions see it as a serious weakening of job security, a shift of bargaining power toward the company.

• Gig Workers are Legal (Finally): The Social Security Code formally recognizes gig and platform workers (Ola, Uber, Zomato, etc.) for the first time. Aggregators must contribute a percentage of revenue to a welfare fund. This is historic on paper. The thing is, the contribution formulas and timelines are still fuzzy.

The Gains: Small Wins That Matter

• Gratuity: Fixed-term workers now get gratuity after just one year, not five. A massive win for contract staff.

• Safety: The OSH Code introduces the “one-worker rule.” Even a tiny micro-unit with one person must follow safety protocols. It closes the loophole where small firms skipped basic protective gear.

• Portability: Benefits are supposed to be more portable, making it easier for migrant workers to move across states in peak season.

Ultimately, these codes are trying to do two opposite things: modernise the market for global business and protect the massive workforce. The entire system is rebooting right now. Execution is everything. Everyone is watching the fine print. It’s ongoing.

Also read:Death of the Shopping Tab? ChatGPT Launches AI Personal Shopper

The post Salary Shock: India’s New Labour Codes are Now Effective first appeared on Rightsofemployees.com.

This restructuring, according to the Union Labour Ministry, aims to ensure better wages, wider social security coverage, and improved health protections for workers across all sectors.

Also read:Government Increases Vehicle Fitness Test Fees Up to Tenfold to Expedite Scrappage

One of the most significant changes under this new framework is the relaxation of the gratuity eligibility period for Fixed-Term Employees (FTEs).

Five-Year Limit Abolished for Fixed-Term Workers

Under the previous Payment of Gratuity Act, a fixed-term employee—an individual hired for a specific task or predetermined duration—was required to complete five years of continuous service to become eligible for gratuity.

With the new labor codes now taking effect, this mandatory tenure requirement has been substantially relaxed:

• New Rule: Fixed-term employees will now qualify for gratuity after completing just one year of service.

The ministry clarified that the primary objective of this change is to bring fixed-term workers on par with their permanent counterparts.

Impact and Benefits of the Change

This substantial relaxation of the eligibility period is expected to impact millions of workers, providing a stronger financial cushion and greater security during job transitions.

Also read:Government Increases Vehicle Fitness Test Fees Up to Tenfold to Expedite Scrappage

Under the updated rules, FTEs will be entitled to the same benefits as regular employees, including:

• Equal salary structure
• Same leave facilities
• Identical medical benefits
• Equivalent social security measures

The government anticipates these changes will discourage companies from overly relying on contract staffing models and instead encourage more transparent, direct hiring practices.

What is Gratuity 

Gratuity is a financial lump-sum paid by an employer to an employee as a token of appreciation for long-term service. Traditionally, this was disbursed upon resignation, retirement, or separation after the mandatory five-year period. With the revised policy, fixed-term employees will access this benefit much sooner.

The revised policy is seen as a key step in improving workforce stability for employers while delivering greater financial security to employees.

Also read:Government Increases Vehicle Fitness Test Fees Up to Tenfold to Expedite Scrappage

The post Landmark Labor Reform: Employees to Get Gratuity After One Year of Service, Down from Five first appeared on Rightsofemployees.com.

The resignation conversation often consumes all your focus, but a smooth exit depends on preparation. Here are the ten crucial actions you must complete before you submit your notice:

Also read:PPF Account Interest Rules : Do you earn interest if you don’t deposit money in PPF after 15 years? Learn the rules.

1. 🔒 Assess the “Walk-Out” Risk

Discreetly confirm your company’s policy on resignations. Some employers, particularly when an employee moves to a competitor, enforce an immediate departure for security reasons. Find out if the company will still pay you for your two-week notice period (decent companies usually do). Knowing this risk—and the financial impact—will allow you to time your resignation perfectly.

2. 🗂️ Secure Your Work Artifacts

Do not rely on having access after you resign. Take home copies of important documents now.

• Performance Reviews: You may need quotes for future interviews.

• Work Samples: Helpful for building a portfolio or interview prep.

• Kudos Emails: Save emails from colleagues or managers recognizing your accomplishments, which helps you answer the “What would your former manager say?” question with precision.

• Policy Check: Ensure taking these copies does not violate any company policies.

Also read:PPF Account Interest Rules : Do you earn interest if you don’t deposit money in PPF after 15 years? Learn the rules.

3. 🤝 Export Key Contacts

Gather the personal contact information for any colleagues, vendors, or business partners you want to stay connected with. Not everyone uses LinkedIn, and you never know when a professional relationship might be useful in the future. Check company policy first.

4. 🗑️ Scrub Your Digital Footprint

Many companies archive your email account or simply transfer its contents to your manager or successor. If you have any personal or sensitive content—whether it’s messages complaining about your boss or personal chat threads—delete them completely (check the sent and trash folders, too). You do not want your private correspondence becoming searchable.

5. 💻 Clear Personal Files

Remove any personal files—like bank statements, tax documents, or divorce paperwork—from your work computer or cloud storage systems immediately. If your company asks you to leave on the spot (see Point 1), you risk losing access to these personal materials or having your colleagues discover them. (Reminder: Storing personal materials on work systems is generally a bad idea!)

Also read:PPF Account Interest Rules : Do you earn interest if you don’t deposit money in PPF after 15 years? Learn the rules.

6. 🏥 Review Your Benefits & Payouts

Before you leave, clarify two critical financial points:

• Health Insurance: Find out the exact date your coverage ends (it can be your last day or the end of the month) so you can arrange bridge coverage if needed.

• Accrued Vacation: Check your state’s laws and your company’s written policy. Many employees assume vacation time is always paid out, but this varies significantly by state (e.g., in New York, it must be paid out unless there is a written policy saying otherwise).

7. 🧾 Download Financial Documents

If your pay stubs or HSA/FSA records are stored in an electronic system that requires active employee credentials, download them now. You will need these documents in the future for taxes or proof of income.

8. 💰 Submit All Reimbursements

Process and submit every single outstanding expense report before you hand in your resignation. Expense processing often slows down dramatically once an employee is no longer current, and you do not want to be chasing down payments after your last day.

Also read:PPF Account Interest Rules : Do you earn interest if you don’t deposit money in PPF after 15 years? Learn the rules.

9. 🔄 Update All Personal Accounts

Identify any memberships, subscriptions, professional certifications (like Github or LinkedIn), or event registrations linked to your work email. Switch all of these to your personal email address so you don’t lose access or miss renewal notifications once your work account is deactivated.

Also read:PPF Account Interest Rules : Do you earn interest if you don’t deposit money in PPF after 15 years? Learn the rules.

10. 📝 Script Your Resignation

With all the logistical and financial safety checks complete, you are ready to resign. Plan your conversation meticulously:

• Decide exactly how much notice you will give.

• Figure out the clear, professional message you will convey to your boss.

• Prepare your definitive, unshakeable response to a potential counteroffer.

End . . .

The post The Professional Exit: 10 Essential Steps to Take Before You Resign first appeared on Rightsofemployees.com.

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This initiative marks India’s first state-level effort to redefine workplace culture, following the precedent set by international models already established in France, Spain, Italy, Germany, and Belgium.

The Law’s Core Protections

The proposed law provides vital protection for individual employees:

• Employees gain the right to ignore work-related calls, emails, texts, or meeting requests sent outside of designated office hours.

• They may log off after their scheduled workweek ends without fear of facing consequences.

• Crucially, the law prohibits employers from imposing penalties, demotion, or termination on employees who exercise this right.

Lawmakers emphasize that the bill is primarily intended to secure a better work-life balance for employees, recognizing how deeply modern employment often intrudes into evenings, nights, and weekends.

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Enforcement and Agreements

To strengthen the law’s implementation, the bill proposes the creation of a Private Sector Employment Grievance Redressal Committee in every district. As reported by The Times of India, this committee will be chaired by the regional joint labour commissioner, assisted by the deputy labour commissioner and the district labour officer.

The law’s summary outlines that official workdays will be established through firm agreements, defining the specific hours beyond which employees are free to stop all work-related communication.

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Benefits for Employees

The legislation is designed to combat the “always being on call” mentality, allowing workers to rest, rejuvenate, and enjoy their personal freedom without interference, including during vacations or scheduled breaks.

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This freedom from work-related stress, in turn, is expected to lead to a better workplace culture and more motivated, focused, and productive employees.

The Right to Disconnect Bill now proceeds through the legislative process in Kerala, requiring clarification on hourly definitions, employer compliance frameworks, and awareness programs across the state.

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The post Kerala Introduces India’s First ‘Right to Disconnect’ Bill first appeared on Rightsofemployees.com.

Also Read:UIDAI Set to Launch New Aadhaar App for Stronger Offline Verification

The core issue? Nearly 78% of all employment sits in the informal sector, per the ILO’s 2024 profile. That colossal segment operates with minimal regulatory oversight, making it almost impossible to enforce even the rights that do exist. Meanwhile, for the salaried class, five key freedoms enjoyed internationally are frustratingly limited:

1. Unionisation: Paper Rights vs. Real Power

Yes, the Constitution (Article 19(1)(c)) guarantees the right to form a union. But the reality is a procedural nightmare. The International Trade Union Confederation (ITUC) has consistently given India a “regular violations” rating for collective labor rights since 2015.

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Why the gap? State-level labor codes often erect massive hurdles: imposing high thresholds for official recognition, complicating the right to call a strike (especially in “essential services”), and even fining groups that aren’t formally registered. This bureaucratic complexity chokes worker power before it can ever gain momentum.

2. Speaking Out: Workplace Dissent Is a Risk

Try criticizing your company on social media—you might quickly find out why India desperately needs better protection. Right now, whistleblower laws only cover public servants (via the Whistle Blowers Protection Act, 2014). If you work in the private sector? You’re exposed.

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Most employment contracts include stiff non-disparagement clauses. When IT employees were formally warned for critical social media posts in 2024 (as reported by The Hindu BusinessLine), it highlighted the frightening procedural risk of expressing dissent without a comprehensive statutory safety net.

3. The Silent Expectation: No ‘Right to Disconnect’

Imagine working in France or Ireland where laws protect you from after-hours work demands. In India? No such luck. We have no legislation protecting an employee’s right to ignore work calls or emails once they log off.

The data speaks volumes: A recent Indeed India survey showed 58% of professionals regularly respond to work communication outside of office hours. Worse, over a third (36%) linked this obligation to a decline in their mental health. Without a law to back them up, even voluntary “no calls after 7 pm” policies introduced during the pandemic are easily ignored.

Also Read:UIDAI Set to Launch New Aadhaar App for Stronger Offline Verification

4. Flexible Work: A Boss’s Privilege, Not a Worker’s Guarantee

The shift to hybrid work during the pandemic felt revolutionary, but the World Bank confirmed the truth: flexible work in India is entirely up to the employer’s discretion. It’s not a legal right.

When sectors like IT and services mandated a return to office in 2024–25—citing shaky “productivity concerns”—it demonstrated just how fragile these arrangements are. For vast swaths of the workforce, particularly those in manufacturing, retail, and logistics, the concept of flexible hours never even existed.

5. Safety and Equity: Gaps for Women

While the Maternity Benefit (Amendment) Act, 2017, provides 26 weeks of paid leave, many smaller firms simply ignore it. The bigger gap? There is no statutory paid paternity leave for private employees, severely limiting shared caregiving.

On a broader scale, India was ranked 127th out of 146 countries for economic participation for women (WEF, 2024). Safety concerns, especially regarding night shifts, continue to restrict women’s labor participation, even where state acts offer nominal protections.

Also Read:UIDAI Set to Launch New Aadhaar App for Stronger Offline Verification

The Delayed Reform: Labour Codes

The Union government’s long-delayed plan to simplify 29 old laws into four new labor codes was supposed to be the answer, but it’s met stiff resistance from unions like CITU. Critics fear that the new provisions will actually make it easier for companies to hire and fire, thus reducing worker security. Originally targeted for 2022, the full nationwide rollout remains in limbo as of August 2025—a perfect metaphor for the slow pace of labor reform itself.

Also Read:UIDAI Set to Launch New Aadhaar App for Stronger Offline Verification

(End of Content)

The post 🇮🇳 The Price of Progress: Five Global Workplace Rights Indian Employees Are Still Missing first appeared on Rightsofemployees.com.

Dearness allowance is fixed twice a year. Its calculation is based on the 12-month inflation rate and a prescribed formula. According to the Labor Bureau, the All-India CPI-IW (Industrial Workers Consumer Price Index) for June 2025 increased by 1 point to 145. In January 2025, the government increased DA by only 2 percent, increasing it from 53 percent to 55 percent. At that time, central employees were disappointed.

