Notification Record & Forms
Notification details and the forms every employer needs, in one place.
- Governing Central Code
- Code on Wages, 2019 (Act No. 29 of 2019)
- Published As Draft On
- 26 November 2021 (Notification No. F.15(75)/Lab/2021/4588)
- Published In
- Delhi Gazette Extraordinary, Part IV
- Objection Window
- 30 days from the date of publication in the Gazette
- Intended Commencement
- The date the central Code on Wages, 2019 comes into force, that is 21 November 2025
- Nodal Department
- Labour Department, Government of National Capital Territory of Delhi
The Code on Wages, 2019 brought four separate central laws, the Payment of Wages Act, the Minimum Wages Act, the Payment of Bonus Act and the Equal Remuneration Act, into one framework covering how every employee in the country is paid, how bonus is worked out, and what happens when wages go unpaid or get wrongly deducted. Delhi used its rule making power under Section 67 of that Code to set out how the Code actually works on the ground in the National Capital Territory, covering the formula for fixing minimum wages, the limits on deductions and fines, the process for claims and appeals, bonus calculation, and the Delhi State Advisory Board that keeps an eye on all of it.
Forms under the State Rules
Due Dates
Compliance deadlines, forms and how often each one recurs.
| Compliance | Form | Compliance Frequency | Due Date |
|---|---|---|---|
| Revision of dearness allowance component of minimum wages | Not applicable | Twice a year | Cost of living allowance computed before 1 April, and the revised dearness allowance applied before 1 October, each year |
| Approval before imposing a fine on an employee | Not applicable | Per instance | Written intimation with full particulars sent to the Joint or Deputy Labour Commissioner before any fine is imposed |
| Intimation of a deduction made under the proviso to Section 20(2) | Not applicable | Per instance | Within 10 days of the date of such deduction |
| Opportunity to explain a deduction for damage or loss | Not applicable | Per instance | Employee must be given the chance to explain within 15 days of the deduction |
| Recovery of advances from wages | Not applicable | Each wage period | Capped so recovery does not exceed 50 percent of the employee's wages in that wage period |
| Deposit of wages due after an employee's death where the nominee cannot be paid | Not applicable | Per case | Deposited with the Joint or Deputy Labour Commissioner after 3 months from the date the amount became payable; disbursed within 2 months of deposit once the nominee is identified |
| Deposit of undisbursed dues generally | Not applicable | Per case | Deposited with the Joint or Deputy Labour Commissioner before the 15th day after the last day of the 6 month period from when the amount became payable |
| Issue of wage slip | Form V | Every wage period | On or before the date of payment of wages |
| Unclaimed deposited wages | Not applicable | After 7 years | Transferred to the Delhi Labour Welfare Board, or as otherwise decided by the Government |
| Composition of an offence | Form VI | Per notice | Settled for 50 percent of the maximum fine, within the time fixed in the Gazetted Officer's order |
Key Provisions
What changed under the Code, and what it means for payroll.
Old Law vs. New Law
What employers followed before, against what applies now — point matched against point.
| On this point | Before — earlier law | Now — the new Code |
|---|---|---|
| Minimum Wages Act, 1948 | Minimum Wages Act, 1948 | Minimum wage fixation now follows one prescribed formula under Chapter II of the new Rules, with skill categories decided by a technical committee rather than scattered notifications |
| Payment of Wages Act, 1936 | Payment of Wages Act, 1936 | Deduction limits, fine approval, wage registers and wage slips are unified under Chapter III of the new Rules, replacing the separate procedural rules that existed under the old Act |
| Payment of Bonus Act, 1965 | Payment of Bonus Act, 1965 | Bonus computation and the set on and set off mechanism carry forward largely unchanged in method, now run through Schedules A to D appended to the new Rules |
| Equal Remuneration Act, 1976 | Equal Remuneration Act, 1976 | Equal pay principles are folded into the Code's wage definition and the mandate of the Delhi State Advisory Board, rather than sitting in a standalone Act |
| Advisory committees | Separate advisory committees for minimum wages and bonus questions | One Delhi State Advisory Board on Wages under Section 42, with a fixed 24 member structure and defined 2 year terms for members |
| Claims and appeals | Claims and appeals handled differently under each of the 4 old Acts | One unified claims process before the Joint or Deputy Labour Commissioner as Authority, with a single Appellate Authority for appeals under Section 49 |
Applicability
Who the Code covers, and who gets special or exempt treatment.
