Notification Record & Forms
Notification details and the forms every employer needs, in one place.
- Issuing authority
- Labour Department, Government of Haryana
- Notified
- 4 May 2026 (Notification No. 02/08/2021 2Lab, Haryana Government Gazette Extraordinary No. 66 2026/Ext.)
- Objection window
- 30 days from publication, closed on 4 June 2026
- Legal basis
- Section 67 of the Code on Wages, 2019 (Central Act 29 of 2019), read with Section 24 of the General Clauses Act, 1897
- Supersedes
- Punjab Payment of Wages Rules, 1937; Punjab Payment of Wages (Procedure) Rules, 1965; and Punjab Minimum Wages Rules, 1950, all three as applicable to Haryana
- Status as of
- Still a draft. The rules come into force only from the date of final publication in the Official Gazette, and no such final notification has been traced yet
Haryana employers now have a fresh rulebook lined up under the Code on Wages, 2019. The Labour Department published the draft Code on Wages (Haryana) Rules, 2026 on 4 May 2026, setting out how minimum wages get calculated, how wage records must be kept, how deductions and fines are handled, and how a wage dispute moves from a claim to an appeal. This guide walks through what the draft actually says, in everyday language, so HR teams and business owners in Haryana know exactly what to prepare for once it is finally notified.
Forms under the State Rules
Due Dates
Compliance deadlines, forms and how often each one recurs.
| Compliance | Form | Compliance Frequency | Due Date |
|---|---|---|---|
| Wage payment, daily wage period | Form VIII | Every working day | End of the working day |
| Wage payment, weekly wage period | Form VIII | Weekly | Last working day of the week |
| Wage payment, fortnightly wage period | Form VIII | Fortnightly | Before the end of the second day after the fortnight closes |
| Wage payment, monthly wage period | Form VIII | Monthly | Before expiry of the 7th day of the following month |
| Full and final settlement on exit | Form I | On removal, retrenchment or resignation | Within 2 working days of the employee leaving service |
| Dearness allowance revision | - | Twice a year | Endeavoured before 1 April and before 1 October each year |
| Approval of fine on an employee | - | As and when a fine is proposed | Deputy Labour Commissioner to dispose of within 30 days, else deemed approved |
| Intimation of deduction under Section 20 | - | Per deduction made | Within 10 days of the deduction |
| Intimation of deduction for damage or loss | - | Per deduction made | Within 15 days of the deduction |
| Deposit of undisbursed dues on death or untraced employee | - | Case by case | Where payment is not made within 3 months of falling due |
| Deposit of other undisbursed dues | - | Case by case | Before the 15th day after the expiry of 6 months from the date the amount fell due |
| Payment on composition of an offence | - | Per compounded offence | Within 30 days of the composition order |
| Register preservation | Form I, Form VI, Form VII | Ongoing | 5 years from the date of the last entry |
| Annual return | - | Yearly | As per the OSH Code return calendar, with a copy sent to the Labour Bureau, Ministry of Labour and Employment |
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 |
|---|---|---|
| Governing law | Three separate sets of rules under two separate central Acts, the Payment of Wages Act, 1936 and the Minimum Wages Act, 1948, applied to Haryana as inherited Punjab era rules | One consolidated set of rules, the Code on Wages (Haryana) Rules, 2026, under a single central Code on Wages, 2019 |
| Minimum wage fixation formula | Spread across departmental guidelines and the Punjab Minimum Wages Rules, 1950, without one codified formula in a single rule | Rule 3 sets out one explicit day basis formula covering consumption units, calorie intake, cloth, housing, fuel and other expenses |
| Skill categorisation | Handled departmentally, without a standing technical committee mandated by rule | Rule 4 creates a dedicated technical committee, chaired by the Labour Commissioner, to advise on skill categorisation and keep Schedule A current |
| Records and registers | Multiple registers maintained separately under the Payment of Wages Rules and the Minimum Wages Rules | Consolidated into three registers, the Employee Register, the Wages and Deductions Register, and the Attendance Register cum Muster Roll, usable in physical or electronic form |
| Wage slip and notices | Paper based issuance under the earlier Punjab rules, with no explicit electronic option | Rule 45 and Rule 14 allow wage slips and statutory notices to be issued electronically, alongside the physical option, in Hindi and English |
| Claims mechanism | Separate claim routes existed for minimum wage disputes and payment of wages disputes | Rule 42 provides one single application in Form III covering wage shortfall, unpaid rest day wages, overtime and bonus, before a common authority |
| Appeal route | Appeal procedures differed across the earlier Acts and were not fully harmonised | Rule 43 sets one common appeal procedure in Form V, with a mandatory pre deposit of the awarded amount by an appealing employer |
| Composition of offences | No standing rule level mechanism to compound offences existed in the earlier Punjab rules | Rule 46 introduces a formal composition route, Form IX, settling first time compoundable offences at 50 percent of the maximum fine |
| Advisory board composition | Constituted under the Minimum Wages Act framework, without a codified gender representation requirement | Rule 20 mandates that at least one third of the Haryana State Advisory Board be women, alongside 7 employer and 7 employee representatives |
| Undisbursed dues handling | Governed loosely by the Punjab Payment of Wages Rules, with limited investment and disclosure requirements | Rules 39 to 41 lay down a detailed process, deposit timelines, investment in government securities or fixed deposits, public notice for 15 days, and a 7 year unclaimed period |
| Contractor liability for bonus | Not addressed in the earlier Punjab wage rules, since bonus fell under a separate Act | Rule 48 makes the principal employer directly responsible for minimum bonus if a contractor defaults, on written intimation from workers or their union |
Applicability
Who the Code covers, and who gets special or exempt treatment.