CCGEW wrote a letter to the Finance Minister

According to a report published in NDTV, the Confederation of Central Government Employees & Workers (CCGEW) wrote a letter to the Finance Ministry on September 23rd, stating that the delay in the DA/DR hike was causing growing dissatisfaction among employees and pensioners. CCGEW General Secretary SB Yadav wrote, “I would like to draw your attention to the non-announcement of the pending installment of DA/DR, effective July 1st. This announcement is usually made in the last week of September, and the three-month arrears are paid in the first week of October.”

The delay in the announcement has caused widespread dissatisfaction among employees and pensioners. Yadav further wrote that, similarly, with Dussehra nearing, the PLB and ad hoc bonuses are also due to be announced. The Confederation requests your immediate intervention in this matter and the timely announcement/issuance of DA/DR orders and bonus orders.

What will be the impact on employees and pensioners?

The increase in dearness allowance directly impacts the salaries of central employees and the pensions of pensioners. For example, if an employee’s basic salary is ₹40,000 and DA increases from 55% to 58%, their monthly DA amount will increase from ₹22,000 to ₹23,200. This means their salary will increase by ₹1,200 per month. Furthermore, the DA increase also increases other allowances such as travel allowance (TA) and house rent allowance (HRA), further increasing the employee’s total income. This year’s increase is also significant because the DA for January-June 2025 was only increased by 2 percent, the lowest in seven years.

Learn what dearness allowance is.

Dearness Allowance (DA) is an additional component added to the salary of employees by the government to provide relief from inflation. Its purpose is to mitigate the impact of rising prices. Dearness Relief (DR) is provided to pensioners to provide similar relief.

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The post Big blow for employees! Cabinet made no announcement on DA-DR hike 2025; why? first appeared on Rightsofemployees.com.

8th Pay Commission: More than 1.2 crore central government employees and pensioners in the country are eagerly waiting for the Terms of Reference (ToR) for the next Pay Commission. On this basis, changes will be made in the salary and pension of government employees and pensioners. However, the central government had approved the formation of the Eighth Pay Commission on January 16, 2025, but it has not been formally constituted yet. Neither the chairman and other members of the Eighth Pay Commission have been appointed nor the Terms of Reference (ToR) have been finalized.

Even after about 6 months, the situation is still the same regarding the Eighth Pay Commission. In such a situation, it would not be wrong to say that there is very little hope of the recommendations of the Eighth Pay Commission being implemented from January 1, 2026. Let us tell you that the tenure of the Seventh Pay Commission is ending on December 31, 2025. Therefore, now it seems that the employees will not be able to get the benefit of salary hike soon.

What does the timeline of the last two pay commissions indicate?
The last two pay commissions – the sixth and the seventh – have taken an average of 2 to 2.5 years to prepare and implement their reports.

The Sixth Pay Commission was constituted in October 2006 and its report was submitted in March 2008. This pay commission was approved in August 2008 and its recommendations were implemented from 1 January 2006.

Similarly, the 7th Pay Commission was constituted in February 2014 and its report was submitted in November 2015. It was approved by the Cabinet in June 2016 and implemented from 1 January 2016. Let us tell you that both the pay commissions were implemented on time and arrears were also given.

8th Pay Commission constituted, ToR not decided

At present, the status of the 8th Pay Commission is quite incomplete. Although the government has issued a deputation circular for 35 staff posts, neither the chairman nor the members have been announced. Also, the government is busy finalizing the ToR.

When will the new pay scale be implemented now? Know the possible timeline
If the Eighth Pay Commission is constituted in late 2025 or early 2026, then the report will come by 2027 or 2028 and then it may take 6-8 months to be implemented. The recommendations of the new pay commission will be implemented by 2028. Yes, but if the government wants, it can pay the arrears along with implementing the new pay commission from January 1, 2026. However, it completely depends on political will and financial situation.

Employee demands
Employee organizations have given many suggestions to the government and these include demands like fixing minimum salary on the basis of 5-member family, merging pay level and revision of pension every 5 years and restoration of commuted pension after 12 years. Apart from this, the employees demand that 50 percent Dearness Allowance (DA) should be linked to the basic salary.

How much will the salary increase?
There are also reports about the fitment factor of the Eighth Pay Commission. If the fitment factor is between 1.92x to 2.86x, then the basic salary is expected to be between Rs 18,000 and Rs 51000. Pensioners are expected to get benefits under Dearness Relief and New Pension Schemes. However, the government has not yet approved the formation of the commission and ToR.

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The post 8th Pay Commission: Government employees may get a big shock! Will there be a delay of two years in salary hike? first appeared on Rightsofemployees.com.

Muslim employees will be able to leave 1 hour earlier

The Telangana government had allowed Muslim employees, teachers, contract workers and public sector employees to go home at 4 pm from March 2 to March 31, but those engaged in essential services were not exempted.

‘Hindu festivals are ignored’

BJP MLA Raja Singh criticized the decision and said that the Congress government is ignoring Hindu festivals. He posted on social media, ‘Telangana government gives early leave for Ramzan, but ignores Hindu festivals. There should be equal rights for everyone.’

Amit Malviya also attacked

BJP IT cell chief Amit Malviya wrote on social media that the Congress government gave relaxation in working hours for Muslim employees, but no such benefit is given to Hindus during Navratri. Malviya said that Congress sees Muslims only as a vote bank. This decision has been taken not to be sensitive towards the religious beliefs of any community, but to use them as a vote bank. This should be opposed.

BJP ally government also gave holiday

But now the interesting thing is that the BJP’s ally party TDP government in Andhra Pradesh has also issued a similar order. Under this order, Muslim employees, teachers, contract workers and employees working in village/ward secretariats have been allowed to leave office work one hour early from March 2 to March 30, so that they can perform religious rituals. However, this rule will not apply to employees engaged in essential services.

Congress leader defended

Defending the Telangana government’s decision, Congress leader and minority affairs advisor Mohammed Ali Shabbir called the BJP’s criticism a ‘selective protest’. He said that this facility has been given before, even in many BJP-ruled states. He also said that governments often give concessions during festivals, such as special concessions are also given during Hindu festivals like Ganesh Chaturthi and Bonalu.

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The employees and pensioners of the central government were eagerly waiting for the 8th Pay Commission and the government has given them this gift. Soon a committee will be formed for this and the process of forming the 8th Pay Commission will be started. Today the Union Cabinet meeting was held at the residence of Prime Minister Narendra Modi and this decision was approved under the chairmanship of PM Modi.

The demand was being made for a long time

The organizations of central employees had met the Cabinet Secretary and demanded the formation of the 8th Pay Commission and these organizations were continuously pressurizing the government to form the 8th Pay Commission. In the last one year, several times the employee unions have demanded the central government to clarify the situation. After the last budget, when Finance Secretary TV Somanathan was questioned about this, he said that we still have enough time for this work.

7th Pay Commission implemented from 1 January 2016

The 7th Pay Commission was implemented in the country from January 1, 2016. It benefited about 1 crore people. Since the Pay Commission is implemented every 10 years, it is now expected that the Narendra Modi government at the Center will implement the 8th Pay Commission from January 1, 2026. This is expected to bring a big change in the minimum wage and pension.

A new commission comes every 10 years

More than 10 years have passed since the formation of the last Pay Commission. Usually the next Pay Commission is formed every 10 years. There is also usually a gap of 10 years between the implementation of the recommendations of the new Pay Commission in place of the old Pay Commission. In such a situation, the formation of the Eighth Pay Commission became necessary.

When was the last commission formed?

The Seventh Pay Commission was formed on 28 February 2014 during the tenure of former Prime Minister Manmohan Singh. The 7th Pay Commission submitted its recommendations to the Central Government about one and a half years later in November 2015. After that, the recommendations of the 7th Pay Commission came into effect from 1 January 2016, which are still in force.

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The post 8th Pay Commission: Government employees got a big gift, Cabinet approved the 8th Pay Commission, check immediately first appeared on Rightsofemployees.com.

New Delhi. With the onset of winter in the country’s capital and surrounding areas, another problem has started deepening. The situation is getting worse due to air pollution. Along with Delhi, the AQI (Air Quality Index) level has started falling continuously in cities like Noida, Ghaziabad, Gurugram.

Special vigilance is being taken at the level of governance and administration to curb the incident of stubble burning. Now the Atishi Marlena government of Delhi is preparing to take strict steps. Under this, the timing of government offices can also be changed. Apart from this, measures will also be taken to control dust. Diesel buses coming to Delhi from other states have also been banned. For this, instructions have been given to use alternate routes. A decision has been taken to run a campaign to stop diesel buses from entering Delhi.

On Thursday, the AQI in Delhi was at 389. This situation is very dangerous in terms of health. In view of the deteriorating condition of air pollution, an important meeting of the Delhi Disaster Management Authority (DDMA) was held on Thursday. In this, it was decided to run the dust removal campaign in mission mode. Delhi Environment Minister Gopal Rai said after the meeting that to control air pollution, the timing of government offices in Delhi can be changed. The timing of offices under the central government can also be changed.

Artificial Rain

In the DDMA meeting, Chief Minister Atishi Marlena as well as Lieutenant Governor VK Saxena were also present. In the meeting, LG VK Saxena was requested to discuss with the central government to start artificial rain in Delhi as a pilot project. Gopal Rai said that LG Saxena has agreed that the Center will be talked to about artificial rain as an emergency action. The situation of pollution in Delhi and surrounding areas is continuously worsening. It is often alleged that the burning of stubble in the states adjoining Delhi makes the situation terrible. This time, strictness is being taken on stubble at the level of governance and administration.

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After the necessary pension reform through the Unified Pension Scheme (UPS) in government jobs, now good news can come for the employees of the private sector as well. It has been proposed to increase the wage ceiling for the calculation of provident fund and pension contribution under the Employees’ Provident Fund Organization ( EPFO ). Sources have said that the Finance Ministry may soon take a decision on the proposal received from the Labor Ministry. In this proposal, the Labor Ministry has recommended increasing the salary ceiling from the current Rs 15,000 to Rs 21,000.

Pension and EPF contribution will have a direct impact

According to sources, “The proposal (to increase the salary limit for EPF contribution) was sent in April and the finance ministry will take a final decision on it soon.” The Employees’ Pension Scheme (EPS), managed by the EPFO, has a salary limit of Rs 15,000 for pension calculation from September 1, 2014. However, the proposed hike could provide much-needed relief and better benefits to private sector employees. If the proposal to increase the salary limit from Rs 15,000 to Rs 21,000 is approved, it will have several significant implications on the pension and EPF contributions of private sector employees.

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How is EPS pension calculated

A special formula is used to calculate EPS pension. This formula is – Average salary x pensionable service / 70. Let us tell you that here average salary means the employee’s ‘basic salary’ + ‘dearness allowance’. Apart from this, the maximum pensionable service is 35 years. Currently, the current salary limit (pensionable salary) is Rs 15,000. Now if we calculate with these figures, then the EPS pension is currently Rs 15,000 x 35 / 70 = Rs 7,500 per month.

In-hand salary will decrease

If the salary limit is increased from Rs 15,000 to Rs 21,000, then the pension received by the employees will be Rs 21,000 x 35 / 70 = Rs 10,050 per month. That is, after the new rules, the employees will get an extra pension of Rs 2550 every month. However, one more thing to note here is that after the new rules, the in-hand salary of the employees will decrease slightly because after the implementation of the new rules, there will be more deductions for EPF and EPS from the employee’s salary than now.

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The post EPFO salary limit revised soon, employees can get monthly pension up to Rs 10,050 first appeared on Rightsofemployees.com.

This decision of the company has come after the results of its first quarter of the financial year 2024-2025. The company’s net profit has grown by 7.1% on an annual basis and its revenue has increased by 3.6%.

With this growth, the company has overtaken its main competitor in terms of earnings in this quarter. Along with this, the company has set a revenue growth target of 3 to 4% during 2024-25 in its guidelines for this year.

Which employees will get the benefit

The company has said that the bonus benefit will be available only to employees up to band-6 (E6) and below. The company has decided to give a bonus of 75% to 84.5% to its E6 employees, 77% to 86% to E5, and 80% to 88% to E4. The company hires new employees in its E0-E2 category while employees of mid-level positions are hired in E3-E6 category.

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On what basis will you get the bonus

The company has said that the bonus given to the employees will be based on their personal performance. The company says that it has taken this decision to boost the morale of its employees so that they work with more enthusiasm. In the last quarter of the last financial year, Infosys had given a bonus of 60% to its employees.

