Notification Record & Forms
Notification details and the forms every employer needs, in one place.
- Issuing Authority
- Government of Madhya Pradesh, Department of Labour (issued in the name of the Governor of Madhya Pradesh)
- Notified
- Draft published for public comment on 5 January 2026, Bhopal
- Objection Window
- 45 days from the date of publication in the Official Gazette of Madhya Pradesh (objections/suggestions to be sent to the Secretary, Department of Labour, Mantralaya, Vallabh Bhawan, Bhopal, or to pslabour@mp.gov.in)
- Legal Basis
- Section 67(1) of the Code on Wages, 2019 (Act 29 of 2019)
- Supersedes
- Minimum Wages (The Madhya Pradesh) Rules, 1958, and the Madhya Pradesh Payment of Wages Rules, 1962
- Status as of July 2026
- Published as draft rules pending the statutory objection process. A confirmed final gazette notification was not traceable in public records at the time of writing. Employers should check the MP Labour Department portal (labour.mponline.gov.in) before relying on any provision as final law.
- Extent and commencement
- These rules extend to the whole state of Madhya Pradesh and will come into force on the date they are published in the Official Gazette in final form.
Madhya Pradesh has released new draft rules to operationalise the Code on Wages, 2019, inside the state. Once finalised, these rules will replace two long-standing state laws — the Minimum Wages (The Madhya Pradesh) Rules, 1958 and the Madhya Pradesh Payment of Wages Rules, 1962 — with a single, unified rulebook. If you run a business, a factory, a shop, or any establishment in Madhya Pradesh, this guide breaks down exactly what changes, what forms you need to keep, when your deadlines fall, and what happens if you get it wrong.
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 to employees | Form-V | Every wage period | On or before the date wages are paid |
| Update Wages/Overtime/Fine/Deduction Register | Form-I | Every wage period | Kept current on an ongoing basis |
| Update Employee Register | Form-IV | As events occur | Updated whenever an employee joins, exits, or details change |
| Update Attendance Register-cum-Muster Roll | Form-IX | Monthly | Updated daily; compiled per calendar month |
| Report a deduction made under the proviso to Section 20(2) | As and when it happens | Within 10 days of the deduction | |
| Explain a deduction for damage or loss to the employee | As and when it happens | Within 15 days of the deduction | |
| Get approval before imposing a fine on an employee | As and when proposed | Labour Officer must decide within 30 days, or it is deemed approved | |
| Deposit undisbursed wages with the Labour Officer | As applicable | Before the 15th day after 6 months from the date the amount became payable | |
| Review Dearness Allowance | Twice a year | Endeavoured before 1 April and 1 October each year | |
| File the Annual Return | Annually | Electronically, in the format prescribed under the Occupational Safety, Health and Working Conditions Code Rules, 2020 | |
| Update inspection compliance status on the portal | Per inspection | Within 3 working days of the inspection being loggedRule 49(5) |
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 sets of state rules, one under the Minimum Wages Act, 1948 and one under the Payment of Wages Act, 1936 | A single set of rules under the Code on Wages, 2019, covering both minimum wages and payment of wages |
| Wage-fixation formula | Based on the older Minimum Wages Act methodology | Explicit statutory formula: 3 consumption units, 2,700 calories/day, 66 metres of cloth/year, and capped rent, fuel and miscellaneous allowances |
| Records and registers | Typically maintained only in physical form | Can be maintained electronically or physically (Forms I, IV, V and IX) |
| Wage slips | Not mandated in a single standard statutory form | Mandatory wage slip in Form-V, issued on or before every payment of wages |
| Deductions and advances | Governed separately under the Payment of Wages Act rules | Uniform cap: total deductions and advance recoveries cannot exceed 50% of wages in a wage period |
| Dispute resolution | Separate authority and appeal mechanisms under each old Act | Single application (Form-II) and appeal (Form-III) route under Sections 45 and 49 of the Code, with defined hearing timelines |
| Advisory Board | Minimum Wages Advisory Board under the 1958 Rules | Madhya Pradesh State Advisory Board under Section 42 of the Code, with mandatory representation of women among employer and employee members |
| Compounding of offences | Provisions scattered across the old Acts | A defined route to compound offences for 50% of the maximum fine, using Form-VI |
| Inspections | Manual inspection assignment | Portal-based, random inspection assignment through an Inspector-cum-Facilitator |
Applicability
Who the Code covers, and who gets special or exempt treatment.
