Abstract
The consolidation of India’s fragmented labour law framework into four comprehensive labour codes the Code on Wages (2019), Industrial Relations Code (2020), Occupational Safety, Health, and Working Conditions Code (2020), and the Code on Social Security (2020) marks a significant transformation in employment regulations. These reforms simplify compliance, expand social security, and enhance transparency while balancing employee rights and employer flexibility. This report examines the implications of the new labour codes for human resource practices across key functions such as recruitment, compensation, employee relations, performance management, training, workplace safety, and exit processes. Using Tata Group as a case example, the study highlights organizational responses, including payroll restructuring, workforce integration, safety enhancements, and digitization of compliance systems. It also identifies challenges HR managers face in areas like compensation restructuring, union relations, gig worker inclusion, and cost management. The findings suggest that while implementation poses operational and financial hurdles, the labour codes provide an opportunity for HR to move beyond compliance, foster trust, and drive strategic workforce transformation.
Keywords: Labour codes, human resource practices, employee relations, workplace safety, gig workers, industrial relations.
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