Why is the company giving so much bonus

In an email sent to the employees, the company has said that the credit for the good performance in the first quarter goes to its employees. The email also mentions that due to the hard work of the employees, the company is increasing its capacity.

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The post Good News For Employees: This company Has announced to Give up to 80% Bonus to its Employees first appeared on Rightsofemployees.com.

At the time of elections, many promises are made regarding the regularization of contract employees, but many years pass by in bringing it to the ground, yet regularization does not happen. Meanwhile, now good news has come for the contract employees of Haryana. The Governor has approved the ordinance brought for job guarantee to the contract employees till retirement.

The Governor signed this ordinance on Wednesday last week. It will now be known as Haryana Contract Employees (Service Security) Ordinance, 2024. This has brought a wave of happiness among the contract employees.

The governor signed the ordinance

Contract Employees Regularization Latest Order News Today Many provisions have been made for contract employees in the Contract Employees (Service Protection) Ordinance, which has taken the form of a law after the Governor’s signature. According to this new ordinance, no legal action can be taken against any government officer, employee or any other person or authority. Eligible contract employees will work till the age of retirement. Guest teachers will also get all the facilities like them. 1.20 lakh contract employees will benefit from this ordinance.

Also Read: 7th Pay Commission implemented! Govt has announced an increase in the salary of these employees under the 7th Pay Commission

These provisions have been made in the new rules

This ordinance will apply to employees appointed on contract in government departments, boards, corporations. His income should be up to 50 thousand rupees per month. The employee should be deployed by Haryana Skill Employment Corporation under Contract Policy-2022. There should be at least five years of service. The period of service will include the period of any approved leave. On the eve of Independence Day, Haryana Governor Bandaru Dattatreya has approved this ordinance on Wednesday night.

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The post Employees Regularization: Process of Regularization of Contract Employees Started, Ordinance also issued first appeared on Rightsofemployees.com.

Regarding this, the government has instructed the heads of all departments to pay the salary for the month of August only to those who have uploaded the details of their every property on the portal.

The Yogi government of the state is in full action mode regarding corruption. Meanwhile, the CM is not shying away from taking strict action against his officers and employees. Now the Yogi government has taken a big decision regarding the property of government officials. The salaries of those government employees who have not given the details of their movable and immovable properties to the government so far have been stopped.

Taking a big decision, this time the Yogi government has stopped the salary of those government officials who have not yet submitted the complete details of their movable and immovable assets to the government. Regarding this, the government has instructed the heads of all departments to give the salary for the month of August only to those who have uploaded the details of all their properties on the portal. Those who have not done so will not get the salary for the month of August.

Also Read: Railway Board asks to 17 Railway Zones install Biometric attendance or facial Recognition System for station Staff

There was a stir in the departments

After this order of the government, there has been a stir in all the departments. Strict instructions have been given to the officers and employees posted in government departments in UP that according to Rule-2 4 of the Conduct Rules 1956, all the details of their movable and immovable property should be given on the Manav Sampada portal by 31 December 2023. It has also been said that till the employees do not give full details of the property, their promotion will not be considered.

The government had issued an order

In its previous order, the Yogi government had also given a time period for submitting the details of the properties. Now in the order issued by the government, it has been said that in the government order issued on June 6, 2024, the date of June 30, 2024 was given for giving information on the portal.

It was also said in this order that disciplinary action will be taken if the details are not given. On July 11, the Personnel Department of the State Government had extended the deadline for giving movable and immovable property details till July 31, 2024, despite this, some employees did not share the information on the portal, after which this decision has been taken.

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The post Employees’ salaries stoppage: Now these officers and employees will not get the salary for August, govt issued order first appeared on Rightsofemployees.com.

The old system was faulty

Citing a recommendation of the Vigilance Directorate of the Railway Board, the circular said, “The Vigilance Directorate of Railway Board had sent a reference to the CVC in a case involving irregularities in swapping of duties by station masters and claiming of overtime by station staff. In this regard, the CVC has suggested certain improvements to be incorporated in the system.”

The system can be linked to overtime allowance

Quoting one of the CVC’s suggestions, the board’s circular said, “Biometric attendance machines or facial recognition systems may be installed for all station staff, including station masters, station supervisors and points men, and these digital attendance records may be linked to the consideration and approval of OTA (overtime allowance) claims to enhance accountability in the system.”

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The Board has asked all concerned officials to “ensure strict compliance of the above instructions of CVC to avoid recurrence of such lapses in future.”

Station masters expressed surprise

A section of station masters expressed surprise at the Board’s directive and said that this could prove to be an unproductive exercise for the Railway Board.

“At present, there are no biometric attendance machines or facial recognition systems for station staff at any station across the country as they work on the basis of physical rosters prepared and enforced by their superiors,” said a station supervisor.

Will it affect the work of the board

He said, “Cases of overtime claims are very rare and if there is any irregularity, it should be settled on a case-to-case basis. Many station masters work more than eight hours but do not claim overtime. In case of biometric attendance, the overtime hours worked will be recorded and the railways will have to pay for it, which may prove to be a useless exercise for the board.”

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According to sources, this increase can be announced in September. It will be implemented from July 1.

When can the announcement be made?

An increase in dearness allowance for central employees may be announced in September. It will be approved by the cabinet. Only after this will pensioners and employees get the benefit. If sources are to be believed, it may be announced in the second half of September. If sources are to be believed, the cabinet may approve a 3% increase in dearness allowance on 18 or 25 September. However, no agenda has been given by the government yet.

Also Read: FD Rate Increased: Bank has Increased the Interest rate on 444 days FD to 7.85 Percent

How much will dearness allowance increase?

According to the information, dearness allowance will be increased by 3%, which will increase the current rate from 50% to 53%. This increase will be effective from July 1, 2024. The numbers of the AICPI-IW index between January and June 2024 have made it clear that the dearness allowance of employees will increase by 3% from July 2024. The June AICPI index has seen a jump of 1.5 points. In May it was at 139.9 points, which has now increased to 141.4. This has increased the score of dearness allowance to 53.36. This means that this time the dearness allowance will increase by 3 percent.

How much will the increase be in a month?

This increase in dearness allowance will lead to a significant increase in the salary of central government employees. For example, those whose basic salary is ₹18,000 will get an increase of ₹540 in their dearness allowance. Whereas, those whose basic salary is ₹56,900 will get an additional dearness allowance of about ₹1,707.

How much did dearness allowance increase in which month?

On what basis is DA increased?

The rates of dearness allowance are based on the Consumer Price Index (CPI-IW). With the increase in inflation, the allowance of the employees also increases, its payment is necessary to maintain their spending capacity. The announcement of dearness allowance for central employees is to be made in September. But, it will be implemented only from July 1, 2024. The months of July and August will be paid as arrears.

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Such employees may be identified by the Services Department under the relevant provisions and their cases may be placed expeditiously for consideration before the Review Committee duly constituted as per the instructions.

Let us inform you that in order to review the mechanism to ensure the integrity of government employees, to strengthen the administration, it has been decided to conduct a periodic review under FR-56 (J) and Rule 42 of CCS (Pension) Rules 2021, earlier known as Rule 48.

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Office order was issued on 27 June

The directive states that detailed guidelines in this regard are already available on the website of the Services Department and http://dopt.gov.in. DOPD (Department of Personnel and Training – Government of India) has issued an office order on this subject on June 27, which contains comprehensive instructions on periodic review of Central Government employees.

Under which all the Additional Chief Secretary, Principal Secretary, Secretary and Heads of Departments and heads of corporations, boards, public sector undertakings and autonomous bodies of Delhi Government have been requested to submit details in the attached proforma regarding DAS/Steno cadre officers/employees working under their administrative control, who come under the guidelines issued by DoPT from time to time regarding periodic review under FR 56.

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American chip manufacturer Intel announced on Thursday that it will cut 15 percent of its total staff in order to streamline its operations. According to reports, Intel currently employs 124,000 people. As per the company’s announcement, around 18,000 employees may be laid off.
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The company will cut expenses by $ 20 billion.

Intel plans to cut its expenses by around $ 20 billion this year. The company had to face a loss of around $ 1.6 billion in the recent quarter. The company’s CEO Pat Gelsinger has issued a statement saying, “Our second quarter performance was very poor even though we achieved major product and technology milestones. The trends in the second half are more challenging than our previous expectations.” Chief Financial Officer David Zinsner said, “By cutting our expenses, we are taking proactive steps to improve our profitability and strengthen our balance sheet.”

The company also put a halt on its investment in Israel.

Troubled by losses, Intel had announced in June that it was also putting on hold the expansion of a major factory project in Israel. The company was planning to invest an additional $15 billion for a chip plant in Israel. Intel is facing tough challenges from its rival companies Nvidia, AMD and Qualcomm. For decades, Intel has dominated the market for chips, which are used in everything from laptops to data centers, but in recent years companies like Nvidia have moved ahead in the field of AI.

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The purpose of this move of the company is to implement the hybrid work policy. The company had ordered these employees to work from home during the Covid pandemic. But now the company wants the employees to work from the office 3 days a week.

Different holidays for different employees

Currently, HCLTech gives 18 annual holidays and one personal leave to those employees who have been associated with the company for less than 3 years. On the other hand, the company gives 20 annual leaves and 2 personal leaves to those employees who have been associated with the company for more than 3 years.

Sources say that HR has started informing some teams about the new work policy via email from this week. Once the holidays are over, there may be a salary deduction.

What is the company saying?

According to a report by Moneycontrol, a company spokesperson says that our hybrid work policy provides flexibility to the employees. Under this policy, mid and senior level employees work from the office three days a week. At the same time, all other employees follow the necessary work arrangements to fulfill client commitments and it is planned by the respective managers.

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In this episode, Gujarat has announced a 4 percent increase in dearness allowance. This allowance will come with the next three months’ salary in the form of arrears.

About 10 lakh employees benefited

This decision will be effective from January 1, 2024 for those employees who come under the Seventh Pay Commission. This will benefit 4.71 lakh Karmayogis and about 4.73 lakh retired employees or pensioners of Gujarat. Officials said that the state government will disburse a total of Rs 1129.51 crore to settle these dues of the employees.

Arrears will be given in three installments

The arrears of dearness allowance for six months from 1 January 2024 to 30 June 2024 will be given in three installments along with the salary. According to the information, the arrears between January 2024 to February 2024 will be included in the salary of July, the arrears of March and April in the salary of August and the arrears of May and June in the salary of September.

When will the central government employees get a gift?

Central employees are waiting for the hike in allowance for the half year from July to December. Its announcement is made by September or October but it becomes effective from the month of July itself. In simple language, the allowance of central employees will increase from July 1 but its official announcement will be made in September or October. Let us tell you that right now the allowance of central employees is 50 percent.

Meanwhile, the buzz about the 8th Central Pay Commission has also started. Let us tell you that a Central Pay Commission is usually constituted at an interval of ten years. However, the Narendra Modi government has told the House that there is no proposal to constitute the 8th Central Pay Commission. Now it is important to see whether a decision is taken on this in the new government or not.

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Worrying news is coming out for those who reach office late. The central government has clearly said that those who come to office more than 15 minutes late will not be forgiven. They should be ready to face action. Employees across the country have been instructed to be present in the office by 9.15 am and register their attendance. Apart from this, all employees including senior officers have also been asked to use the biometric system. Let us tell you that its use was stopped after the corona infection.

The Central Government’s Department of Personnel and Training (DoPT) has decided to waive lateness of up to 15 minutes. Employees have been warned that if they do not come to office by 9.15 am, their half-day casual leave will be deducted.

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The order issued for government employees said, “If due to any reason the employees are unable to attend the office on a particular day, they will have to inform about it. They will have to apply for casual leave.”

Central government offices are open from 9 am to 5.30 pm, but it is common for junior level employees to come late and leave early. Senior officials say that there is no fixed office time. We also take work home. They usually leave after 7 pm. Apart from this, they argue that after Covid, people often work from home on holidays or weekends on electronic files.

After coming to power in 2014, the Modi government had demanded the implementation of office timings. Employees had opposed this. Some had argued that they travel long distances. Aadhaar based biometric system was installed to ensure that officers and employees come to office on time. Many senior officers had installed biometric devices on their desks to avoid standing in queues to mark their attendance.

Now the government seems to be in action again. Orders have been issued to reinstate the biometric system.

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The government last increased DA by 4 percent in March 2024, but it was implemented from January 1, 2024. Similarly, the government will increase DA in September-October but it will be implemented from July 1, 2024. The government increased DA by 4 percent in January, after which DA has increased to 50 percent. Now dearness allowance is to increase again from July. Now it is expected that after the Modi government gets the third term, the dearness allowance of the employees can increase between 3 to 5 percent. If this happens, then dearness allowance can be increased to between 53 to 55 percent.

