Notification Record & Forms
Notification details and the forms every employer needs, in one place.
- Issuing Authority
- Government of Telangana, Labour Employment Training and Factories (LAB I) Department
- Notified
- G.O.Rt.No. 24, dated 28 January 2022 (Preliminary Notification), published in the Telangana Gazette (Extraordinary) dated 31 January 2022
- Objection Window
- 45 days from the date copies of the Gazette were made available to the public
- Legal Basis
- Sections 154 and 156 of the Code on Social Security, 2020 (Central Act No. 36 of 2020), read with Section 24 of the General Clauses Act, 1897
- Supersedes
- State rules made under the Maternity Benefit Act 1961, the Payment of Gratuity Act 1972, the Building and Other Construction Workers Welfare Cess Act 1996, the Unorganised Workers Social Security Act 2008, the Employment Exchanges (Compulsory Notification of Vacancies) Act 1959, the Employees Compensation Act 1923, and part of the Employees State Insurance Act 1948, to the extent repealed by Section 164 of the Code on Social Security, 2020
The Code on Social Security (Telangana) Rules, 2022 were issued as a Preliminary Notification by the Telangana Labour, Employment, Training and Factories (LAB I) Department on 28 January 2022, laying down state level rules to operationalise the central Code on Social Security, 2020. This guide brings together the employer facing forms, statutory due dates, key provisions, and frequently asked questions relevant to compliance under these draft rules. As the rules had not been confirmed as finally notified as of July 2026, employers are encouraged to verify the current status on the official Telangana Labour Department portal before making compliance decisions.
Forms under the State Rules
Due Dates
Compliance deadlines, forms and how often each one recurs.
| Compliance | Form | Compliance Frequency | Due Date |
|---|---|---|---|
| Deposit funeral expenses on a fatal accident | — | Event based | Within 12 hours of the accident |
| Register establishment for compulsory gratuity insurance | Form XIII(B) | One time | Within 30 days of notification of compulsory insurance |
| Furnish details of insured employees | Form XIII(D) | On registration and on change | At registration, and whenever there is a change |
| Issue notice on a gratuity claim | Form XII | Event based | Within 15 days of receiving the application (Form XI) |
| Pay gratuity after the notice | Form XII | Event based | Within 30 days of the notice date |
| Report commencement or modification of construction work | Form XXXV | Event based | Within 60 days of commencement or modification |
| Pay advance cess | Form XXXVI | Event based | At approval or before commencement of work |
| Deposit cess deducted at source (Government / PSU works) | — | Event based | Within 30 days of deduction |
| Report stoppage or reduction of construction work | Form XXXVII | Event based | Within 60 days of stoppage or reduction |
| File completion return for construction work | Form XXXVIII | Event based | Within 60 days of completion |
| Appeal against a cess assessment or penalty | Form XXXIX | Event based | Within 90 days of receiving the order |
| Pay provisional aggregator contribution | Form XXXX | Annual | On or before 30 June each year |
| File final aggregator contribution return | Form XXXXI | Annual | On or before 31 October each year |
| File Unified Annual Return | Form XXXXIII | Annual | On or before 1 February each year |
| Preserve Chapter V records | — | Ongoing | For 2 years from the date of preparation |
| Pay a compounding amount after notice | Form XXXXIV | Event based | Within 15 days of the notice |
| Report a vacancy to the Career Centre | Form XXXXV | Event based | At least 15 days (Regional / District) or 40 days (Central) before the last date for applications |
| File Employment Information Return | Form XXXXVI | Annual | Within 30 days of the financial year end (31 March) |
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 Laws | Seven separate laws: the Maternity Benefit Act 1961, the Payment of Gratuity Act 1972, the BOCW Welfare Cess Act 1996, the Unorganised Workers Social Security Act 2008, the Employment Exchanges Act 1959, the Employees Compensation Act 1923, and part of the ESI Act 1948 | One unified Code on Social Security, 2020, operationalised through a single set of Telangana state rules |
| Worker Registration | Scheme specific registration under separate boards and portals | Common Aadhaar based registration for unorganised, gig, and platform workers on one state portal |
| Gig and Platform Workers | No dedicated statutory coverage | Recognised for the first time, with aggregators required to register workers and pay a contribution linked to turnover |
| Employment Exchanges | Vacancy reporting to Employment Exchanges under the 1959 Act | Vacancy reporting to renamed Career Centres under Chapter XIII of the Code |
| Inspections | Separate inspectors under each individual law | A common Inspector cum Facilitator empowered across all social security laws |
| Offence Compounding | Limited, law specific compounding provisions | A uniform compounding procedure under Section 138 of the Code, with fixed timelines and forms |
Applicability
Who the Code covers, and who gets special or exempt treatment.