Covered
- All employers and employees of establishments in Madhya Pradesh to which the Code on Wages, 2019 applies, including workers across unskilled, semi-skilled, skilled and highly skilled categories, and employees engaged through contractors (with the principal employer responsible for ensuring timely wage and minimum-bonus payment).
Exempted / special treatment
- Employees in agricultural employment: the standard working-hour rules (Rule 7, sub-rules 1 to 5) apply subject to modifications the State Government may notify from time to time.
- Working journalists and sales promotion employees: minimum-wage issues for these categories go through a specific reference to the State Advisory Board rather than the standard Schedule-E process.
- Employees already entitled to more favourable terms under another law, award, agreement or contract of service: the rest-day provisions do not operate to their disadvantage, and the more favourable terms continue to apply.
Frequently Asked Questions
Answers to what employers ask us most about this rule.
What is the Madhya Pradesh Code on Wages Rules, 2026?
It is a draft set of state rules that will implement the Code on Wages, 2019 in Madhya Pradesh, covering how minimum wages are fixed, how wages are paid, what registers employers must keep, and how disputes are resolved.
Which older rules will it replace?
Once finalised, it will replace the Minimum Wages (The Madhya Pradesh) Rules, 1958 and the Madhya Pradesh Payment of Wages Rules, 1962.
When do these rules come into force?
They come into force on the date they are published in the Official Gazette in their final form. As of this writing, they remain in draft stage, published for public objections.
What is the objection window, and how can an employer respond?
The draft allowed 45 days from its publication date for objections and suggestions. These could be sent to the Secretary, Department of Labour, Mantralaya, Vallabh Bhawan, Bhopal, or emailed to pslabour@mp.gov.in, using the prescribed format covering the objector's details, the rule in question, the proposed change, and the reasons for it.
How is the minimum wage calculated under these rules?
The daily minimum wage is worked out for a standard family unit (worker plus spouse and two children, treated as 3 consumption units), based on 2,700 calories per unit per day, 66 metres of cloth a year, and capped allowances for rent, fuel and other essentials as a percentage of the food-and-clothing cost.
How often is Dearness Allowance revised?
The rules call for DA to be reviewed twice a year, before 1 April and before 1 October, using the Consumer Price Index for Industrial Workers published by the Labour Bureau.
What are the standard working hours under the new rules?
A normal working day is 8 hours, with rest breaks capped at 1 hour, and the total spread-over (including breaks) cannot exceed 12 hours. The weekly cap is 48 hours, and no employee can work more than 5 hours continuously without a rest break.
What registers and forms must an employer keep?
At minimum: an Employee Register (Form-IV), a Wages/Overtime/Fine/Deduction Register (Form-I), and an Attendance Register-cum-Muster Roll (Form-IX). Wage slips (Form-V) must also be issued to every employee on or before payment.
When must a wage slip be issued?
On or before the date wages are paid, for every wage period, whether issued electronically or on paper.
What are the rules on deductions from wages?
Deductions for loss or damage must be explained to the employee in writing, with a chance to respond, and reported within 15 days. Deductions made under specific provisions must be reported to the Inspector-cum-Facilitator within 10 days. Total deductions in any wage period, including recovery of advances, cannot exceed 50% of wages.
How much can an employer recover as a wage advance?
Recovery of an advance is capped at 50% of the employee's wages in any single wage period.
What is the procedure to raise a wage claim or file an appeal?
A wage claim is filed as a single application in Form-II before the designated authority. An order can be appealed in Form-III before the appellate authority; an employer filing the appeal must first deposit the claim amount.
What is the State Advisory Board, and what does it do?
It is a tripartite body under Section 42 of the Code, made up of employer representatives, employee representatives, and independent members, including at least two women each from the employer and employee sides. It advises the government on minimum wages and related issues, including for working journalists and sales promotion employees.
What happens if an employer does not comply?
Depending on the nature of the lapse, penalties range from a fine as low as ₹10,000 (for poor record-keeping) up to ₹1,00,000 with possible imprisonment for repeated underpayment of wages. Many first-time offences can be compounded by paying 50% of the maximum fine.
Where can I check the latest, official status of these rules?
Through the Madhya Pradesh Labour Department's official channels, including the MP Online labour portal (labour.mponline.gov.in) and the Madhya Pradesh Gazette. Because this guide is based on the draft notification, always verify current applicability before making compliance decisions.
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.