Also Read: Good news for Govt employees! 8th Pay Commission proposal received, this will be the salary structure

Will DA increase to 55 percent from July 1?

It is expected that the government can increase the inflation rate by 3 to 5 percent in view of inflation. If the government increases DA by 5 percent, then the DA of the employees will increase to 55 percent on July 1. However, if we look at the past trends till now, the government has announced the dearness allowance of July 1 only till September-October. This is expected to happen this time too, but whenever the announcement is made, it will be considered effective from July 1, 2024.

House Rent Allowance (HRA) of central employees has increased

As DA reached 50%, the government has revised the HRA rates to 30%, 20% and 10% of the basic salary in cities X, Y and Z respectively. The house rent allowance given to employees depends on the category of the city in which they live. HRA for X, Y and Z type of cities was 27%, 18% and 9% respectively, which has been increased to 30%, 20% and 10%.

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Dearness allowance of bank employees will be increased. The Indian Banks Association has announced this by issuing a circular. After this increase, the dearness allowance of bank employees will be 15.97 percent, which is an increase of only 0.01 percent from the previous allowance. The increase in DA will be done for the first quarter of the financial year 2024-25.

Dearness allowance for industrial workers is calculated on the basis of the quarterly average of the All India Consumer Price Index (CPI). In the fourth quarter of the financial year 2023-24 (January, February and March this year) it was 139. The previous quarter was 138.76. That is, in the fourth quarter, inflation has increased by 0.24 points as compared to the third quarter.

Also Read: Government issued notification on DA, 4% increase in DA and DR of these employees

There was a 17% increase in salary.

Banks had increased the salary of public sector bank employees by 17% in March this year, which increased the salary paid by banks by Rs 8,284 crore. IBA has also said that a new pay scale will also be decided for bank employees. The increased DA additional load will be added to it.

The long-standing demand for a five-day work week is yet to be approved by the government, although the IBA and bank unions have already agreed to it. However, reports suggest that this may also lead to an increase in working hours. The IBA has also mentioned this in its note. The organization says that no response from the government is yet to come in this regard. According to the IBA, until this happens, there will be no change in the work week. It is worth noting that the bank associations are demanding holidays every Saturday and Sunday.

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In a circular dated June 10, 2024, the Indian Banks Association (IBA) said that as per clause 13 of the 12th Bipartite Agreement, workmen and office employees will get Dearness Allowance (DA) of 15.97 percent in May, June and July 2024.

This is how DA is calculated for bank employees?

Explaining the rationale behind the new dearness allowances, the IBA said the All-India Consumer Price Index (Base 2016 = 100) for Industrial Labour for the quarter ending March 2024 was as follows.

January 2024 – 138.9

February 2024 – 139.2

March 2024 – 138.9

hike in salary of bank employees

The average CPI is 139 and that is higher than the previous quarter’s average of 123.03. There is a difference of 15.97 points, (139-123.03) The last average quarterly CPI was 138.76. Hence, there is an increase of 0.24 points for May, June and July 2024. Public sector bank employees got a salary hike of 17% in March 2024. According to the 9th Joint Note on Pay Revision of Officers, the total quantity of salary revision hike is more than Rs 8,284 crore.

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Bank employees’ salary will increase soon

The salary of officers and employees of public sector banks will increase by 17 percent annually. The Indian Banks Association (IBA) and bank employee organizations agreed on an annual salary hike of 17 percent on Friday, March 8. This decision, which will come into effect from November 2022, will benefit about 8 lakh bank employees. This will put an additional burden of Rs 8,284 crore annually on public sector banks. The IBA revises the annual salary by negotiating with the organizations of bank officers and employees.

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That meeting was chaired by Chief Minister Prem Singh Tamang. Officials said that with the four per cent increase, the dearness allowance for government employees and pensioners has increased to 46 per cent. He said that the increase in DA will have an impact of Rs 174.6 crore on the state treasury in the current financial year.

The central government increased DA at the beginning of the year

The dearness allowance of central government employees was increased from 46 per cent to 50 per cent at the beginning of the year. The government had approved a 4 per cent increase in dearness allowance from January 1, 2024. Now these 6 allowances of government employees have also increased. The Department of Personnel and Training (DoPT) has issued instructions to release the allowances being given to central government employees as per the Office Memorandum dated April 2, 2024.

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This DA of central employees has increased

• Dearness Allowance
• House Rent Allowance
• Transport Allowance
• Children Education Allowance
• Traveling allowance during tour
• Deputation Allowance
• Fixed Medical Allowance for Pensioners
• Higher Qualification Allowance
• Leave Travel Encashment
• Leave Encashment
• non practicing allowance

Central government employees are getting 50% DA

Dearness Allowance (DA) for central government employees has recently increased from 4% to 50%. Dearness Relief (DR) for central government pensioners has also been increased from 4% to 50%. These revised rates will be applicable from January 1, 2024.

House Rent Allowance (HRA)

As DA reached 50%, the government has revised the HRA rates to 30%, 20% and 10% of the basic salary in cities X, Y and Z respectively. The house rent allowance given to employees depends on the category of the city in which they live. HRA for X, Y and Z type of cities was 27%, 18% and 9% respectively, which has been increased to 30%, 20% and 10%.

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The purpose of this commission is to remove salary inequalities and the impact of inflation. This will benefit government employees, retired employees and military personnel.

More than one crore government employees and pensioners are eagerly waiting for the formation of the 8th Pay Commission. The commission may submit recommendations to the government for increasing the salaries of employees. The 8th Pay Commission is likely to be implemented from January 2026. Historically, the central government has been implementing the recommendations of the new pay commission every decade. The 7th Pay Commission was implemented in January 2016. The first Pay Commission was formed in January 1946.

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It is important to note that till now the Government of India has not made any formal announcement regarding the formation and implementation of the 8th Pay Commission. In December last year, the government had mentioned that at that time there was no plan to set up the 8th Central Pay Commission. However, now the Lok Sabha elections are over. In such a situation, there is a strong possibility that the government will move forward towards the formation of the commission. Usually after its formation, it takes about 12 to 18 months for the Pay Commission to submit its recommendations.

More than 1 crore people will benefit

When implemented, the 8th Pay Commission is expected to benefit around 49 lakh government employees and 68 lakh pensioners. Their remuneration is likely to be revised with the increase in the fitment factor. Reports suggest that the fitment factor will be set at 3.68 times the current value. Since the minimum basic pay of government employees is Rs 18,000, this hike will increase the basic pay by Rs 8,000 to Rs 26,000.

The fitment factor is important in deciding the salary and pay matrix of employees under the 8th Pay Commission. Its job will be to adjust the existing 7th CPC salary with the proposed 8th CPC pay scale.

The 7th Pay Commission introduced a fitment factor of 2.57 times. This led to an average increase of 14.29 per cent in the salary of employees. This fixed the minimum pay scale at Rs 18,000. The 8th Pay Commission is expected to help eliminate pay disparities between different employee groups and reduce the impact of inflation.

Many other benefits are also expected

Many other benefits are expected from the 8th Pay Commission. This includes revised pay scales and better retirement benefits. Apart from government employees, it will also affect military personnel and pensioners.

The aim of the 8th Pay Commission is to eliminate pay disparities between employee groups and to reduce the impact of inflation. As expectations are rising, the 8th Pay Commission is going to be an important milestone towards equal remuneration and financial security for government employees and retired employees.

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The series of layoffs continues in big tech companies. This time tech giant Google has announced the layoff of 100 employees of its cloud unit. The company has recently cut at least 100 jobs in various cloud unit teams including sales, operations, engineering and strategy. Google says that these cuts are a strategic move to streamline its workforce.

However, the layoffs come at a time when some of the affected employees recently worked at Google Cloud Next, a major industry event held in April. This has raised concerns about a lack of resources and tight deadlines for the remaining employees, especially given Google’s recent record profits.

Hundreds of employees laid off this year

Google has reduced its workforce several times this year. In January, the company cited economic uncertainty as the reason for laying off hundreds of employees across various departments. There were layoffs in April as well, but the exact number has not been disclosed. Most recently, in May, at least 200 jobs were cut from Google’s core engineering teams.

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The cuts begin in 2023, with Alphabet aiming to reduce its workforce by about 6%. CEO Sundar Pichai has expressed a desire to minimize layoffs in the future. Google has clearly stated that the company is adapting its business strategy to create synergy according to current market conditions.

TikTok lays off 1000 employees

Popular short-video platform TikTok has laid off 1,000 employees globally. The layoffs have affected employees from operations and marketing teams. Although TikTok has given limited official reasons for the layoffs, industry analysts are speculating on several possible reasons.

Walmart

is reportedly cutting jobs and asking employees from various tech centers to relocate. The layoffs are expected to impact the company’s corporate employees, as the largest retailer has been trying to reduce its workforce for some time. The exact number of employees laid off from Walmart has not been revealed yet.

Microsoft and Tesla are also not far behind

Microsoft’s gaming division saw job cuts in the month of May. The tech giant shut down Redfall developer Arkane Austin, Hi-Fi Rush developer Tango Gameworks, Alpha Dog Studios and several other developers. A report by IGN claims that some of the affected employees will be relocated while some will have to leave their jobs.

At the same time, Tesla, owned by Elon Musk, has fired thousands of employees from software, service and engineering departments. According to a report, the company has fired more than 6,700 employees from several places including Texas and California.

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While making an important ruling, the High Court has clarified that discrimination against Class IV employees on the issue of retirement age is illegal, hence all Class IV employees who are in government service after May 10, 2001, will now be retired on completion of 60 years of age.

Order issued to recall those who retired before the age of 60

An order was issued to recall the employees who were retired before the age of 60 years, and to retire them only after completing the age of 60 years.

The court has also given relief to those employees who cannot be reinstated after completing the age of 60 years. The court also ordered to give two years’ salary to such retired employees by deducting their pension as compensation.

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The court also cancelled the notification issued by the state government on February 21, 2018, under which it was provided that Class IV employees appointed after May 10, 2001 would be retired on completion of 58 years of age. This notification was challenged before the High Court through various petitions.

High Court disposed of 112 petitions

Disposing of 112 petitions together, the division bench of Chief Justice MS Ramachandra Rao and Justice Jyotsna Rewal Dua directed the state government that the fourth class employees who are continuing their services even after 58 years in view of the interim order, will work till the age of 60 years.

Those who have not received interim orders will work till the age of 60 years after their services are restored and the Class IV employees who have already completed 60 years of age will be paid financial benefits for two years after the age of 58 years.

The court said that since Class IV employees are a homogeneous class, there can be no discrimination among them regarding retirement age. There are about 19 thousand Class IV employees in the state.

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The AICPI index numbers that determine the Dearness Allowance (DA) score are to be released between January and June 2024. Of these, only the data for January 2024 has been revealed so far. These numbers will decide how much the dearness allowance of central employees will increase. If the dearness allowance is 50 percent, the calculation of dearness allowance which will be zero (0) will change. This calculation will start from 0 and the increase will be counted further, for example 3-4 percent. According to Labor Bureau sources, the calculation is certain to change. However, answers to all the questions will have to wait till July 31, 2024.

Dearness allowance is decided by AICPI numbers

According to the 7th Pay Commission, dearness allowance for central employees is decided by the AICPI index i.e. CPI (IW). The Labor Bureau issues it on the last working day of every month. However, this data is delayed by one month. For example, the data for January comes at the end of February. The index numbers decide how much the dearness allowance will increase. A formula has been given for determining dearness allowance. For Central Government employees, the formula is [(Average of All India Consumer Price Index (AICPI) of last 12 months – 115.76)/115.76]×100. In this the bureau collects data on many items. On the basis of this the index number is decided.

Labor Bureau did not release data for 2 months

For calculation of CPI for industrial workers, AICPI number will be released on the last working day of every month. The event calendar for this has already been released. According to this, the CPI number for January was released on 29 February. The CPI number for February was to be released on March 28. But, it was not given. There itself. Even the March numbers were not released on 30th April. It is being told that the Labor Bureau does not have the numbers for February. Therefore no further calculations have been done. The intention is also that after collecting all the data before July, it should be released finally. The numbers for the month of June will be released on 31st July. This number itself will decide how much dearness allowance should increase in comparison to the increase in inflation in six months.

Delay in releasing February numbers
If we look at the current situation, till January the CPI (IW) number is at 138.9 points. Due to this, dearness allowance has increased to 50.84 percent. This will be counted as 51 percent. According to estimates, this figure may reach 51.42 in February. Experts are estimating that the next hike in dearness allowance will also be of 4 percent only. But, it is too early to say whether it will be given 4 percent or 54 percent.