Covered
- Establishments and employers operating in Telangana under the Code on Social Security, 2020
- Organised sector employees, for gratuity, maternity benefit, and employees compensation
- Building and other construction workers, through the Telangana BOCW Welfare Board
- Unorganised workers, gig workers, and platform workers who register on the state portal
- Aggregators, as defined under Section 2(2) of the Code, for contribution towards gig and platform worker welfare
- Establishments engaging women employees, for maintenance of the Register of Women Employees
Exempted / special treatment
- Establishments belonging to or under the control of the Central Government or a State Government are excluded from the compulsory gratuity insurance requirement under Rule 7A(1)
- Employers who already maintain an Approved Gratuity Fund covering the full liability of all employees may continue that arrangement instead of taking new insurance
- Establishments may apply for exemption from Chapter IV (Employees State Insurance) provisions under Section 143 of the Code, subject to record keeping conditions
- Government and Public Sector Undertaking works are exempt from advance cess procedures but must deduct cess at source from bills instead
Frequently Asked Questions
Answers to what employers ask us most about this rule.
Are the Code on Social Security (Telangana) Rules, 2022 already in force?
No. As of this guide's preparation in July 2026, these rules remain at the Preliminary Notification stage. Objections and suggestions were invited for 45 days after the Gazette publication of 31 January 2022, and the rules will only take effect once the state issues a final notification. Employers should check the Telangana Labour Department portal for the latest update before relying on these draft rules.
Which older state laws do these draft rules replace?
Once finalised, they will replace separate Telangana rules made under the Maternity Benefit Act 1961, the Payment of Gratuity Act 1972, the BOCW Welfare Cess Act 1996, the Unorganised Workers Social Security Act 2008, the Employment Exchanges Act 1959, the Employees Compensation Act 1923, and part of the ESI Act 1948.
Do employers need to take gratuity insurance under these rules?
Yes, unless the establishment belongs to the Central or State Government. Every other employer must insure its gratuity liability with an approved insurer, or maintain an Approved Gratuity Fund covering the full liability of all employees, and register the establishment in Form XIII(B).
What happens if an employer disputes a gratuity claim?
The employer must issue a notice in Form XII within 15 days of receiving the employee's application, stating either the amount payable or the reasons for rejecting the claim. A dissatisfied employee, nominee, or legal heir can then apply to the competent authority for a direction.
Are gig and platform workers covered under these rules?
Yes. Gig and platform workers between 16 and 60 years of age, who have worked at least 90 days in the preceding 12 months, can register on the state portal. Aggregators must share worker details and pay a contribution linked to their turnover or worker payout, whichever is lower.
What is a Career Centre, and how does it affect employers?
Career Centres replace the earlier Employment Exchanges. Public sector employers must report vacancies before filling them, and private sector employers of a notified size will have the same duty once the state notifies the applicable date. Vacancies are reported in Form XXXXV, and a yearly Employment Information Return is filed in Form XXXXVI.
How is the cess for building and construction work calculated?
The employer self assesses the cost of construction using rates fixed by the PWD, CPWD, or RERA, certifies this through a Chartered Engineer, and pays the cess in advance, generally before the work begins, using Form XXXVI.
What if a construction project takes more than a year to finish?
The employer can pay the advance cess in yearly instalments during the project and must file a completion return in Form XXXVIII within 60 days of finishing the work, after which any advance cess is adjusted in the final assessment.
Can an employer appeal against a cess assessment or penalty?
Yes. An appeal can be filed in Form XXXIX within 90 days of receiving the assessment or penalty order, along with proof that the disputed cess or penalty has been deposited and a fee of half a percent of the disputed amount, capped at Rs 25,000.
What records must an establishment maintain for women employees?
Every establishment employing women must keep a Register of Women Employees in Form XXXXII, covering appointment details, maternity leave, benefit payments, and nominations, and must make it available for inspection.
Can an employer settle a compliance offence instead of going to court?
Yes, for compoundable offences. On receiving a compounding notice in Form XXXXIV, the employer can deposit the compounding amount within 15 days and receive a composition certificate, avoiding prosecution.
Where can employers verify the current status of these rules?
On the Telangana Labour Employment Training and Factories Department website, or by writing to the Commissioner of Labour, Telangana, Hyderabad. Praans Consultech tracks state labour rule notifications and updates this guide as official confirmation becomes available.
Sources
Where every fact on this page comes from.
- → Code on Social Security (Telangana) Rules, 2022, Preliminary Notification G.O.Rt.No. 24 dated 28 January 2022, Labour Employment Training and Factories (LAB I) Department, Government of Telangana (official)
- → The Code on Social Security, 2020 (Central Act No. 36 of 2020), Ministry of Labour and Employment, Government of India (official)
- → Telangana Labour Employment Training and Factories Department official portal, for the current status of these rules (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.