Covered
- All establishments in Haryana under the Code on Wages, 2019, including factories, shops, commercial establishments and organisations engaging contract labour
- All employees drawing wages under the Code, regardless of the wage ceiling that applied to some categories under the earlier Payment of Wages Act
- Employers, contractors and principal employers, who carry statutory record keeping, wage slip and payment timeline duties
Exempted / special treatment
- State Government employees are excluded from wage fixation under Rule 4
- The annual return format under Rule 49 follows the OSH Code Rules, so establishments outside that Code's coverage should confirm the applicable return channel separately
- Any other exemption would flow from the parent Code on Wages, 2019 itself rather than from these state rules
Frequently Asked Questions
Answers to what employers ask us most about this rule.
What did Haryana notify on 4 May 2026?
The Labour Department published a fresh draft of the Code on Wages (Haryana) Rules, 2026. It is a draft inviting objections and suggestions, not a final rule that is already in force.
Is the Code on Wages (Haryana) Rules, 2026 already in force?
No. Rule 1 itself says the rules come into force only from the date of their final publication in the Official Gazette. As of 31 July 2026, no final notification has been traced, so the earlier Punjab era rules continue to operate in practice until the state rules are finalised.
Which older rules will these new rules replace?
The Punjab Payment of Wages Rules, 1937, the Punjab Payment of Wages (Procedure) Rules, 1965, and the Punjab Minimum Wages Rules, 1950, all three as they applied to Haryana.
How is the minimum rate of wages calculated under Rule 3?
On a day basis, using a standard family of 3 consumption units, 2700 calories per adult unit per day, 66 metres of cloth a year, housing rent at 10 percent of food and clothing spend, fuel and miscellaneous items at 20 percent of the minimum wage, and education, medical, recreation and contingencies at 25 percent.
How often is dearness allowance revised, and by whom?
The endeavour is to revise it twice a year, once before 1 April and once before 1 October, based on the Consumer Price Index Number for Industrial Workers published by Haryana's Department of Economic and Statistical Affairs.
What is the weekly rest day entitlement for employees?
At least one rest day a week, ordinarily Sunday for a six day working week, and both Saturday and Sunday for a shorter working week. An employer cannot make an employee work more than 10 consecutive days without a rest day.
Is there a cap on how much can be deducted from wages in one period?
Yes. Rule 12 caps recovery of excess authorised deductions at 50 percent of wages in any given month, carrying forward any balance to later wage periods.
What registers must every covered employer keep, and for how long?
The Employee Register in Form VI, the Register of Wages, Overtime, Advances, Fine and Deductions in Form I, and the Attendance Register cum Muster Roll in Form VII, each preserved for 5 years from the date of the last entry.
Sources
Where every fact on this page comes from.
- → Haryana Government Gazette, Extraordinary, No. 66 2026/Ext., dated 4 May 2026, Labour Department Notification No. 02/08/2021 2Lab, carrying the full text of the Draft Code on Wages (Haryana) Rules, 2026, Forms I to IX and Schedule A
- → The Code on Wages, 2019 (Central Act 29 of 2019)
- → Notification S.O. 5322(E), dated 21 November 2025, Gazette of India, Extraordinary, Part II, Section 3, Sub Section (ii), bringing the Code on Wages, 2019 fully into force
- → The General Clauses Act, 1897 (Central Act 10 of 1897), Section 24
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.