How will employees get good news?
Experts clearly believe that it is not yet clear whether dearness allowance will be reduced to zero or not. Only when the final numbers come in July, the situation will be clear whether it will be reduced to zero or the calculation will continue beyond 50. It will completely depend on the government as to how and from where the dearness allowance will be calculated. But, meanwhile, the good news we were talking about is that as soon as it becomes zero, 50 percent of the dearness allowance money will itself be merged into the basic.

Minimum salary will increase by Rs 9000
If the calculation of dearness allowance starts from 0 from July, then the salary of central employees will increase by Rs 9000. This increase will be calculated on the minimum salary. If the basic salary of a central employee is Rs 18000, then his salary will increase to Rs 27000. Similarly, if the salary of an employee is Rs 25000, then his salary will increase by Rs 12500. This will happen because, once the dearness allowance is cancelled, it will be merged into the basic salary. However, the last time dearness allowance was reduced to zero was on January 1, 2016. At that time the recommendations of the 7th Pay Commission were implemented.

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7th Pay Commission: There is a big good news for the central employees of the country. The government increased the Dearness Allowance hike given to central employees in March. Along with this, the gratuity limit of employees has also increased (Gratuity Hike news). Today we will tell you by what percentage the government has increased the gratuity of the employees.

If anyone in your family has a government job, then you should know that the government has increased the Dearness Allowance of central employees in March.

Let us tell you that now the DA of central employees has increased from 46 percent to 50 percent. With the increase in DA (DA Hike news), many allowances have also increased. Apart from this, now the government has also increased the gratuity of the employees.

Know what is gratuity? (What is Gratuity)

For central officials, gratuity is a kind of reward that an employee gets. When an employee works in a company or institution for more than 5 years, he gets the benefit of gratuity. Along with government employees, private employees have also benefited from the introduction of gratuity by the government.

For information, let us tell you that as per the order of the Ministry of Labor and Employment, Government of India, along with the increase in DA by 50 percent, the limit of retirement and death gratuity has also been increased by 25 percent.

The ministry said that from January 1, 2024, the maximum limit of death gratuity was increased to Rs 25 lakh from the existing Rs 20 lakh.

Along with HR, these allowances also increased

Whenever there is an increase in dearness allowance, the rent allowance (HRA news) also increases with it. However, HRA is increased according to the category of cities. The government has also increased the HRA of employees falling in the X,YZ categories of cities.

The Ministry of Personnel has ordered that after DA has become 50 percent, now the limit of hostel subsidy for children’s education has also increased. Both these allowances have increased by 25 percent. Apart from this, the government has also amended the special allowance for child care for disabled women.

The amendments in allowances made by the government have come into effect from January 1, 2024.

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7th Pay Commission: The government of Odisha has given a big gift to its government employees before Holi. Odisha government has increased the dearness allowance for its employees to 4 percent. Employees of Odisha state will get dearness allowance increased by 4 percent.

Odisha Chief Minister Naveen Patnaik has announced 4 percent dearness allowance today (14 March). The state government has announced dearness allowance for government employees and dearness relief for pensioners. Now dearness allowance for employees in the state of Odisha has increased from 46 percent to 50 percent.

DA will be applicable from January 1

According to the information received from the Odisha state government, this dearness allowance will be implemented from January 1, 2024. Both dearness allowance and dearness relief will be applicable from January 1, 2024. This step of the state government will benefit 4.5 lakh state employees and 3.5 lakh pensioners.

Hon’ble CM announces 4% DA Hike for Govt Employees & Pensioners.

CM Sri Naveen Patnaik today announced 4% increase in Dearness Allowance (DA) and Dearness Relief (TI) for Govt employees and pensioners.

The State Government announced release of 4 percent additional dose of…

— I & PR Department, Odisha (@IPR_Odisha) March 14, 2024

The central government has given a gift of 4 percent dearness allowance to the employees. The Union Cabinet approved 4 percent increase in dearness allowance. Now employees will get 50 percent dearness allowance. This dearness allowance will be applicable from January 1, 2024.

It will be credited along with the salary at the end of March. A total of two months arrears will also be added to this. This is the fourth consecutive time that dearness allowance has increased by 4 percent. The increase in dearness allowance will increase the burden on the government exchequer by Rs 12,868.72.

Earlier 4 states increased DA

Earlier, Karnataka, Uttar Pradesh, Gujarat and Uttarakhand have given the gift of increased dearness allowance to the state employees. All these states have given the gift of 4 percent additional dearness allowance. Now the employees of these states will get 4 percent more dearness allowance.

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There is great news for LIC employees. Modi government has approved 17% increase in the basic salary of LIC employees. This will directly benefit about 1 lakh employees and about 30,000 pensioners.

According to the report, this increase, effective from August, will cost the company Rs 4,000 crore annually. On March 15, LIC shares closed down 3.4 per cent at Rs 926 on the BSE.

DA has been increased by 4%

Let us tell you that this increase has come after the recent increase in Dearness Allowance (DA) by 50 percent by the government. Dearness allowance of central government employees has increased by 4%. Let us tell you that according to the recommendations of the 7th Pay Commission,

with this increase, there is sure to be an increase in the take-home salary package of the central government employees. According to the recommendations of the Seventh Pay Commission, cities have been divided into three categories for HRA increase. These categories are- X,Y & Z.

If an X category employee lives in cities/towns, his HRA will increase to 30 percent. Similarly, the HRA rate for Y category will be 20 percent and for Z category it will be 10 percent. Currently, employees living in cities/towns X, Y & Z get 27, 18 and 9 percent HRA respectively.

December quarter results

Last month, LIC reported a 49 per cent rise in net profit to Rs 9,444 crore for the third quarter ending December 2023 (Q3FY24). The country’s largest insurance company had reported a net profit of Rs 6,334 crore in the same period a year ago. Its net premium income increased to Rs 1,17,017 crore in the third quarter of the current financial year, from Rs 1,11,788 crore in the same period a year ago.

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Jharkhand government has increased the dearness allowance (DA) of state government employees to 50 percent of the basic salary. Till now it was 46 percent. An official said on Tuesday that the increase in dearness allowance will be effective from January 1 this year. In the cabinet meeting chaired by Chief Minister Champai Soren, the proposal to increase the dearness allowance of state government employees and dearness relief (DR) for pensioners was approved.

Cabinet Secretary Vandana Dadel said, “Dearness allowance and dearness relief have been increased by four percent to 50 percent.” This increase will benefit 1.90 lakh employees and pensioners of the state. If the pensioner is no longer in this world, then DR will be given to his/her family members.

Approval given to 30 decisions:

Jharkhand government approved 30 proposals in the cabinet meeting held on Tuesday, one of which was increase in DA. Since the increase in DA will be considered effective from January 1, employees will also be given arrears of 3 months. Apart from this, Panchayat Secretariat volunteers will be hired on contract basis in the help desks being opened at the village level. For this, Rs 2500 per month will be paid.

Other decisions:

Estimate of house rent allowance of government employees has been approved. Permission was given to release funds for the construction of Jharkhand Bhawan in New Delhi. 11 pilgrimage sites in the state and 30 pilgrimage sites across the country will be included in the scheme for providing pilgrimage to the people of Jharkhand belonging to BPL category. Apart from this, many other decisions have been taken in the meeting.

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The new decision of the government will be applicable from January 1, 2024 to June 2024. With this decision, there will be a big increase in the allowances of more than one crore central employees and pensioners of the country. Let us tell you that this is the third consecutive half when DA has increased by 4 percent.

HRA will also increase
Now after the new increase, DA will reach 50 percent. According to the recommendations of the 7th Pay Commission, with this increase, there is certain to be an increase in the take-home salary package of the central government employees. According to the recommendations of the Seventh Pay Commission, cities have been divided into three categories for HRA increase. These categories are- X,Y & Z.

If an X category employee lives in cities/towns, his HRA will increase to 30 percent. Similarly, the HRA rate for Y category will be 20 percent and for Z category it will be 10 percent. Currently, employees living in cities/towns X, Y & Z get 27, 18 and 9 percent HRA respectively.

Gratuity limit also increased: While giving information about the cabinet meeting, Union Minister Piyush Goyal said that this decision will increase the burden of the government by Rs 12,869 crore. Piyush Goyal said that HRA will also increase with this decision. Apart from this, the limit of gratuity has also been increased.

The limit of gratuity has been increased from Rs 20 lakh to Rs 25 lakh. According to Piyush Goyal, with this increase, central employees will get many big benefits in different categories.

It was also announced in October 2023
Earlier in October 2023, the government had increased DA by 4 percent. Under this, dearness allowance and dearness relief were increased by 4 percent to 46 percent from July 1, 2023.

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The central government has given the gift of Holi to the central employees on 7 March 2024 (Thursday) in the evening. The government has increased the Dearness Allowance (DA) and Dearness Relief (DR) of central employees. Dearness allowance has been increased by 4 percent from 46 percent. This means that now their dearness allowance has become 50 percent.

Apart from this, the Central Government has increased the income tax exemption limit on gratuity from Rs 20 lakh to Rs 25 lakh. After these two announcements of the government, the house rent allowance ( HRA ) for employees has also increased in many cities of India. HRA has increased from 1 percent to 3 percent.

HRA is 30 percent increase in the basic salary of the employee. After the increase in HRA, the burden on the government has increased by approximately Rs 9,0000 crore. Let us know by how much HRA of employees has increased in different cities.

What is the new HRA limit?

Ever since the Central Government has increased the HRA, employees want to know how much their HRA has increased. The government has divided every city into X,Y,Z categories. City employees falling in X category get the highest HRA of 27 percent, which has now increased to 30 percent.

Similarly, Y category employees used to get 18 percent HRA, which has now increased to 20 percent. After this, the HRA of the employees falling in Z category has increased by 1 percent, that is, now their HRA has increased from 9 percent to 10 percent.

Cities falling in X category

Delhi, Ahmedabad, Bengaluru, Mumbai, Pune, Chennai and Kolkata fall in X category.

Cities falling in Y category

Cities like Patna, Lucknow, Visakhapatnam, Guntur, Vijayawada, Guwahati, Chandigarh, Raipur, Rajkot, Jamnagar, Vadodara, Surat, Faridabad, Ghaziabad, Gurgaon, Noida, Ranchi, Jammu, Srinagar, Gwalior, Indore, Bhopal. , Jabalpur, Ujjain, Kolhapur, Aurangabad, Nagpur, Sangli, Solapur, Nashik, Nanded, Bhiwadi, Amravati, Cuttack, Bhubaneswar, Rourkela, Amritsar, Jalandhar, Ludhiana, Bikaner, Jaipur, Jodhpur, Kota, Ajmer, Moradabad, Meerut, Bareilly. , Aligarh, Agra, Lucknow, Kanpur, Allahabad, Gorakhpur, Firozabad, Jhansi, Varanasi, and Saharanpur fall in Y category.

Which cities come in Z category?

Z category includes those cities which do not come in X,Y. Employees of these cities will now get HRA of 10 percent.

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More than 1 lakh employees will benefit

Announcing this in the Assembly, Saha said that this decision will benefit 1,06,932 employees and 82,000 pensioners of the state.

Today at the budget session, I announced another 5 percent Dearness Allowance to the State Government Employees. This decision will be effective from 01.01.2024. The additional annual expenditure for this will be ₹ 500 crores.

Employees play a major role in carrying out various… pic.twitter.com/6AgqnDgKti

— Prof.(Dr.) Manik Saha(Modi Ka Parivar) (@DrManikSaha2) March 5, 2024

Increase in DA will be implemented from January 1

This increase in dearness allowance will be effective from January 1. Saha said that after this increase, the dearness allowance given to state government employees and pensioners will increase to 25 percent. This will require funding of Rs 500 crore.

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Employees Provident Fund Organization (EPFO) is a scheme to improve the economic future of private sector employees. In this retirement plan, both the company and the employee contribute equal amount to the PF (Provident Fund). At the same time, it gives annual interest on the deposited amount.

Since this amount is for retirement, it can be withdrawn only after retirement. But, sometimes PF money is needed in emergencies. There are some rules for withdrawing money from PF, only by following which you can withdraw money from your account. Let us know about those rules in detail.

When can you withdraw PF money?

Employees Provident Fund Organization allows withdrawal of money from PF account before retirement only under certain circumstances. Such as medical emergency, marriage or buying land. If someone loses his job, he can withdraw the entire PF amount after two months.

There is a rule to withdraw money from PF even for the marriage of a particular family member or for the education of children. However, for this you must have been working for at least seven years. After this you can withdraw up to 50 percent of your contribution.

