Notification Record & Forms
Notification details and the forms every employer needs, in one place.
- Issuing authority
- Department of Labour, Employment and Overseas Placement, Government of Himachal Pradesh
- Notified (draft)
- 29 April 2026, vide Notification No. LEP-A003/13/2025
- Objection window
- 30 days from the date of publication of the draft in the Rajpatra (e-Gazette), Himachal Pradesh
- Legal basis
- Section 67 read with Section 2(d) of the Code on Wages, 2019 (No. 29 of 2019)
- Supersedes (on final notification)
- Payment of Wages Act, 1936; Minimum Wages Act, 1948; and the HP Ease of Compliance to Maintain Registers under various Labour Laws Rules, 2020 (to the extent covered)
- Status as of
- Still a DRAFT. No final publication of these rules in the Rajpatra has been traced as of this writing; the earlier HP wage rules of 1978–79 continue to apply until final notification.
The Code on Wages, 2019 is one of India's four labour codes, and it merges the earlier Payment of Wages Act, 1936 and Minimum Wages Act, 1948 (along with two other central laws) into a single framework. Under Section 67 of the Code, every state has to frame its own implementation rules. On 29 April 2026, the Himachal Pradesh Department of Labour, Employment and Overseas Placement released its draft rules — to be called the Code on Wages (Himachal Pradesh) Rules, 2026 — covering how minimum wages are calculated, how wages must be paid, which registers and forms employers must maintain, how the State Advisory Board functions, and how wage-related disputes and offences are handled.
This guide summarises the draft rules for quick reference: the forms an employer will need to fill, the due dates attached to each compliance, the most relevant rule-by-rule provisions, how the new regime compares with the old laws it replaces, who the rules apply to, and answers to common questions.
Forms under the State Rules
Due Dates
Compliance deadlines, forms and how often each one recurs.
| Compliance | Form | Compliance Frequency | Due Date |
|---|---|---|---|
| Issue wage slip | Form V | Every wage period | On or before the date of payment of wages |
| Maintain Employee Register | Form I Rule 42(1)(i) Continuous / on joining & exit Updated as events occur | Continuous / on joining & exit | Updated as events occur |
| Maintain Wages/Deduction Register | Form IV | Every wage period | Updated each payment cycle |
| Maintain Attendance Register-cum-Muster Roll | Form IX | Monthly | Updated daily; compiled monthly |
| Intimate deduction made under proviso to Section 20(2) | — | Per occurrence | Within 10 days from the date of deduction |
| Intimate deduction for damage/loss | — | Per occurrence | Within 15 days from the date of deduction |
| Deposit undisbursed wages with Deputy Labour Commissioner (no nomination) | — | Per occurrence | Before the 15th day after expiry of 6 months from the date the amount became payable |
| File Annual Return | - | Annual | As prescribed under the Occupational Safety, Health and Working Conditions Code, 2020 Rules |
| Preserve registers | Forms I, IV, IX | Ongoing | 5 years from the date of the last entry |
| Submit objections/suggestions on the draft rules (public, one-time) | — | One-time | Within 30 days of publication of the draft in the Rajpatra (window opened 29 April 2026) |
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 framework | Two separate central Acts with separate HP rules — HP Payment of Wages Rules, 1979; HP Payment of Wages (Procedure) Rules, 1979; HP Minimum Wages Rules, 1978 | One consolidated Code on Wages, 2019 implemented through a single set of state rules |
| Minimum wage calculation | No single uniform day-basis formula prescribed in the state rules | Standardised formula: daily rate ÷ 8 = hourly rate; daily rate × 26 = monthly rate (Rule 3(2)) |
| Wage-area classification | Not uniformly categorised across the state | Four defined categories — Municipal Corporation, Municipal Council, Nagar Panchayat, Rural Area (Rule 4) |
| Registers | Multiple, separate registers maintained under each Act | Simplified to three core registers — Forms I, IV and IX (Rule 42), maintainable electronically or physically |
| Wage slip | Not uniformly mandated in a common format across establishments | Mandatory Form V wage slip on or before every payment of wages (Rule 43) |
| Dispute resolution | Authorities and procedures spread across separate Acts | Common Authority/Appellate Authority mechanism — Form II applications, Form III appeals (Sections 45 & 49) |
| Settling offences | Compounding provisions under the respective Acts separately | Unified composition procedure — Form VI application, fee fixed at 50% of the maximum fine (Rule 45) |
Applicability
Who the Code covers, and who gets special or exempt treatment.