Covered
- Every establishment and employer in Delhi — no minimum worker count applies for core wage protections; coverage is universal regardless of sector, size or wage ceiling
- Employees eligible for statutory bonus — employees drawing wages up to the ceiling notified by the appropriate Government, having worked at least 30 days in the accounting year
- Employers engaging workers through a contractor — principal employer remains responsible for timely wage payment and minimum bonus if the contractor defaults, regardless of contractor headcount
- Agricultural employment — working hour rules under Rules 6 and 7 apply subject to modifications the Government may determine from time to time
Exempted / special treatment
- Establishments already covered by more favourable terms — where an award, agreement or contract of service gives better terms than these Rules, the more favourable terms continue to apply
Frequently Asked Questions
Answers to what employers ask us most about this rule.
Are the Code on Wages (Delhi) Rules, 2021 finally notified?
As published, this is a draft, notified on 26 November 2021 with a 30 day objection window under Section 67 of the Code on Wages, 2019. Its own terms tie commencement to the central Code, which took effect on 21 November 2025, but public sources disagree on whether Delhi has since issued a separate final notification, so employers should confirm current status with the Labour Department.
Which employers do these Rules apply to?
Coverage is universal. Unlike some other Labour Codes, the Code on Wages does not set a minimum worker count for its core protections, so every establishment and employer in Delhi is covered.
Do these Rules replace older Delhi wage laws?
They operationalize the Code on Wages, 2019, which nationally replaces the Payment of Wages Act 1936, the Minimum Wages Act 1948, the Payment of Bonus Act 1965 and the Equal Remuneration Act 1976.
How is the minimum wage worked out?
It is fixed on a daily basis using a formula built around a standard family of 3 consumption units, a set calorie intake, a clothing allowance, and fixed shares of the wage for housing, fuel and children's education and medical needs.
How long can a normal working day be?
8 hours of work plus rest intervals totalling up to 1 hour, with the whole day, including rest, not spreading beyond 12 hours.
Is a weekly rest day mandatory?
Yes, ordinarily Sunday, though the employer can fix another day. An employee cannot be made to work more than 10 consecutive days without a rest day.
How much can an employer deduct from wages?
Total deductions in any wage period, whatever the reason, cannot exceed 50 percent of the employee's wages for that period.
Is a wage slip mandatory?
Yes. Every employer must issue a wage slip in Form V on or before the date wages are paid.
What happens to bonus surplus or shortfall from year to year?
It is carried forward as a set on or set off, up to and including the fourth following accounting year, following the method in Schedule A.
Who is responsible for paying contract workers on time?
The principal employer must pay the contractor before the wage due date, so that contract workers are paid on schedule, and must step in if the contractor fails to pay minimum bonus.
What is the penalty for paying an employee less than what is due?
A fine up to 50000 rupees for a first offence, rising to imprisonment up to 3 months or a fine up to 1 lakh rupees, or both, for a repeat offence within 5 years.
Can an offence be settled without going to court?
Most offences, other than those punishable with imprisonment alone or with imprisonment and fine together, can be compounded by a Gazetted Officer for 50 percent of the maximum fine.
Who decides claims about underpaid or unpaid wages?
The Joint or Deputy Labour Commissioner having jurisdiction over the employee's workplace acts as the Authority under Section 45, with appeals going to the Appellate Authority under Section 49.
What is the Delhi State Advisory Board on Wages?
A tripartite body with 12 employer representatives, 12 employee representatives and a set of independent members including the Chairperson, that advises the Government on minimum wage fixation and skill categorization.
What happens to wages that stay unclaimed?
If deposited wages remain unclaimed for 7 years, they are transferred to the Delhi Labour Welfare Board, or dealt with as the Government otherwise decides.
Sources
Where every fact on this page comes from.
- → The Code on Wages (Delhi) Rules, 2021, Notification No. F.15(75)/Lab/2021/4588 dated 26 November 2021, published in the Delhi Gazette Extraordinary, Part IV, No. 354 (official)
- → The Code on Wages, 2019, Act No. 29 of 2019, Government of India (official)
- → Labour Department, Government of National Capital Territory of Delhi (official)
- → Ministry of Labour and Employment, Government of India (official)
For informational purposes only — not legal advice. State rules referenced here are subject to change on final notification. Verify current status with our compliance team before acting.