How many times can I withdraw money?

You can withdraw money from PF account many times before retirement. But, every time you will have to give the reason. Money cannot be withdrawn more than three times for marriage. The same is the condition for studies after 10th.

Money can be withdrawn only once to buy a house or land. However, there is no such restriction in medical emergency. For this, you can withdraw money any number of times before retirement.

How much tax is charged on withdrawal of funds?

If you withdraw EPF before 5 years of continuous service, TDS will be deducted at the rate of 10 percent. If you do not provide PAN card while withdrawing the amount, then the TDS rate will be 30 percent. But, no tax has to be paid after 5 years of continuous service. Even if an employee transfers his EPF amount to the National Pension Scheme, no tax is levied.

How to withdraw PF money online?

To withdraw money from EPF online, your UAN should be active and linked to KYC (Aadhaar, PAN and bank account). Then you have to follow the steps given below.

• -Log in to the UAN Member Portal with your UAN and password.
• -Click on ‘Online Services’ tab from the top menu bar. Select ‘Claim (Form-31, 19 & 10C)’ from the drop-down menu.
• -Your details will appear on the screen. Enter the last 4 digits of your bank account and click on ‘Verify’.
• -Click on ‘Yes’ to sign the Undertaking Certificate and proceed.
• -Click on ‘Proceed for Online Claim’ option.
• -Select ‘PF Advance (Form 31)’ to withdraw your funds online.
• -A new section of the form will open. In this you will have to select ‘Purpose for which advance is required’, the required amount and the address of the employee. The work for which employees cannot withdraw money will be mentioned in red colour.
• -Tick verification and submit your application
• -Depending on the work for which you have filled the form, you may have to submit scanned documents.
• -Money will be withdrawn from your EPF account only when your company accepts your withdrawal request.
• Then the amount will be deposited in your bank account mentioned in the withdrawal form.

An SMS will be sent to your phone number registered with EPFO. After the claim is processed, the amount will be transferred to your bank account. EPFO has not set any deadline for this, but usually the money is deposited within 15-20 days.

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The government can give a big good news to the employees. If media reports are to be believed, the government can approve the long standing demand of bank employees to work 5 days a week this year.

According to reports, after the approval of the Finance Ministry, bank employees will get 5 working days a week and there is a possibility of salary increase in June 2024.

According to an ET report, the United Forum of Bank Unions, an alliance of bank employee unions, has written to Finance Minister Nirmala Sitharaman to allow a 5-day work week for the banking sector. The Bank Employees Union also assured that there will be no cut in banking hours for customers or in the total working hours of employees and officers.

Know what is the demand

The union has urged the Finance Minister to review the matter favorably and direct the Indian Banks Association (IBA) accordingly, the ET report said. At present bank branches remain closed on second and fourth Saturdays.

Bank unions have been demanding holidays on all Saturdays and Sundays since 2015. Under the 10th bilateral agreement signed in 2015, the RBI and the government agreed with the IBA and declared the second and fourth Saturdays as holidays.

Salary will also increase

In terms of salaries, the IBA and bank employee unions had last year reached an agreement for a 17 per cent salary hike across all public sector banks (PSBs) in India, amounting to Rs 12,449 crore.

If the salary hike is approved by the Centre, If implemented, around 9 lakh employees including 3.8 lakh officers in all PSBs and select old generation private banks will benefit.

According to a TOI report, the MoU signed by the IBA and bank employee unions following talks on December 7, 2023, included a commitment to finalize the wage revision within 180 days.

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DA Hike Latest Update: Central government may soon give good news to government employees. Actually, the government can increase the DA and DR of central employees. According to many reports, the government can increase DM by up to 4 percent.

DA means dearness allowance which the government gives to the employee. Whereas DR (Dearness Relief) is given to pensioners. There are 48.67 lakh central employees and 67.95 lakh pensioners in India. The government increases DA twice in a year.

In October 2023, the government had decided to increase the DA of central employees by 4 percent. Let us tell you that the government takes the decision to increase DA on the basis of Consumer Price Index for Industrial Workers (CPI-IW).

If this time also there is an increase of 4 percent in the DA of the employee, then the basic salary of the employee will reach 50 percent.

Government made amendment regarding DA

Government employees get dearness allowance and pensioners get dearness relief i.e. DR. The dearness allowance received by the central employee is revised twice in a year. The change in DA is made for the first time in the month of January and second in July. DA changes for the first half are made public in March.

In such a situation, it is expected that the government can give gifts to the central employees on Holi (Holi 2024). This time, along with the central employees, pensioners will also get the benefit. Actually, the government may soon announce increase in DA and DR.

Employees’ salaries will increase

After the increase in dearness allowance, there may also be an increase in the salary of the employees. If the basic salary of the employee is Rs 18,000 then dearness allowance at the rate of 46 percent will be Rs 8,280. If it increases by 4 percent then it will become Rs 9,000. This is half of the employee’s basic salary.

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7th Pay Commission latest news 2024: Dearness allowance of central employees will increase in March. This will increase by 4 percent. The total dearness allowance will reach 50 percent. But, the calculation after this will change. After the increase in DA in March, it will be calculated in a new way.

The figures for calculation of the next dearness allowance will start coming from February 29. The calculation of increase in dearness allowance (DA Hike Calculation) in July 2024 will be done using a new method or rather a new formula. There is a reason behind this, in fact after reaching 50 percent dearness allowance it will be reduced to zero (0).

Central employees are currently getting 46 percent dearness allowance. It is clear from the recent AICPI index data that this time also DA has increased by 4%. However, it is yet to be approved by the Union Cabinet. Employees will get the benefit of increased DA from April salary. But, it will be implemented from January 1, 2024.

Meanwhile, the next preparations have started. After January, the next increase in dearness allowance will be in July 2024. There may be changes in the calculation of this dearness allowance. Because, after 50 percent dearness allowance, it will be reduced to zero and the calculation of new dearness allowance will start from 0.

What is dearness allowance?

Central and state government employees get Dearness Allowance (DA) to improve their cost of living. Dearness allowance is calculated in proportion to inflation. DA is kept as part of the salary structure as an allowance to the employee to improve his standard of living. Dearness Allowance (DA) is given to central employees and public sector employees and dearness relief to pensioners. The same structure applies in the states also.

DA is calculated from the new series of base year.

The Labor Ministry had also changed the formula for calculating dearness allowance after the implementation of the 7th Pay Commission in the year 2016. The Labor Ministry changed the base year of dearness allowance in 2016 and released a new series of Wage Rate Index (WRI-Wage Rate Index). The Labor Ministry said that the new series of WRI with base year 2016=100 replaced the old series with base year 1963-65.

How is dearness allowance calculated?

The amount of dearness allowance is calculated by multiplying the current rate of dearness allowance of the 7th Pay Commission with the basic pay. The current rate is 46%, if your basic pay is Rs 56,900 DA (56,900 x46)/100. Percentage of dearness allowance = Average of CPI of last 12 months – 115.76. Now whatever comes will be divided by 115.76. The number obtained will be multiplied by 100.

How to calculate how much DA will be given on salary?

For salary calculation under 7th Pay Commission (7th Pay Commission Salary hike), DA will have to be calculated on the basic salary of the employee. Suppose the minimum basic salary of a central employee is Rs 25,000, then his dearness allowance (DA calculation) will be 46% of Rs 25,000. 46% of Rs 25,000 i.e. total will be Rs 11,500. This is an example. Similarly, people with other salary structures can also calculate it according to their basic salary.

Tax is levied on dearness allowance

Dearness allowance is fully taxable. Under the income tax rules in India, separate information about dearness allowance has to be given in the Income Tax Return (ITR). Meaning, the amount you receive in the name of dearness allowance is taxable and tax will have to be paid on it.

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The government can give a big gift to lakhs of central government employees of the country before Holi. The central government is planning to increase the dearness allowance of central government employees before Holi. This increase could be an increase of 4 percent.

After this increase, dearness allowance and dearness relief (DR) will increase by more than 50 percent. Dearness allowance for central government industrial workers is decided on the basis of CPI data. Currently the 12-month average of CPI data is at 392.83. Based on this, DA will be 50.26 percent of the basic salary. The Labor Bureau Department of the Ministry of Labor publishes CPI-IW data every month.

It is noteworthy that DA is for employees and DR is for pensioners. Every year, DA and DR are increased twice usually in January and July. The last increase was in October 2023, when DA was increased by 4 percent to 46 percent. Based on current inflation figures, the next DA increase is likely to be 4 percent. If an increase in DA is announced in the month of March, then it will be implemented from January. Therefore, employees and pensioners will also get the dues of the previous months.

This is how DA and DR are calculated

7th CPC DA% = [{12 month average of AICPI-IW (base year 2001=100) for last 12 months – 261.42}/261.42×100]. The point to be noted here is that this calculation formula is applicable to those central government employees and pensioners who get salary based on the recommendations of the 7th Pay Commission.

How much will the salary increase?

If there is an increase of 4 percent in dearness allowance and dearness relief, then how much will be the increase in the salary of employees and pensioners, let us try to understand it with an example…

If the basic salary of a central employee is Rs 53,500 per month. In such a situation, according to 46 percent, the current dearness allowance will be Rs 24,610. Now, if DA increases to 50 percent then this amount will increase to Rs 26,750. This means that the employee’s salary will increase by Rs 26,750 24,610 = Rs 2,140 per month.

Central government pensioners get a basic pension of Rs 41,100 per month. Those receiving pension at 46 percent DR get Rs 18,906. If their DR becomes 50 percent, they will get Rs 20,550 every month as relief from inflation. In such a situation, if DA is increased by 4 percent soon, then their pension will increase by Rs 1,644 per month.

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After the 4% DA hike, dearness allowance and dearness relief will increase to 50 per cent.

The quantum of hike in DA and dearness relief (DR) is decided by the central government on the basis of the All-India CPI-IW data.

The 12-month average of the Consumer Price Index for Industrial Workers (CPI-IW) stood at 392.83. As per this, DA is coming to 50.26 per cent of the basic pay.

DA is given to government employees, while DR is given to pensioners. DA and DR are hiked twice a year — January and July.

In the last hike in October 2023, the DA was increased by 4 per cent to 46 per cent. Given the current inflation rate, the next DA hike is expected to be 4 per cent.

According to the official data, there are 47.58 lakh central government employees and 69.76 lakh pensioners. After the upcoming DA hike, these employees and pensioners will be benefitted.

Formula For central government employees:

Dearness Allowance per cent = ((Average of AICPI (Base Year 2001=100) for the past 12 months -115.76)/115.76) *100

AICPI stands for All India Consumer Price Index.

Formula For public sector (central government) employees:

Dearness Allowance per cent = ((Average of AICPI (Base Year 2016=100) for the past 3 months -126.33)/126.33) *100.

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DA Hike: This year has brought tremendous gifts for central employees. They will be paid 50 percent dearness allowance from January. This has been decided from the AICPI index. But, there is still time for its announcement by the Central Government. Meanwhile, there is another good news. Not only has the dearness allowance of central employees increased, but now their salary is going to increase directly.

As soon as dearness allowance is approved, there will be a huge jump in their salary. In one stroke, the salary of the employees will increase by Rs 9000. Actually, this is going to happen because of a rule of the Central Government.

This rule was made in the year 2016. Now we wait for March. Because, DA Hike is expected to be approved by the Union Cabinet in March itself. But, does this indicate the formation of the 8th Pay Commission?

What is the rule to increase the salary of employees?

Dearness allowance of central employees is increased every six months. At present, central employees are getting dearness allowance at the rate of 46 percent. From January 2024, dearness allowance will increase to 50 percent.

After this, as per the rules, this will be made void. Why? Now the rules made by the Central Government apply here. In the year 2016, the government had made a rule that as soon as dearness allowance reaches 50 percent, it will be reduced to zero.

How will the basic salary increase?

How will there be a huge increase in basic salary? For this let’s go into a little flashback. When the government implemented the 7th Pay Commission in 2016, dearness allowance was reduced to zero.

A new base year was fixed for calculations. Due to zero dearness allowance, the employees got the benefit that the previous dearness allowance was added to their basic salary. Now something similar is going to happen once again. There is a plan to increase the salary by once again merging the dearness allowance into the basic salary. Meaning, has the time come to constitute the 8th Pay Commission?

Dearness allowance will become zero (0)

Now the question comes that why would this happen? Actually, in the memorandum of the year 2016, it has been said that as soon as the Dearness Allowance (DA) reaches 50 percent i.e. 50% of the basic salary, it will be reduced to zero. Meaning, after becoming zero, the current dearness allowance will start back from 1 percent, 2 percent.