Covered
- All establishments in Himachal Pradesh to which the Code on Wages, 2019 applies, across Municipal Corporation, Municipal Council, Nagar Panchayat and Rural areas
- Employers engaging workers directly or through a contractor (contractor dues routed through the principal employer under Rule 46)
- All employee skill categories — unskilled, semi-skilled, skilled and highly skilled — as listed occupation-wise in Schedule A
- Employees under time-rate or piece-rate wage systems
Exempted / special treatment
- Agricultural employment — the normal working-day norms of Rule 5 may be modified by the State Government (Rule 5(3))
- Employees engaged in emergencies, preparatory/complementary work, essentially intermittent work, time-bound technical work, or work dependent on natural forces — normal working-day limits may be relaxed (Rule 8)
- Working journalists and sales promotion employees — wage fixation is specifically referred to the State Advisory Board for advice (Rule 20)
- Employees already covered by more favourable terms under another law, award, agreement or contract continue to get those more favourable terms instead of Rule 6 (rest-day wages) (Rule 6(5))
Frequently Asked Questions
Answers to what employers ask us most about this rule.
Is the Code on Wages (Himachal Pradesh) Rules, 2026 already in force?
No. As of now these are draft rules published to invite public objections and suggestions. They will come into force only after the State Government publishes the final version in the Rajpatra (e-Gazette), Himachal Pradesh.
Which older laws will these rules replace?
Once finalised, they will repeal the HP Payment of Wages Rules, 1979, the HP Payment of Wages (Procedure) Rules, 1979 and the HP Minimum Wages Rules, 1978 (Rule 50).
Who can object to the draft rules, and how?
Any interested person may send objections or suggestions to the Directorate of Labour & Employment, New Himrus Building, Near Himland Hotel, Shimla-171001, or by email to lep-hp@nic.in, within 30 days of publication of the draft in the Rajpatra.
How is the minimum wage calculated under the draft rules?
It is fixed on a day basis, taking into account a standard family of three consumption units, 2,700 calories per consumption unit per day, 66 metres of cloth per year, and fixed shares of the minimum wage for housing, fuel and other expenses. The daily rate is divided by 8 for the hourly rate and multiplied by 26 for the monthly rate (Rule 3).
How are wage areas classified in Himachal Pradesh?
Into four categories — Municipal Corporation, Municipal Council, Nagar Panchayat and Rural Area (Rule 4(1)).
What registers must an employer maintain?
The Employee Register (Form I), the Register of Wages, Overtime, Fines and Deductions (Form IV), and the Attendance Register-cum-Muster Roll (Form IX) — either physically or electronically (Rule 42).
Is a wage slip mandatory?
Yes. Every employer must issue a wage slip in Form V, electronically or otherwise, on or before the date of payment of wages (Rule 43).
How long must wage-related registers be preserved?
For five years after the date of the last entry made in them (Rule 42(4)).
What is a 'normal working day' under the draft rules?
Eight hours of work with rest interval(s) totalling not more than one hour, and a spread-over not exceeding twelve hours in a day (Rule 5).
Is a weekly rest day guaranteed to every employee?
Yes, ordinarily Sunday, though the employer may fix another day as the rest day. Conditions apply for substituted rest days, and no employee can be made to work more than ten consecutive days without a rest day (Rule 6).
Sources
Where every fact on this page comes from.
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.