This will happen because, as soon as 50 percent dearness allowance (DA hike) is reached, it will be merged into the basic salary. With this, employees will not have to wait long for their salary revision. Earlier dearness allowance used to exceed more than 100 percent. This was the formula for the sixth salary.

Salary of central employees will increase by Rs 9000

At present, the basic salary at pay-bed level-1 is Rs 18000. This is the most minimal basic. If we look at its calculation, a total of Rs 7560 is currently available as dearness allowance. But, if we look at the same calculation at 50 percent dearness allowance, then we will get Rs 9000. Now here comes the catch.

As soon as 50 percent DA is reached, it will be reduced to zero and added to the basic salary. Meaning, the salary of Rs 18000 will increase by Rs 9000 to Rs 27000. After this dearness allowance will be calculated at Rs 27000. If DA increases by 3% after becoming 0, then their salary will increase by Rs 810 per month.

When will central employees get gifts?

At present, the dearness allowance of Central Government employees is 42 percent. Now the next revision is to be held in July 2023, in which there may be an increase of 4 percent. This means that after July, dearness allowance will increase at the rate of 46 percent. In such a situation,

the revision of dearness allowance for January 2024 will have to be kept an eye on. If it increases by 4 percent then dearness allowance will reach 50 percent. If it increases by 3 percent then it will be 49 percent.

In case of 50%, dearness allowance will become zero from January 2024 itself. This means that from July 2024, dearness allowance will be calculated only on the increased basic salary. If it remains at 49 percent then we will have to wait till July 2024.

Why is dearness allowance made zero?

Whenever a new pay scale (Central pay commission) is implemented, the DA received by the employees is added to the basic salary. Experts say that as a rule, 100 percent DA received by employees should be added to the basic salary, but this is not possible. Financial situation comes in the way.

However, this was done in the year 2016. Before that, in the year 2006, when the sixth pay scale came, at that time 187 percent DA was being given in the fifth pay scale till December. The entire DA was merged into the basic pay. Therefore the coefficient of the sixth pay scale was 1.87. Then new pay band and new grade pay were also created. But, it took 3 years to deliver it.

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The Central Government has taken an important decision on the retirement of below board level employees working in Fertilizers and Chemicals Travancore Limited (FACT). Now the retirement age will not be 58 but 60 years.

Union Minister of State for External Affairs V Muraleedharan congratulated the Ministry of Chemicals and Fertilizers on the decision to increase the retirement age of the employees working in Fertilizers and Chemicals Travancore Limited, a Kochi-based organization in Kerala.

V Muraleedharan informed about this decision of the government on X. Expressing happiness, he wrote, ‘Happy to know about increasing the retirement age of employees below the board level from 58 to 60.’ He further wrote, ‘This decision is a proof of the Modi government’s commitment to the welfare of employees.’

Central government’s commitment towards work is visible

Referring to the efforts of the Union Chemicals and Fertilizers Ministry and his cabinet colleague Mansukh Mandaviya, Muraleedharan said that this decision of the government will benefit hundreds of families. Let us tell you that Union Minister V Muraleedharan is a Rajya Sabha member elected from Kerala. He also termed this decision taken in the interest of the employees of the Kochi company as a matter of personal happiness.

Expressing happiness, the Union Minister wrote in another post, ‘It is a matter of personal happiness for me considering my close relationship with FACT employees. I, along with the employees and their families, thank Union Minister Mansukh Mandaviya and the Ministry of Chemicals and Fertilizers.

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This is because Lok Sabha elections are to be announced in March itself. In such a situation, these steps can be taken to make the employees happy.

According to media reports, this time there may be an increase of 4 percent in dearness allowance for employees. After which the total dearness allowance figure can reach 50 percent. Let us tell you that at present the dearness allowance is 46 percent. Last time also there was an increase of 4 percent in dearness allowance.

Let us tell you that at present central government employees and pensioners get 46 percent dearness allowance and dearness relief (DR). The central government had announced the last DA hike on October 18, 2023. It was effective from July 1, 2023.

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Giving a big gift to PF account holders, Employees Provident Fund Organization (EPFO) on Saturday announced increase in interest rates, it has now been increased to 8.25 percent. After the increase in interest on PF in the election year, now an increase in Dearness Allowance (DA Hike) is being expected soon. If reports are to be believed, the government may take a major decision on this in March 2024. If this happens, then the DA given to central employees will be 50 percent.

Interest on PF increased, expectation of DA increased

The Central Board of Trustees (CBT) of EPFO has announced the new interest rate for the Employees Provident Fund (EPF) account for the financial year 2023-24. EPFO has given a gift to about 7 crore employees of the country and has increased it to 8.25 percent.

According to PTI, PF account holders will now get 0.10 percent more interest than before. On March 28 last year, EPFO had announced an interest rate of 8.15 percent for Employees Provident Fund (EPF) accounts for 2022-23. With the increase in PF interest rate, the expectation of DA hike has also increased among the central employees.

4% DA hike expected in March

The government increases the dearness allowance of employees twice a year and the DA Hike for the January-June half year is expected to be announced in March 2024. If reports are to be believed, this time the government can give a gift of 4 percent DA Hike to the central employees before the elections and it can be announced next month.

Let us tell you here that this expectation is being expressed on the basis of various reports, whereas no official comment has been made by the government in this regard yet. But if there is an increase of 4 percent in DA, then there will be a bumper increase in the salary of the employees. At present the DA of central employees is 46 percent, which can be increased to 50 percent.

Along with DA, increase in HRA is also possible

On one hand, a 4 percent increase in dearness allowance of central employees is being expected and if this happens, then the employees will get its benefit from January 1, 2024. Along with this, when the dearness allowance reaches 50 percent, there may also be an increase in the house rent allowance given to the employees.

In the month of July 2021, when DA crossed 25 percent, an increase of 3 percent was seen in HRA and it was increased to 27 percent. In such a situation, HRA hike is once again expected when DA is 50 percent and if reports are to be believed, it can be increased to 30 percent.

Revision is done twice a year

The government revises the dearness allowance given to central employees twice a year. The benefits of which are given to them from 1st January and 1st July. Talking about its calculation, Dearness Allowance or DA is an important part of the salary of the employees and the increase in it has a direct impact on the salary received by the employees. It is determined on the basis of inflation rate.

The higher the inflation, the higher the increase in DA of employees is expected. All India CPI-IW for December 2023 declined by 0.3 points to 138.8. On this basis, it is being estimated that the government may increase DA by 4 percent.

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Gratuity is the amount that any company gives you as a reward for providing excellent services for a long time. Generally, if an employee has been serving the company continuously for 5 years, then he is considered entitled for gratuity.

Gratuity amount is given at the time of retirement or leaving the job. But suppose a company embezzles the gratuity money of an employee despite being entitled to gratuity, then what can be done?

Right to send legal notice-

If the company does not pay him the gratuity amount even after completing 5 years of service, then the employee can send a notice to the company regarding this. If even after this his problem is not resolved and the amount is not paid to him, then the employee can complain against the company to the District Labor Commissioner. If found guilty in the case, the company has to pay the gratuity amount along with fine and interest.

These are the rules of gratuity-

If 10 or more people work in a private or government company, then that company should provide the benefit of gratuity to all the employees. Apart from the company, shops, mines and factories also come under the scope of this rule.

If an employee has worked in the company for 4 years and 8 months, then his service will be considered for full 5 years and he will get the amount of gratuity according to 5 years. If he has worked for less than 4 years and 8 months, then his service period will be counted as 4 years and in such a case he will not get gratuity.

If an employee dies while on the job, the entire amount deposited in his gratuity account is given to his nominee. In such a case, the condition of minimum 5 years of employment does not apply.

The notice period of the employee is also counted in the gratuity period. Suppose you resign from a company after working for four and a half years, but after resignation, you served a notice period of two months. In such a situation, your employment period will be counted only as 4 years and 8 months. And the gratuity amount will be given considering it to be 5 years.

Any company can give a maximum of Rs 20 lakh as gratuity to its employee. The amount received as gratuity is tax free. This rule applies to both government jobs and private jobs.

In these situations the company will not pay gratuity money-

If an employee is accused of unethical behavior and the company has suffered a huge loss due to his negligence, then the company has the right not to pay his gratuity. But to stop gratuity, the company will first have to present evidence and its reason. Whatever reason the company is giving, it has to issue a show cause notice to the employee.

After this both the parties are heard. Gratuity money will be stopped only after the employee is found guilty. But even in such a situation, the company will deduct only that amount as it has suffered loss. Apart from this, when the company or institution is not registered under the Gratuity Act, then the employees are not covered under the Gratuity Act. In such a situation, it is the company’s discretion to give gratuity or not.

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The Central Government has now changed the rules for some members. They will no longer get the benefits of PF, Gratuity and Pension. This amendment has been made in Rule 13. The government has said that these members will no longer be considered eligible for pension and PF (Provident Fund) as they cannot avail two services at the same time.

Now these people will not get the benefits of PF, Gratuity and Pension-

According to the instructions issued by the Central Government, the benefits of gratuity, pension and PF will not be given to the members of Income Tax Appellate Tribunal (ITAT) and Goods and Services Tax (GST) Tribunal. Additionally, tribunal membership will be placed in the full-time employed category, which means they will have to resign from one of the services.

Know the reason why you will not get benefit-

Earlier, serving judges of the High Court or the Supreme Court were sometimes appointed as chairpersons or members while still in their existing service. Hence they were entitled to pension and other benefits, but now if a serving judge of any court is appointed as the Chairman or Member of the Tribunal, he will have to either resign or resign voluntarily from his substantive service before joining the Tribunal. Will have to take retirement. These people cannot take advantage of both at the same time.

Lawyers were excluded from profits

The revised tribunal rules say the change comes at a time when the Center is in the process of setting up a GST Appellate Tribunal for expeditious disposal of pending tax cases and litigation. Earlier, the government had excluded lawyers from becoming judicial members.

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7th pay commission latest news today: There is good news for central government employees. The increase in his salary has started. Recently the new dearness allowance of central employees has been confirmed. However, there is still time for its announcement. A decision on this is expected by March.

But, the matter will not stop only at dearness allowance. After DA Hike, now another good news is waiting for them. Actually, the House Rent Allowance of the employees is also going to increase. 50 percent dearness allowance has been confirmed. Now after this is the number of revision in HRA. There is to be an increase of 3 percent in this.

HRA will increase after DA hike

4 percent dearness allowance has been confirmed. The Union Cabinet will also approve it in March. In this situation, dearness allowance to central employees will be 50 percent. It will be implemented from January 1, 2024. Let us tell you, in July 2021, when dearness allowance crossed 25 percent, there was a revision of 3 percent in HRA.

At that time the upper limit of HRA was increased from 24 percent to 27 percent. Now there will be a revision in HRA once the dearness allowance reaches 50 percent. This will once again increase by 3 percent. HRA of metro cities i.e. cities falling in X category will increase to 30 percent. Employees working in these cities will be paid house rent allowance at the rate of 30 percent.

Government told when HRA will increase

According to the Department of Personnel and Training (DoPT), the revision of House Rent Allowance (HRA) for central employees is done on the basis of dearness allowance. The categories of House Rent Allowance (HRA) are according to X, Y and Z class cities. According to the category of cities, the current rate is 27 percent, 18 percent and 9 percent.

This increase along with DA is applicable from July 1, 2021. But, the government had issued a memorandum in the year 2016. In which there were instructions to revise HRA along with DA Hike from time to time. There was a revision in HRA when the dearness allowance increased to 25 percent in 2021. Now there will be next revision in HRA after 50 percent dearness allowance.

What is the formula for HRA calculation?

There is a formula to calculate HRA. In the present situation, house rent is given to central employees according to the category of the city. The government has divided cities/towns into X, Y and Z categories. Where the government gives 27 percent house rent allowance in X category, 18 percent in Y category and 9 percent in Z category. This house rent allowance is decided according to the basic salary of the employee.

How much will be the HRA for which city?

1. In X category-
Delhi, Ahmedabad, Bengaluru, Mumbai, Pune, Chennai and Kolkata have been kept in X category. The employees working here get HRA of 27 percent of the basic pay.

2. In Y category-
Patna, Lucknow, Visakhapatnam, Guntur, Vijayawada, Guwahati, Chandigarh, Raipur, Rajkot, Jamnagar, Vadodara, Surat, Faridabad, Ghaziabad, Gurgaon, Noida, Ranchi, Jammu, Srinagar, Gwalior, Indore, Bhopal, Jabalpur, Ujjain, Kolhapur, Aurangabad, Nagpur, Sangli, Solapur, Nashik, Nanded, Bhiwadi, Amravati,

Cuttack, Bhubaneswar, Rourkela, Amritsar, Jalandhar, Ludhiana, Bikaner, Jaipur, Jodhpur, Kota, Ajmer, Moradabad, Meerut, Bareilly, Aligarh, Agra, Lucknow, Cities like Kanpur, Allahabad, Gorakhpur, Firozabad, Jhansi, Varanasi, Saharanpur come. The employees living here get HRA of 18 percent of the basic pay.

3. In Z category-
Apart from the X and Y category cities, all other cities have been kept in Z category. Employees working in these cities get HRA of 9 percent of the basic pay.

How will the HRA of employees increase?
The next revision in House Rent Allowance will be in March 2024. As soon as dearness allowance reaches 50 per cent, the maximum rate of HRA will increase from the existing 27 per cent to 30 per cent. This will be for employees falling in X category. In the second category i.e. Y, the revision will be 2 percent. Its current level is 18%, it will be increased to 20%. After this, Z category employees will get 10% HRA, increased by 1 percent.

If DA became zero then HRA was reduced.
When the 7th Pay Commission was implemented, HRA was reduced from the range of 30, 20 and 10 percent to 24, 18 and 9 percent. Also its 3 categories were created X, Y and Z. During that time DA was reduced to zero. At that time itself, it was mentioned in the notification of DoPT that when DA reaches the 25 percent mark, HRA will be automatically revised and there will be an increase of 3, 2, 1 percent according to the category. Now when dearness allowance reaches 50 percent, HRA will increase again in the same manner.

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According to the Government Proposal (GR), those employees for the posts for which advertisements were issued before November 1, 2005, but the selection took place later, will be able to apply for OPS.

The plan was approved last month

Last month, the state cabinet had approved the proposal to give such employees the option to choose the Old Pension Scheme (OPS) instead of the National Pension Scheme. In the GR issued by the government, it has been said that the employees who do not apply within six months from today will get benefits under the National Pension Scheme (NPS).

Currently 9.50 lakh employees are getting benefits

In fact, government employees had gone on strike demanding restoration of OPS in the state. After this the state government approved the plan. According to media reports, about 9 lakh 50 thousand government employees in Maharashtra had joined the service before November 2005 and they are already taking advantage of it.

Know the difference between OPS and NPS

Actually, the old pension system was abolished in the year 2004. In its place a new pension system was introduced. Those who got government jobs on or after January 1, 2004, are included in the new pension system. Under this, these employees contribute 10 percent of their salary to the new pension scheme. Whereas in the old pension system, the employee used to get 50 percent of the salary after retirement for life.

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According to the Government Proposal (GR), those employees for the posts for which advertisements were issued before November 1, 2005, but the selection took place later, will be able to apply for OPS.

Old Pension Scheme: The Maharashtra government on Friday issued a GR asking government employees who joined service after November 1, 2005, to apply within six months to avail the benefits of the Old Pension Scheme (OPS).

According to the Government Proposal (GR), those employees for the posts for which advertisements were issued before November 1, 2005, but the selection took place later, will be able to apply for OPS.

The plan was approved last month

Last month, the state cabinet had approved the proposal to give such employees the option to choose the Old Pension Scheme (OPS) instead of the National Pension Scheme. In the GR issued by the government, it has been said that the employees who do not apply within six months from today will get benefits under the National Pension Scheme (NPS).

Currently 9.50 lakh employees are getting benefits

In fact, government employees had gone on strike demanding restoration of OPS in the state. After this the state government approved the plan. According to media reports, about 9 lakh 50 thousand government employees in Maharashtra had joined the service before November 2005 and they are already taking advantage of it.

Know the difference between OPS and NPS

Actually, the old pension system was abolished in the year 2004. In its place a new pension system was introduced. Those who got government jobs on or after January 1, 2004, are included in the new pension system.

Under this, these employees contribute 10 percent of their salary to the new pension scheme. Whereas in the old pension system, the employee used to get 50 percent of the salary after retirement for life.

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Let us tell you that Wipro currently has the lowest margin among the top 4 India-listed IT companies. This is the reason why there is pressure on the company to increase profits. In contrast to Wipro’s 16% margin during the December quarter, rivals Tata Consultancy Services, Infosys and HCL Technologies have achieved margins of 25%, 20.5% and 19.8%, respectively, The Economic Times reported.

Reason for the decision

This decision is attributed to the expensive resources of the company in British consultancy company Capco. Let us tell you that Capco was acquired by Wipro in the year 2021 for $ 1.45 billion. It is a consultancy firm whose CEO is Thierry Delaporte. However, as global economic conditions fluctuated post-Covid, the business slowed down. This has also affected Wipro’s business.

According to ET Prime news, Wipro spokesperson emphasized on business strategies along with market outlook. Wipro spokesperson reaffirmed the company’s commitment to enhancing customer, employee experiences through investment in technology and talent.

Declining number of employees

Recently, Wipro had released its December quarter results. During this period, Wipro’s employee count declined for the fifth consecutive quarter. There were 4,473 fewer employees in the December quarter than in the previous quarter. The company’s employee strength in the December quarter is 2,40,234.

Share status

Meanwhile, on Wednesday, the third trading day of the week, Wipro’s share price was at Rs 475. The stock was in the green zone during trading. This share had reached 52 week high of Rs 526.45 on February 15 last.

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Diwali gift given to Delhi Municipal Corporation employee. Bonus has been announced for Group B, C and D employees. Delhi Mayor Dr Shaili Oberoi has announced. He said that Delhi Municipal Corporation will spend about Rs 62 crore to give bonus.

Bonus Benefits

Daily wage employee, who has worked 224 days in 3 years. They will also get the benefit of bonus. They will be provided Rs 1184 as bonus. Similarly, Rs 6900 will be provided as bonus to all the employees of Group B Non-Gested, Group C and Group D. Earlier, as per the announcement made by Delhi CM, a bonus of ₹ 7000 has been announced for all non-gazetted employees of group B and C group employees before Diwali. Rs 56 crore has been allocated to give bonus to 80000 employees for Group B and C.

The matter of regularization of employees may get stuck

Bharatiya Janata Party will approach the court against the decision of Aam Aadmi Party led Delhi Municipal Corporation in the matter of regularizing 5000 sanitation workers of Delhi. MCD opposition leader Raja Iqbal Singh said in the campaign on Monday that the Aam Aadmi Party is passing the resolution in the MCD House in an illegal manner by bypassing the statutory committee. In this context, Bharatiya Janata Party will go to court and Aam Aadmi Party will have to pay the price.

In such a situation, the issue of regularization of 5000 sanitation workers may get stuck once again. Amid opposition from the opposition party, the Municipal Corporation House had passed a proposal to regularize 5000 sanitation workers on October 31.

MD in-charge Durgesh Pathak has criticized BJP for going against the welfare of sanitation workers. The Aam Aadmi Party government claims that the Kejriwal government has already given the benefit of regularization to more than 6000 sanitation workers within 8 months.

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It is expected that this announcement related to bonus can be made on Tuesday (November 7). About 57000 employees will benefit from this announcement. Earlier, Delhi Chief Minister Arvind Kejriwal had announced bonus for government employees.

80000 employees benefit from bonus

Earlier, Delhi Chief Minister Arvind Kejriwal had announced bonus for government employees. Based on CM’s announcement, a total of 80 thousand Group B non-gazetted officers and Group C employees will get the benefit of bonus. While releasing the video on

Kejriwal had also told that the government will spend Rs 56 crore on giving bonus on Diwali. Bonus of Rs 7000 will be paid to each employee. He also said that Group B, Non-Gazetted and Group C employees have contributed a lot in making our Delhi the Delhi of dreams.

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COVID-19 is still prevalent in many countries around the globe, and it seems to have a long-lasting impact on economies of many nations. In the wake of COVID-19 lockdown there are number of employment-related issues faced by both employees and employers. Everyone is interested to safeguard their economic interests. There are many questions about what are the rights and obligations of employers and employees during the time of this lockdown and social distancing. Read on to know more. 

Salaries during Coronavirus Pandemic

An often asked question during this time is, whether employers have a continued obligation to pay salaries or not. As per government, if an employer can afford to pay salaries at the same rate they’ve been doing before lockdown, then they should do so. However, it is also true that for most employers it will be not viable to continue paying salaries because of the nature of the industry. In this case, it is advisable for both parties to decide mutually and come up with a solution. However, any reduction in salaries has to be as per minimum guarantees provided under the law. But as per latest development, some states are looking to suspend minimum pay legislation to help companies recover coronavirus losses. More clarity on this is expected to come in a couple of days.

Also Read: What to do if employer does not pay salary on time

Like we said, it depends on the kind of industry. If an organization can continue rendering services and its employers can work from home, then this way both parties will have to bear losses.

Termination during Coronavirus Pandemic

As mentioned above, termination or layoffs should be avoided as much as possible. And it is advisable to mutually decide the course of action. However, in extreme circumstances employers are permitted to terminate employees. But in order to do so, they would need to follow the mandates provided by law for these actions. 

Insurance Obligations during Covid-19

In the wake of COVID-19 situation, the government has extended the contribution period towards Employees State Insurance or ESI. From March, 2020, a relaxation has been given by government that instead of the usual 15 days’ time period for depositing the ESI Contributions, a more relaxed time period of 45 days is provided. Also, employees have been assured that they will be able to use their Insurance entitlements, even if the illness or death has happened due to COVID-19. The Life Insurance Council of India (LIC), by a press release, has confirmed that all COVID-19 related death claims shall be honored. Similarly, the government has also stated clearly that employees shall be entitled to use their ESI Contribution entitlements for illness or death caused due to COVID-19.

Work from Home option during Coronavirus Pandemic

Following the spread of epidemic, to ensure social distancing norms – all commercial and industrial establishments which are not engaged in giving essential services were instructed to be closed. However, wherever possible employers have a right to ask employees to Work from Home. But remote working environments has their own risks. Employers may end up giving personal access to the Confidential Data and Trade-related secrets of the company. Hence it goes without saying that all clauses of maintaining confidentiality of company data would be strictly applied to all employees who are working from home.

It goes without saying that during this difficult time, as a moral obligation, we all should do whatever is in the favor of humanity and working ethics. We will keep you posted with latest developments of government in this regards.

Hope we Answered Rights of Employees & Employers during Coronavirus Pandemic

Read About : IndiGo announces salary cuts for top management from May amid coronavirus lockdown

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1. Leave is the right of all employees 

Generally, an employee is given the following leaves during the course of his or her employment:

1. 1. Casual Leave: This is provided to an employee to take care of urgent or unseen matters like a family emergency; for example, employees can apply for casual leave to attend a parent-teacher meeting called for by their child’s school.
2. Sick Leave: Sick leave is provided when an employee gets sick.
3. Privilege or Earned Leave: Privilege or earned leaves are long leaves that are planned for in advance.
4. Other Leaves – Apart from the above mentioned leaves, there are some other paid, unpaid or half-paid leaves which are provided at the discretion of the company. Study leave and bereavement leave are two such examples.

Medical Certificate for one-day sick leave

Usually, when a sick leave exceeds beyond two or three days, depending upon the company policy, employees are requested to submit a medical certificate to sanction the leave. However, in the case of one-day sick leave, an employer should not ask for a medical certificate.

In one of its judgements, the Supreme Court mentioned that an employee will not necessarily seek medical attention if he or she is ill for just a day.

Encashment Leave

An employee can take encashment leave while quitting service, superannuation, discharge, dismissal or death. Leave encashment should be as per average daily wages of an employee.

Leave during notice period

An employee can take leave during notice period, provided it is for a genuine reason like maternity, health issues, etc.

The Delhi High Court, in one of its judgement, said that an employee can take leave during the notice period if nothing is mentioned in the appointment letter which bars the employee from taking leave during the notice period, if he has leave to his credit and is entitled to the same.

2. Protection from sexual harassment at the work place

It is the responsibility of the employer to ensure that his/her employees, especially female employees, are protected while at work. All incidents of sexual harassment – regardless of how big or small they are or who is involved – require employers or managers to respond quickly and appropriately. Just because someone does not object to inappropriate behaviour in the workplace, it does not mean that they are consenting to the behaviour.

The employees are provided with the right to go on a strike without giving a notice, however if the said employee is a public utility employee, then he would be bound by the prohibitions laid down in the Industrial Disputes Act 1947, Section 22(1) lays down certain conditions on Strikes by public utility employees, the conditions includes giving out prior notice to the employer six weeks before going on such strike.

9. Right to Equal Pay for Equal Work

Understanding your rights as an employee is the first step.

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